alyson pellowe

There’s a photo above of me beside Nelson’s Column in London—standing tall (though not quite that tall!) in a space that’s all about legacy and recognition. 🇬🇧 And it got me thinking: is this how we’ll continue to recognise leadership in the future? Big titles, big statues… or are we shifting to something more connected, more collaborative, more human? Because workplace structures are changing. The old-school top-down hierarchy is being replaced by flexible networks, project teams, and peer-led influence. So—how do we lead when the org chart no longer tells the full story? Are you recognising leadership by impact, not just job title? Who really leads in your business—and do they even realise it? Here are five ways HR can support this structural shift: 🌐 1. Map influence, not just authority – Who’s making things happen across departments? Who do people naturally go to for advice or support? That’s leadership. 👥 2. Empower project-based teams – Cross-functional teams solve problems fast. Give them room to thrive. 📣 3. Celebrate quiet leaders – Not all leadership is loud. Shine a light on those who guide through listening, coaching, and consistency. 📊 4. Redesign appraisals – Move away from manager-only reviews. 360° feedback helps identify leadership from all angles. 🧠 5. Train for influence, not just control – Help emerging leaders build trust, communication, and collaboration skills. 👉 If you’re ready to move from hierarchy to high-impact networks, we’d love to help. The People Vision team can support your shift—one conversation at a time. 💬  

There was a time when we didn’t talk about any of this at work. Menopause? Too awkward. Childcare stress? Keep it quiet. Caring for elderly parents? Definitely not something for the team meeting. But times have changed—and thank goodness. 🧡 So here’s the question: How well does your workplace really support people going through life’s big, messy, exhausting transitions? Are your line managers confident having those conversations? Do your policies actually help—or are they just sitting on a shelf? The more we talk, the more we normalise. And the more we normalise, the more people feel safe, seen and supported. Here are five practical ways HR can lead the charge: 📝 1. Update your policies – Menopause support, shared parental leave, flexible working for carers—make sure your policies reflect modern life and real needs. 👂 2. Train managers to talk with confidence – It’s not about having the perfect script—it’s about showing empathy and offering support. 🕒 3. Flexibility is everything – Whether it’s school runs, hot flushes or hospital appointments, allow people to manage life without guilt. 🎤 4. Share real stories – Create space for team members to speak openly (if they want to). Storytelling builds understanding and solidarity. 💡 5. Offer practical support – Think webinars, peer support groups, or signposting to services like counselling and medical advice. 👉 Want to make these conversations a natural part of your culture? The People Vision team can help you build the confidence, structure, and empathy to get it right. Let’s talk. 🌸

The great office comeback—it’s been talked about, trialled, resisted, embraced, and everything in between. 🏢 Some companies are calling people back in full-time, others are going hybrid, and a few have ditched the office entirely. But one thing’s clear: the conversation is far from over. So here’s something to think about: Do your people actually want to come back? What are they missing—or dreading? Is the office a place for collaboration and connection, or just the printer room with bad coffee? ☕ When people do show up, are they energised—or wondering why they bothered with the commute? These are the real questions HR should be asking. Here are five ways to make the office work for your people, not against them: 👂 1. Ask, don’t assume – Use pulse surveys or informal chats to learn what your people need from the workspace. One size rarely fits all. 🪴 2. Make it worth the journey – If people come in, give them collaboration, connection, and a sense of purpose—not just a laptop and silence. 🎯 3. Focus on outcomes, not attendance – Set clear goals, then trust people to deliver—wherever they’re based. 💬 4. Re-onboard your teams – If it’s been a while, don’t assume people remember how things work. Start fresh with empathy. 🌟 5. Lead with flexibility – Set the tone from the top. If senior leaders are in and engaged, others are more likely to follow. 👉 Not sure how to get the balance right? The People Vision team can help you design a workplace strategy that works for everyone. Let’s make it make sense. 🙌    

Wellness at work is having a moment—but is it here to stay, or just another HR trend with a fancy water bottle? 🧘‍♀️ From desk yoga to digital detoxes, the wellness boom has definitely reached the workplace. But the real question is: are we ticking boxes or truly changing culture? I recently signed up for private medical—it felt like an investment in myself. And honestly, knowing I have quick access to support if I need it? Game changer. I also came across MG Rehab, who offer brilliant physical therapy and recovery options. Knowing services like that are out there makes you think—wellness isn’t fluffy, it’s fundamental. Here are five ways HR can move from perks to purpose: 🩺 1. Offer practical benefits – Things like private medical, mental health support, or physical therapy (like MG Rehab) show real commitment to people’s wellbeing. 📣 2. Ask what your team actually needs – Don’t guess. Wellness looks different to a single parent than it does to a 25-year-old gym enthusiast. 📆 3. Make it part of the working week – It’s not a benefit if no one has time to use it. Build wellness into the rhythm of the day. 🎯 4. Ditch the gimmicks – If it doesn’t improve someone’s life, don’t waste budget on it. 🧠 5. Train managers to spot burnout early – They’re your front line. Give them tools, not just tick-lists. 👉 If you’d like help designing a wellbeing strategy that actually works, the People Vision team is here. Let’s build something meaningful together. 🌿  

I’m sitting here with the wonderful Daniel Henry Adams, taking in the view, and it’s struck me again—I get my energy from the people around me. 💬 Just ten minutes with someone positive, funny or inspiring can completely shift my mindset. As an extrovert, I recharge by being with others. Not by switching off, but by switching into connection. So here’s a question for you: Where do you get your energy? And more importantly—how can we help our teams recharge in a way that works for them? Here are five quick HR tips to make rest and recharging part of your culture: 💡 1. Encourage people to find their energy source – For some, it’s silence; for others, a lively chat. One size doesn’t fit all—so ask, don’t assume. ☕ 2. Make connection breaks a thing – Coffee catch-ups, walking meetings, “chat and reset” sessions. These give extroverts a real boost. 📅 3. Ditch the back-to-back Zooms – Create space between meetings so people can come back energised—not drained. 🧠 4. Educate on energy rhythms – Teach teams to notice when they’re flagging and to take a break before the crash. 🙌 5. Model it from the top – If leaders pause, laugh, and connect, others feel they can too. 👉 Want to build a culture where people feel lifted, not worn out? The People Vision team can help you turn rest into a strategic asset. Let’s chat. 🌟  

We’ve all heard the buzzwords—diversity, equity, inclusion—but the real magic happens when people feel like they belong. 💛 Inclusion is being invited to the meeting; belonging is being heard when you’re there. It’s the difference between ticking boxes and creating a workplace where people genuinely thrive. So, how do we move from inclusion to true belonging? Here are five top tips for HR: 🧠 1. Listen properly – Go beyond surveys. Create safe spaces for honest conversations, whether through focus groups, 1:1s, or anonymous feedback. Really hearing your people is half the battle. 🌱 2. Personalise support – A one-size-fits-all approach won’t cut it. Understand the needs of different groups and tailor your policies—be that around religious holidays, neurodiversity, or flexible working. 🎤 3. Representation matters – Make sure people can see themselves in leadership. Mentorship, sponsorship, and visible role models go a long way in reinforcing that everyone belongs. 🙌 4. Celebrate difference – From cultural events to personal milestones, recognising what makes your people unique builds community. It’s about saying “You matter—and we see you.” 📚 5. Train your leaders – Line managers set the tone. Equip them with the confidence and tools to foster belonging and challenge exclusion, even in subtle forms. Belonging is the difference between staying and leaving, thriving and surviving. 👉 If you’d like support building a workplace where everyone feels at home, we’d love to help. Our People Vision team has the tools and experience to make it happen. Just give us a shout. 🌟

The gig economy isn’t just booming—it’s officially gone mainstream. 💥 From freelance marketers to virtual assistants and side-hustling graphic designers, today’s workforce wants freedom, flexibility, and fulfilment. And as HR leaders, we need to get our heads around what that means for how we recruit, retain, and relate to talent. Here are five top tips to stay on top of the shift: 🎯 1. Expand your view of talent – Not everyone wants a 9-to-5. Embrace freelancers and contractors as part of your long-term people strategy. They can be just as loyal and high-performing as your permanent team. 📄 2. Contracts matter – Get your freelance agreements in order. Clarity on scope, pay, and timelines avoids awkward conversations later. 🧩 3. Blend them in – Freelancers shouldn’t feel like outsiders. Invite them to team calls, include them in shout-outs, and make them feel valued. 💼 4. Respect their hustle – Many freelancers juggle multiple clients or a side business. Don’t expect them to behave like full-time staff—and don’t take offence when they log off at 5. 💬 5. Keep communication simple – Clear briefs, regular check-ins, and respectful deadlines go a long way. Freelancers love working with organised clients. The future of work is flexible, and tapping into the gig economy can give your organisation a real edge. 👉 If you need help building a blended workforce or want guidance on managing freelancers effectively, get in touch with the People Vision team. We’re here to help make it easy. 🙌  

The workplace has been through a total shake-up, hasn’t it? 🚀 We’ve gone from rigid routines to flexible everything. Hybrid is here to stay, AI’s moved in, and the office… well, it’s more like a hot desk now. For HR, it’s been a whirlwind—but also a massive opportunity to reshape how we support people. Here are 5 quick tips to stay ahead of the curve: 💡 1. Embrace flexibility – Let teams choose how and where they work. People thrive with autonomy, not rigid rules. 🤖 2. Let tech take the admin – Use automation for repetitive tasks so you can focus on the people side. It’s a game changer. 💬 3. Keep it human – A quick “How are you?” still goes a long way. Balance the tech with genuine connection. 📚 4. Upskill, upskill, upskill – The world’s changing fast. Help your teams stay confident with bite-sized learning that fits into their day. 🧠 5. Prioritise well-being – Mental health isn’t a trend, it’s a responsibility. Model good behaviour, don’t just talk about it. HR’s role has never been more strategic. The workplace revolution isn’t coming—it’s already here. You’ve got the chance to lead the charge 💪 👉 If you’d like one of our brilliant People Vision team to help you ride the wave and support your people through change, just drop us a line. We’d love to be your extra pair of hands.

The Death of the 9-to-5: Embracing hashtag#AsynchronousWork What the heck is that I hear you say!!! The 9-to-5 workday is quickly becoming a thing of the past. Asynchronous working—where people choose the hours that suit them best—is now a reality for many teams. Would you agree? For most leaders, this shift means letting go of old ideas about visibility and control. It’s not about when someone is working; it’s about what they’re achieving. Trust, clear communication, and flexibility are the foundations of successful async teams. Here are 3 tips for leaders can make it work: ✅ Be crystal clear: Set clear goals, priorities, and deadlines, so everyone knows what’s expected without needing constant check-ins. 💻Use the right tools: Invest in collaboration platforms that make sharing updates, ideas, and progress easy and accessible across time zones. ☎️ Stay connected: Build strong relationships through regular one-to-ones and team catch-ups, focusing on support rather than micromanagement. Leading in an asynchronous world isn’t about letting go—it’s about leading with more intention, humanity, and trust.