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I often wonder why we make the topic of the employee value proposition so complex, especially now during a period being called ‘The Great Resignation’. Organisations are fighting to keep their top talent, recruit new employees in a very competitive talent landscape, and work on their employer brand, all the while without speaking to their people. Employee expectations, both current and future, shouldn’t be a mystery – we must simply ask people what they need and want.

With restrictions lifting and things returning to, dare I say, ‘normality’, it’s inevitable that a return to the office will be on the horizon for most of us, if it hasn’t happened already. With this return to the office comes tremendous change and uncertainty.

Grant Thornton were involved in a significant workforce survey taken in the greater Dublin area, across five counties during the month of January 2022. The results provide a good overview of workforce challenges and sentiment at the moment amongst employers, and could be equally applicable to the greater Belfast area and Northern Ireland.

Climate scientists are unambiguous about the need for rapid reductions in carbon emissions to meet the aim of limiting average levels of global warming to 1.5 degrees Celsius.

Whilst government imposed restrictions have been lifted and there is some indication that life is beginning to resemble pre-COVID times, it does not mean that the associated COVID fraud risk has gone away.

The Go For It programme, the free scheme that provides advice to would be entrepreneurs was recently celebrating having supported almost 9,000 entrepreneurs over the past four years.

The human suffering wrought by COVID-19 will rightly be its overarching legacy.

As we move towards phased returns to the office and other flexible working arrangements, many of us will face some challenges and concerns when adapting to the change this brings.

Now is the time for leaders to consider the trends that are impacting people and performance, and make a plan that works for their organisation.

The latest Northern Ireland economic statistics show that the local economy had probably regained pre-pandemic levels by summer last year, a remarkable turnaround given the relative gloomy outlook many economists had foreseen for the year at the beginning of 2021. Looking ahead into 2022, the prospects remain upbeat continuing on the trend set in the second half of 2021, yet a number of headwinds could hamper progress.

The New Year brings a chance to reflect, review and renew old habits formed, putting New Year’s resolutions into action. These resolutions, however, need not be confined to healthy eating and exercise, but should also extend to the way we run our businesses. Learning and development (L&D), for example, is a fundamental aspect of attracting and retaining talent, and could be a focus area for you in 2022.

The Irish government’s recent introduction of minimum unit pricing on alcohol caused a media stir and divided opinion.

I was catching up on some holiday reading over Christmas and reflecting on the various board and C-Suite appointments over the last few months of 2021 in the local business press

As 2021 drew to a close and we looked back at the headlines over the previous 12 months, ‘Covid-19,’ and ‘Brexit’ continued to dominate – two words that I had hoped we could have left behind in the history books.

Mergers and acquisitions are an exciting time for companies. Expansion and growth are great news for business, but very often the people who helped to make these companies profitable and attractive for sale, can be an afterthought when it comes to selling the business

With significantly more focus on remote working, fewer in-person meetings, and increased reliance on virtual ways of communicating, many businesses and individuals, both North and South of the border in Ireland have been the victims of Cyber-attack during the pandemic.