Michelle Page, Head of People Insights and Consulting · 3 June 2026
Under pressure, the gap between a leader's intentions and their actual impact can quickly widen. Read Head of People Insights Michelle Johnson's firsthand story on why 360 feedback isn't about exposing poor leaders - it's about giving them the clarity to reflect and the confidence to act.
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Michelle Page, Head of People Insights and Consulting · 6 May 2026
In an era of constant transformation, "leader leakage" - the space created by what remains unsaid - is the silent killer of organisational trust. While HR teams can see the disconnect in the data, the solution often lies in shifting leadership communication from reactive information-sharing to intentional connection. Learn why the most successful organisations aren't doing more, but are being more deliberate in how they show up.
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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 Page, Head of People Insights and Consulting · 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 · 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 Page, Head of People Insights and Consulting · 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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Emma Townsley · 9 January 2026
Despite significant advancements in HR technology, engagement is on the decline. Traditional tools provide data but fail to offer the actionable insights managers need. Inpulse bridges this gap with real-time emotional analytics, helping managers diagnose, prioritise, and act on disengagement early. By equipping managers with the tools to drive real change, you can transform employee engagement from a passive measurement to an active management strategy
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Emma Townsley · 5 December 2025
2026 will be a defining year for employee engagement. With AI advancing at speed, skills gaps widening and managers under unprecedented pressure, organisations are facing a critical choice: lean into people-centred leadership or risk falling behind. In this piece, we unpack the forces driving the new engagement divide, and the actions high-performing organisations are taking to stay ahead.
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Emma Townsley · 27 November 2025
As 2026 approaches, line managers are facing unprecedented pressure - rising expectations, shrinking resources, and escalating emotional strain across teams. This “Great Squeeze” is already eroding engagement and trust. Without targeted support now, organisations risk entering 2026 with overstretched managers, declining performance, and a weakened leadership pipeline.
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Michelle Page, Head of People Insights and Consulting · 16 November 2025
Thousands talk about redundancies from the perspective of those who leave. Almost no one talks about what it does to the people who stay. After surviving five rounds myself, I share the hidden emotional and cultural fallout, and what leaders must understand if they want engagement, trust, and performance to recover. Do you know what your “survivors” aren’t saying out loud?
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