HR Hacks & Halos

Jivan Dempsey
  • 0,0 (0)
  • ADMINISTRATION
  • UGENTLIGT

"We're changing company culture - one episode at a time!" With an alarming £23.6 billion lost each year in productivity through high absenteeism, low morale, stress and mental health issues, a revolving door of high turnover and potential brand damage, its time to change workplace toxicity, call out bad behaviours and let's make our workplaces happier and more productive places to be!  Featuring a mix of solo content and guest interviews with workplace experts why not grab a coffee and join me, Jivan Dempsey, and prepare for thought-provoking conversations and revealing stories from the Boardroom to the Shopfloor. There are some practical HR hacks to address workplace toxicity, elevate morale, improve mental health and productivity, and we'll polish a few HR halos as we empower and celebrate you driving positive change.  This podcast is an essential resource for anyone interested in workplace culture and wellness.  So put your headphones on and help us change company culture—one episode at a time!

  1. "Hypnotherapy" for Leadership Growth

    3 DAGE SIDEN

    "Hypnotherapy" for Leadership Growth

    In today's episode, Jivan engages in a thought-provoking conversation with high-performance coach and hypnotherapist Stuart Wade. They explore the critical concept of a Leadership Mindset, delving into the nuances of what it means to lead effectively in today's complex workplace. Stuart shares insights from his extensive experience, highlighting the importance of aligning one's subconscious and conscious mind to foster positive leadership behaviours. KEY TAKEAWAYS A leadership mindset is crucial for effective leadership, as it influences how leaders communicate their vision and interact with their teams. It involves aligning both the subconscious and conscious mind to be the best version of oneself. Hypnotherapy can be a powerful tool for leaders to address limiting beliefs and negative behaviours that may stem from past traumas. By tapping into the subconscious, leaders can rewire their thought patterns and improve their overall effectiveness. Leaders should conduct a self-inventory to identify their strengths and weaknesses. Seeking honest feedback from trusted colleagues can provide valuable insights into their leadership style and areas for improvement. Understanding cultural differences is essential for leaders, especially in global teams. Effective communication and leadership strategies must be tailored to respect and accommodate diverse cultural backgrounds. Leaders should clarify their vision in detail, utilising all senses to visualise it. This clarity not only strengthens their own understanding but also enhances their ability to communicate the vision effectively to their teams, fostering alignment and motivation. BEST MOMENTS "If we are able to get our subconscious mind and conscious mind in alignment, we can be the best possible version of ourselves." "The best leaders are able to balance doing things right with making sure that we're doing the right things." "Our brains don't fully know the difference between what's going on in here and what's going on outside in the real world." "If there's something that's misaligned or some negative thoughts. It's going to creep out into other aspects." GUEST BIO Stuart Wade is a high performance mindset coach, clinical hypnotherapist, and martial artist. He works with business leaders, entrepreneurs, C-suite executives and world-class athletes - high achieving men who, despite their external success, often battle self-doubt, inner pressure, and a persistent sense that something is still missing. stuart@themindcoach.co.uk www.themindcoach.co.uk HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers HR services and bespoke consultancy to help growing businesses navigate change, deliver a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

    50 min.
  2. How Othering Shapes Our Society and Work Culture

    1. SEP.

    How Othering Shapes Our Society and Work Culture

    In this episode, Jivan delves into the concept of 'othering', exploring why individuals and groups are often treated as fundamentally different from the norm. Drawing on insights from a previous discussion with Michelle Hartley, Jivan examines the psychological underpinnings of othering, its implications in society, and its pervasive impact within workplace culture. KEY TAKEAWAYS Othering is the act of treating individuals or groups as fundamentally different from oneself, often leading to division and exclusion based on various characteristics such as race, gender, or socioeconomic status. The tendency to other is hardwired into humans as a survival mechanism from our evolutionary past, where distinguishing between "us" and "them" helped assess threats. However, in modern society, this instinct can lead to division and violence. Othering is often exploited by those in power to distract from systemic issues, such as inequality and corporate exploitation, by redirecting public anger towards marginalised groups instead of addressing the root causes of societal problems. Othering manifests subtly in workplaces, leading to biases in hiring, team dynamics, and promotion decisions. This can result in lower employee engagement, higher turnover, and a loss of innovation and productivity. To combat othering, HR professionals should implement interventions beyond awareness training, such as promoting diverse contributions, creating safe spaces for dialogue, and tying inclusion metrics to performance reviews to foster a more inclusive workplace culture. BEST MOMENTS "Othering is when we treat other people or groups as fundamentally different. They're either alien or they're outside the norm or basically they're just not one of us." "Othering reflects power. It's the dominant group who gets to define who's in and effectively who's out." "Every time we make someone the other, we're shrinking the size and the richness of our own experience and of our own community." "It's easier to exclude than to empathise." "When we stop othering, we start building and including." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

    16 min.
  3. The Impact of the UK Supreme Court's Ruling on Trans Rights with Michelle Hartley

    25. AUG.

    The Impact of the UK Supreme Court's Ruling on Trans Rights with Michelle Hartley

    Jivan holds a thought-provoking conversation with Michelle Hartley, founder of People Sorted, about the UK Supreme Court's ruling on the legal definition of female and its implications for trans rights in society and the workplace. Together they look into the emotional responses elicited by the ruling, the divisive reactions within the community, and the urgent need for HR professionals to respond with empathy and action KEY TAKEAWAYS The UK Supreme Court's decision to define "woman" in strictly biological terms has significant implications for trans rights, particularly affecting transgender women and their access to services and safe spaces. The ruling has sparked polarised reactions within society, with some celebrating it while others express horror and concern over the exclusionary nature of the decision. This division highlights the ongoing tensions surrounding gender identity and rights. Allies play a crucial role in supporting marginalised communities. It is essential for HR professionals and others to advocate for trans rights, create safe spaces, and ensure that trans voices are included in conversations about policies and practices. Small actions, such as using inclusive language, displaying supportive symbols (like rainbow lanyards), and fostering open dialogue, can significantly enhance workplace culture and make individuals feel safe and accepted. BEST MOMENTS "Nobody chooses to wake up in the wrong body. Trans people just want to be happy." "I think we may see that with more of these kind of right-wing behaviours coming in." "When the law starts to decide who really counts as a woman, we need to talk about what that really means for identity." "For me, it's about creating the safe space, but then also holding it and maintaining it." GUEST BIO Michelle brings with her a 20+ year career in HR spanning a wide range of industries from private medical, financial, engineering, hospitality and manufacturing! She has a unique and authentic style often called a breath of fresh air in the HR world! michelle@peoplesorted.co.uk A module on EDIB: https://peoplesorted.co.uk/hr-for-hr/find-your-awesome-hr-business-partner/ HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which cost her a job she'd loved.  Listeners are drawn to her insightful reflections on change and resilience.  Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger.  As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all.  Please connect with Jivan on Linked In: here Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

    49 min.
  4. Age Discrimination: Why Older Workers Are Essential for Business Success

    17. AUG.

    Age Discrimination: Why Older Workers Are Essential for Business Success

    In this episode, Jivan delves into the pressing issue of age discrimination in the workplace. Drawing on over 20 years of HR consulting experience, Jivan highlights the pervasive stereotypes that affect both older and younger workers alike, emphasising the moral and economic implications of ageism. The discussion covers the alarming decline of older workers in the tech industry, the mental health impacts of age discrimination, and the significant costs to businesses and economies. KEY TAKEAWAYS Age discrimination, or ageism, involves negative attitudes towards older individuals, discriminatory practices against them, and institutional policies that perpetuate stereotypes. It affects both younger and older workers, with harmful stereotypes impacting hiring and workplace dynamics. The tech industry has seen a significant decline in workers over 40, dropping from 60% in 2014 to just over 52% in 2022. This age imbalance not only sidelines experienced talent but also reinforces ageist stereotypes, ultimately affecting product development and workplace diversity. Age discrimination can lead to self-stereotyping among older workers, resulting in lower self-esteem, increased stress, and a cycle of harm that can contribute to depression and burnout. This has broader economic implications, costing billions in lost productivity and tax revenue. Various government reforms, such as the "Get Britain Working Again" white paper and the Age-Friendly Employer Pledge, aim to support older workers through structured re-entry programs and inclusive hiring practices. These initiatives are crucial for addressing the challenges posed by an aging workforce. BEST MOMENTS "Age discrimination is wrong morally, socially, ethically. It's illegal, it's costly for workers, for businesses and for economies." "One in four people think that it doesn't make any business sense to employ someone over the age of 50." "Older adults tend to internalise ageist stereotypes. It creates a cycle of harm where repeated rejections can erode confidence." "IT can either create invisible barriers or it can be a powerful tool for inclusion, depending on how we build and deploy it." "Let's shift corporate culture to really value empathy, cultural insights, and human understanding." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

    20 min.
  5. Embracing HR Technology: Myths & Realities

    10. AUG.

    Embracing HR Technology: Myths & Realities

    Today, Jivan is joined by HR transformation experts Morgan Duffy and Yaa Kufuor, to discuss the critical topic of HR technology implementation. With a combined experience of over 30 years in the field, they consider the common misconceptions surrounding HR tech, emphasising that it is not merely about automation but also about strategic alignment and user experience. KEY TAKEAWAYS Implementing new HR technology is not just about automation; it serves as an enabler for HR functions to become strategic partners within organisations, adapting to the rapidly changing workforce and business needs. Successful implementation of HR technology requires effective change management. Organisations must recognise that technology alone cannot solve problems; they need to align their processes and workforce to fully leverage the benefits of new systems. Employees now expect a consumer-grade experience from HR technology. This means that systems should be intuitive, easy to use, and efficient, similar to the seamless experiences they encounter in their personal lives. The introduction of AI and advanced HR technology allows organisations to gain quick data insights, which can significantly enhance decision-making and improve overall efficiency in HR processes. There is no one-size-fits-all solution in HR technology. Organisations must conduct thorough assessments of their workflows and pain points to identify the right technology that aligns with their specific needs and future goals. BEST MOMENTS "Tech fixes everything. I think that is something, it's an enabler. It's always an enabler and it's not the solution. You also need to organise your function." "Organisations think, 'Oh, we've got an implementation partner. So we just throw it over the wall, and they'll take care of it.' The reality is, it's a much more two-way street." "The key thing is that whilst you've got the technical implementation happening, you also need the people and the process implementation also happening alongside it." "You can take your time, you can make more value judgments. That's exactly what Oracle have done. They started with a clean sheet of paper." GUEST BIO Morgan Duffy is a Business Development Director bringing extensive experience of delivering modern cloud solutions to address the demands of HR helping deliver tangible business benefits. morgan.duffy@ekalsolutions.com Yaa Kufuor is a Transformation Change Architect specialising in AI and ERP Cloud implementations. Recently featured as one of the "Most Impactful Women Pioneers in Business Transformation and Growth" she’s spent her career bridging the gap between technical teams and business leaders delivering measurable impact. yaakufuor@gmail.com HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Jivan Dempsey FCIPD GMBPsS | LinkedIn jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

    1 t.
  6. Navigating the Return to Office Debate in a Post-Pandemic World

    3. AUG.

    Navigating the Return to Office Debate in a Post-Pandemic World

    In this episode, Jivan delves into the contentious return-to-office debate, exploring the underlying power dynamics and trust issues that shape modern workplace culture. Reflecting on the transformative impact of the COVID-19 pandemic, Jivan highlights how remote work became a viable option for many, leading to increased productivity and employee satisfaction. KEY TAKEAWAYS The pandemic forced a rapid transition to remote work, challenging the traditional belief that productivity is tied to physical presence in the office. Many organisations that previously resisted remote work had to adapt quickly, leading to increased productivity and employee satisfaction. A significant gap exists between employee perceptions of productivity while working remotely and managerial beliefs. While 87% of employees felt more productive at home, only 12% of managers agreed, highlighting a lack of trust and inadequate training for leaders in managing hybrid teams. The push for a return to the office can disproportionately affect marginalised groups, including caregivers, disabled workers, and women. Data shows that rigid work patterns can lead to decreased engagement and higher turnover rates among these employees. Effective return-to-office strategies should be based on data and employee feedback rather than mandates. BEST MOMENTS "This isn't just a return to office and productivity debate. This is a podcast about power and privilege and who gets to control the modern workplace." "Many leaders come from a generation where being seen is equal to being trusted." "If remote working worked so well, then why are we even bothering talking about this in 2025?" "Employees, when they're forced back into rigid patterns of work, are 22% less engaged and 15% more likely to be looking elsewhere for opportunities." "The best organisations treat flexible working as a competitive advantage, not just a compliance problem." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

    27 min.
  7. From the Athletics Track to the Boardroom: How to Navigate a Successful Career Change

    27. JUL.

    From the Athletics Track to the Boardroom: How to Navigate a Successful Career Change

    In this inspiring episode, Jivan speaks with Melissa Owusu-Ansah, a former professional athlete who successfully transitioned into the corporate world. Melissa shares her journey from the athletics track to the boardroom, discussing the challenges of shifting identity and the mental resilience required for such a transformation. She reflects on how her experiences in sports shaped her mindset and prepared her for a career in tech sales, emphasising the importance of transferable skills. KEY TAKEAWAYS Understanding the motivation behind a career change is crucial. Reflecting on your "why" can guide your decisions and help you navigate the transition effectively. Skills developed in one area, such as athletics, can be applied to new environments like the corporate world. Recognising and leveraging these transferable skills can enhance your career prospects. A supportive coach or mentor can significantly impact your growth and confidence. They can help you identify your strengths, advocate for you, and guide you through challenges. Women often feel the need to meet a higher percentage of job criteria before applying compared to their male counterparts. Addressing this mindset can empower women to pursue opportunities more confidently. Staying open to new experiences and actively seeking knowledge through conversations, reading, and listening to resources can help you adapt and thrive in a new career path. BEST MOMENTS "I always knew within myself that there was more to me than athletics. I’m sure there’s a lot of things I can do." "Success for me ended up being trying to ensure that I could be at least that 1% or 2% better than the day before." "If you can really sense someone is just buzzing, you kind of feel, I'm going to take a chance on you and you become their champion." "A lot of the C-suite women had actually played sport up until university level, which showed the resilience and determination they developed." "When you know that things aren't working, that's the moment to be honest with yourself and start looking elsewhere." GUEST BIO Melissa, former professional athlete and TEDx speaker, strives to shift perceptions around the benefits of sport principles in the workplace and transferable skills from sports to the corporate world. She's learned the importance of resilience, teamwork, and performance under pressure shaping her mantra: Physically Strong, Mentally Stronger. Email: melissa.owusu-ansah@docebo.com LinkedIn: https://www.linkedin.com/in/melissa-owusu-ansah-7b8a5214a/ HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Email: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR

    47 min.
  8. Essential Change Management Strategies for Business and Politics

    20. JUL.

    Essential Change Management Strategies for Business and Politics

    In this episode, Jivan presents a compelling open letter to UK Prime Minister Keir Starmer, critiquing the government's approach to change management and stakeholder engagement. Drawing on over 20 years of experience in HR transformation, Jivan highlights the pitfalls of recent policy decisions, such as the controversial winter fuel payment changes and welfare reforms, which lacked public consultation and transparency. He emphasises the importance of effective communication, empathy, and involving stakeholders in the change process to build trust and avoid backlash. KEY TAKEAWAYS Change management is not just a corporate buzzword; it is a critical discipline that requires a mindset focused on leading people through complex changes effectively. Successful change initiatives depend on engaging stakeholders early and often. Understanding their interests, fears, and motivations is essential to mitigate resistance and build support. Clear, empathetic communication is vital. It’s important to explain the reasons behind changes and to provide information in accessible formats to ensure all affected parties can understand and engage with the process. The need for transparency and consultation is crucial. Rushed decisions without stakeholder input can lead to backlash and loss of trust, highlighting the importance of involving diverse voices in policy-making. Change should be viewed as an ongoing process rather than a one-time event. Regular feedback loops and adjustments based on stakeholder input can help ensure that initiatives remain relevant and effective. BEST MOMENTS "If I were giving the UK government an end-of-year assessment for 2025, it certainly would not be a glowing report card." "You didn't bring your stakeholders on the journey with you." "You can't bulldoze through change. The country wanted change, agreed, and still wants it." "Poor communication, lack of stakeholder engagement. Now, the source has always been attributed to people like McKinsey and the Harvard Business Review." "Good intentions don't change bad outcomes. How you lead change matters just as much as what you are changing." HOST BIO Jivan Dempsey has first hand experience of workplace toxicity and bad boss behaviour. Triggered by the #MeToo movement she was compelled to talk about her experiences in her early career, groomed and assaulted by a boss at work, his subsequent aggression and bullying behaviour which impacted her work performance, mental health and eventually cost her a job she'd loved. Listeners are drawn to her raw honesty and insightful reflections on change and resilience. Her book, "The HR Change Manager's Handbook" and collaboration on "Can't Break Me," attest to her change and transformation expertise and dedication to empowering others - from someone who's been in the trenches and emerged stronger. As a seasoned HR professional, consultant, psychologist and speaker, she offers bespoke consultancy and programmes to help companies navigate HR transformation that delivers a better employee experience and cultural shifts to create healthier, happier, and more inclusive workplaces for all. Please connect with her on Linked In: Jivan Dempsey FCIPD GMBPsS | LinkedIn Or send her an email at: jivan@fiverivers-consulting.com www.fiverivers-consulting.com HR Change Manager’s Handbook: The 3 Step Guide To Managing HR Transformation: https://amzn.eu/d/drvToPv Are you working in a toxic environment? Take our free quiz to find out https://bit.ly/3BPZXSR This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

    18 min.
Se alle (44)

Om

"We're changing company culture - one episode at a time!" With an alarming £23.6 billion lost each year in productivity through high absenteeism, low morale, stress and mental health issues, a revolving door of high turnover and potential brand damage, its time to change workplace toxicity, call out bad behaviours and let's make our workplaces happier and more productive places to be!  Featuring a mix of solo content and guest interviews with workplace experts why not grab a coffee and join me, Jivan Dempsey, and prepare for thought-provoking conversations and revealing stories from the Boardroom to the Shopfloor. There are some practical HR hacks to address workplace toxicity, elevate morale, improve mental health and productivity, and we'll polish a few HR halos as we empower and celebrate you driving positive change.  This podcast is an essential resource for anyone interested in workplace culture and wellness.  So put your headphones on and help us change company culture—one episode at a time!

Oplysninger

  • Skaber
    Jivan Dempsey
  • Aktive år
    2024 - 2025
  • Episoder
    44
  • Vurdering
    Ikke anstødeligt
  • Copyright
    © 2025 Jivan Dempsey
  • Websted for serie
    HR Hacks & Halos

Måske vil du også synes om