The HR Director

1. Tech firms must help women stay and thrive

   In the tech industry, we rightly spend a lot of time thinking about how to attract more women into the sector. Women still comprise only 21% of tech teams in the UK, according to government data, but recruitment is only part of the challenge. We also need to think seriously about what helps women stay, progress and lead. That means recognising the realities people can face at different stages of their working lives.

2. The leadership relationship HR can’t afford to ignore

   Boards often talk about ‘chemistry’ when assessing the relationship. It’s useful description, provided it means more than simply enjoying someone’s company.

3. Your operating system is part of your culture

   Based on Nick’s final draft, I’d use: Post Excerpt: When performance slips, leaders often look first at the people involved. But what if unclear roles, competing priorities, approval structures, or incentives are reinforcing the very behaviors they’re trying to change? Nick Reich explores why leaders need to examine the systems surrounding performance before assuming they have a people problem.

4. Managing the grief from layoffs

   Layoffs affect more than those who lose their jobs. Employees who remain can experience grief, uncertainty, increased workloads and a loss of trust. Managers have a vital role in helping teams adjust. From honest communication and clearer responsibilities to rebuilding relationships and making better use of resources, there are practical steps leaders can take to support employees and restore confidence after restructuring.

5. Retirement is becoming a transition rather than a clean break

   The reality is that work provides an important sense of purpose and structure for many people, and stepping away from it can feel like losing a core part of their identity. Employees who have spent decades defining themselves by their careers may struggle to grapple with who they are without their job, and what value they will bring to society.