Alex Williams · 27 March 2026
Employee engagement strategies have changed dramatically over the last decade. This blog explores what an effective employee engagement strategy looks like today, how to build one, and why the future will depend on better listening, stronger leadership, and smarter use of AI.
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Emma Townsley · 27 March 2026
Emotional intelligence plays a bigger role in employee engagement than many organisations realise. Employee engagement is not just shaped by initiatives or communication. It is shaped by how people feel at work and how leaders respond. Explore why the human side of leadership matters so much and what leaders can do differently to build more connected, committed teams.
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Michelle Johnson · 18 March 2026
Compare the best employee engagement survey platforms for 2026. From SurveyMonkey for small teams to Inpulse, Qualtrics, and Culture Amp for enterprise complexity, discover how to move beyond abstract scores. Learn how Inpulse Intelligence decodes employee feelings to provide HR with a language the C-Suite understands, reducing time-to-action from weeks to days
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Michelle Johnson · 12 March 2026
Employee engagement in 2026 will be shaped less by new wellbeing initiatives and more by how work feels day to day. This article explores why unrealistic workloads, process friction, weak recognition, and stretched managers are driving fatigue, and why the smartest engagement strategy is to remove barriers, protect capacity, and rebuild confidence.
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Andy Meredith · 10 March 2026
What can Formula 1 teach us about employee engagement? More than you might think. This article explores how high-performing organisations, like championship-winning teams, turn data into action, pivot when plans change, communicate with clarity, and learn from setbacks. Using benchmark insights and real examples, it shows why engagement is not about collecting feedback for the sake of it, but about responding visibly, building trust, and aligning teams around continuous improvement.
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Andy Meredith · 27 February 2026
Not another “partnership.” A real one. See how Inpulse helps you design better surveys, boost response rates, align leaders, and keep action plans moving, without adding workload to your HR team.
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Andy Meredith · 19 February 2026
2026 won’t be won by launching more programmes. It’ll be won by making work feel more workable, reducing daily friction, protecting managers, and rebuilding morale with recognition, clear communication and credible growth pathways.
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Michelle Johnson · 10 February 2026
Low turnover in 2026 doesn’t automatically mean you’ve cracked retention. It may be job hugging: employees staying put because the market feels too risky. This article explains the warning signs of a frozen culture, why eNPS can miss the danger, and how manager capability, psychological safety and internal mobility convert fear-driven staying into commitment by choice.
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Alex Williams · 6 February 2026
AI spend is skyrocketing, but ROI is lagging, because most transformations focus on tools, not people. The organisations winning with AI are investing just as deliberately in human capability: building AI fluency, redesigning leadership development around judgement and emotional intelligence, and listening to employees through the change. If you want AI to stick in workflows (not just pilots), the missing budget line is your workforce.
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Michelle Johnson · 26 January 2026
Rising stress, burnout and disengagement aren’t being solved by surface-level wellbeing initiatives. In this article, we explore why traditional wellbeing strategies are failing, the hidden cost this places on managers, and how HR leaders can drive sustainable employee engagement by redesigning how work, recovery and leadership actually operate.
True foresight doesn’t come from averages or historical data; it comes from understanding the emotional temperature of your teams in real-time. In this post, we break down why commitment is a result, not a lever, and how tracking emotions like anxiety, trust, and feeling valued can predict turnover intent months before a resignation letter hits your desk. Stop performing autopsies on your culture and start predicting its future.
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Michelle Johnson · 20 January 2026
Most HR leaders are looking at a rear-view mirror and calling it a roadmap. While traditional surveys track "outcomes" like commitment and pride, these scores often remain stable right up until a sudden, costly drop in performance. By then, the damage is done.
True foresight doesn’t come from averages or historical data; it comes from understanding the emotional temperature of your teams in real-time. In this post, we break down why commitment is a result, not a lever, and how tracking emotions like anxiety, trust, and feeling valued can predict turnover intent months before a resignation letter hits your desk. Stop performing autopsies on your culture and start predicting its future.
Read more