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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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 · 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.
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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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Andy Meredith · 10 December 2025
Most employees don’t resign when they leave, they resign months earlier in silence. Exit interviews can’t uncover the emotional resignation that’s already taken hold. This blog reveals why traditional retention tactics fail, how managers miss early warning signs, and how emotional insight can help you spot disengagement long before it becomes turnover.
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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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Andy Meredith · 1 December 2025
As 2025 winds down, it’s the ideal moment to appreciate the people who kept things moving. Meaningful recognition isn’t a nicety - it’s a proven driver of engagement, trust and performance. This piece explores why appreciation matters and the simple actions that can turn small gestures into big results for 2026.
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Sophie Hatt · 24 October 2025
Employee engagement is one of the strongest predictors of whether people will stay or go, but does your engagement scores tell you why? By combining engagement data with emotional insight, you can spot early warning signs and reduce attrition
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Sophie Hatt · 19 September 2025
Over the past year, UK businesses have steadily increased the number of in-office days expected from employees. Some are moving from two to three days, others pushing for four or even full-time presence. The shift is often driven by good intentions: rekindling collaboration, boosting innovation, or reviving company culture.
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Inpulse Employee Engagement · 19 June 2023
It is no surprise to hear that in the current economic climate, and in today’s fast paced world, there are many external influences impacting our daily lives. These external influences can impact us all greatly, in many different ways personally, and professionally. These external factors could be the extreme cost of living, high inflation and […]
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