News and Blogs

Introduction: The Great Resignation Wasn’t Just About Money According to Personnel Today, 23% of UK workers are considering leaving their jobs shortly after joining, a 3% increase from 2023. This data suggests a rising attrition rate, with a significant number of employees planning to leave their current roles. The workforce seeks more than just compensation; they crave connection, clear guidance, meaningful development, and recognition that extends beyond financial rewards.

The Hidden Cost of Data Blind Spots Imagine millions invested in learning every year… yet leadership still asks, ‘where’s the value?’. When you can’t see where your training budget is going, you’re flying blind, and that can cost you. Without clear insight into spending, it’s easy to waste resources, miss out on high-impact opportunities, and invest in programmes that don’t deliver real results. Learning & Development (L&D) teams often rely on metrics like course completions

You know the story. Someone hands in their notice, and what is the reason they give? “I’ve had another offer.” Sure, sometimes it’s about the money. But more often, it’s about something deeper. They want to know their work matters. They want to know there’s a future for them. They want to feel seen, supported, and like they’re not just a number. And here’s the kicker: when people don’t see a clear path ahead, they're out. Early exits, mid-career jumps, all that onboarding eff

Imagine starting your day logging into eleven different apps, only to realise you’ve spent half of your morning hopping between dashboards and inboxes—yet you still don’t know how your people are really performing. For many managers, this isn’t fiction but reality: the average desk-based professional juggles 11 applications every day, fragmenting focus and driving costly context-switching. At the same time, paperwork, scheduling and compliance tasks gobble up 54 per cent of a

In a climate of economic uncertainty and rising workforce expectations, businesses can no longer afford to rely on instinct when it comes to workforce planning. The old model—based on historical patterns, spreadsheets, and gut feel isn’t built for today’s speed or complexity. From supply chain shocks to evolving customer needs and technological disruption, agility is no longer optional. And yet, most organisations are still making crucial staffing and development decisions wi

Performance reviews should be a powerful tool for growth, but for many organisations, they have become a source of frustration. Instead of inspiring teams and fuelling development, outdated review processes often feel like a mere formality. Managers scramble to recall events from six months ago, employees dread the awkward conversations, and meaningful progress falls by the wayside. In a working world where skills gaps are widening, hybrid work is the norm, and employee expec

In today’s rapidly evolving economy, talent remains the greatest differentiator for organisations striving to compete, innovate, and grow. Yet, despite operating in a world rich with data, too many businesses still make critical workforce decisions based on gut feel, historical patterns, or partial information. According to the CIPD Resource and Talent Planning Report 2024, only 38% of UK organisations currently use data to identify skills gaps. In a climate marked by persist

Let’s be honest—hiring is hard work. You find the perfect candidate. You interview. You negotiate. You onboard. And six months later? They’re off somewhere else with your training investment in their back pocket. Meanwhile, brilliant people are already in your team, quietly waiting for the chance to shine. So, here’s a thought: what if the answer to your recruitment struggles isn’t out there, but in here? In this blog, we uncover why organisations gravitate towards internal t

In the rapidly evolving landscape of workforce management, staying ahead of emerging trends is crucial for organisations aiming to maintain a competitive edge. As we progress through 2025, several key developments are shaping the future of work. This article delves into these trends, providing data-driven insights and exploring how BroadShield's Myrus platform aligns with them to ensure long-term success. 1. Integration of Artificial Intelligence and Automation Artificial Int

In today's rapidly evolving business landscape, future-proofing your workforce is more critical than ever. Technological advancements, shifting market dynamics, and demographic changes necessitate a proactive approach to workforce development. This article explores the importance of future-proofing, presents data-driven insights, and illustrates how BroadShield's Myrus platform can facilitate this transformation. Understanding Future-Proofing in Workforce Management Future-pr

In the era of digital transformation, automation has evolved from being a competitive advantage to a fundamental necessity in workforce management. Automation saves time, enhances performance, and optimises processes, enabling organisations to allocate resources efficiently and focus on strategic objectives. This comprehensive guide delves deeper into the five key ways automation—particularly through BroadShield’s Myrus platform—can revolutionise your workforce management str

As industries undergo rapid digital transformation, automation has become a cornerstone of modern workforce management. By enhancing operational efficiency, improving employee satisfaction, and streamlining compliance, automation empowers organisations to achieve their goals in increasingly competitive landscapes. This blog explores how automation transforms workforce management, the latest industry trends, and how BroadShield’s Myrus platform leads the way in addressing curr

In today’s rapidly changing work environment, workforce engagement has evolved into a critical factor for organisational success. Engaged employees contribute to a positive culture, perform at their best, and stay with their employers longer, creating stability and growth. A recent Gallup report showed that companies with high employee engagement are 21% more profitable and 17% more productive than their less-engaged counterparts​(AIHR). However, engagement remains a challeng

Introduction In today’s competitive job market, attracting top talent is only half the battle; retaining them is equally, if not more, challenging. Employee turnover can cost companies not only financially but also disrupt productivity, culture, and client relationships. Research has shown that employee engagement—defined as the level of enthusiasm and commitment an employee feels towards their job and organisation—is one of the most powerful factors in retaining talent. This

Introduction In a competitive business landscape, competence management has become a cornerstone for organisations seeking to enhance productivity and stay ahead. By defining, assessing, and developing the right competencies, companies can ensure their workforce remains aligned with their strategic objectives. However, many organisations still struggle with common pitfalls in competence management, leading to wasted resources, inefficiencies, and misaligned workforce skills.

Competence management has become essential to modern organisations, which seek to stay competitive by building and maintaining a skilled workforce aligned with strategic business objectives. By effectively managing competencies, organisations not only enhance productivity but also improve employee satisfaction and retention, setting the foundation for long-term success. This blog explores the critical role of competence management, industry trends, key challenges, and how com

In today’s fast-paced business environment, setting clear goals and tracking performance are crucial to driving success. Organisations rely on structured frameworks to ensure alignment between individual objectives and company-wide priorities. Two of the most commonly used frameworks are OKRs (Objectives and Key Results) and KPIs (Key Performance Indicators). Both methodologies provide valuable insights into performance but serve different purposes and are suited to different

In the modern business landscape, organisations are under constant pressure to enhance efficiency, maintain competitiveness, and ensure employee satisfaction. A key driver for achieving these goals is performance management, a system designed to evaluate, guide, and improve workforce productivity. Traditionally, performance management has been an independent process, often characterised by annual reviews and a reliance on manual methods. However, as digital transformation res

Introduction Annual performance reviews are becoming less and less common in today’s fast-paced, digitally-first workforce; instead, organisations are choosing to conduct reviews on a more frequent basis. Carrying out performance reviews once a year can do more harm than good, as it is not frequent enough to identify and address any weaknesses or skill gaps as they arise, leading to poor performance and missed opportunities. When performance reviews are held more frequently,

In recent years, the global shift towards hybrid and fully remote work has fundamentally changed how businesses operate. This new model has offered employees greater flexibility and work-life balance, while companies have benefited from reduced operational costs and access to a wider talent pool. However, managing and measuring performance in this new landscape presents a unique set of challenges. Hybrid work environments are here to stay—nearly 70% of employees want a combin