Michelle Page, Head of People Insights and Consulting · 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 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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Michelle Page, Head of People Insights and Consulting · 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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Emma Townsley · 29 November 2025
The 2025 Budget will force organisations to adapt, but the real impact won’t come from policy changes - it will come from how people feel about them. In times of uncertainty, culture, trust, and manager behaviour will determine whether employees stay engaged or disconnect.
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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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