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The merits of Influencer Marketing have been much vaunted. So excessively that many in digital circles see it as the primary form of marketing. The most effective influencers may already be right on your doorstep. Your employees. An obvious question here is whether employees should be financially incentivised to become influencers in the same way that external influencers are rewarded. The answer to this...

Ten months after the WHO declared the COVID pandemic over, we’re all living with the digital transformation it stimulated. There have been some changes in working behaviours but I’m not convinced that a positive ‘new normal’ has yet been defined. I’m sure you’ve been in online meetings where one or two individuals seem to dominate the conversation... ‘empty vessels make the most noise’ seems to ring true.

It’s always fascinating to see what predictions the pundits have identified for the year ahead. In Marketing circles here are three particular predictions made for 2024. The data and numbers behind them are impressive. But across every prediction, people must still count – in this case employees – to bring them about successfully. The first prediction is increasing personalisation - using data to target.

In life and work, people are often admired for their decision-making ability. Most of us would agree with the axiom ‘any decision is better than no decision.’ But are we right? Many people develop a preference for a certain way of decision-making that comes to define them. Psychologists identify at least five common ways that humans make decisions. Most of them reveal more about us than we might like.

Once upon a time, most people began successful careers by developing expertise in a technical, functional or professional domain. Doing your job well meant having the right answers. If you could prove yourself, you’d climb the ladder and eventually move into managing other people. As a manager, you knew what needed to be done, so now you taught others how to do it and evaluated their performance.

People in charge of the UK’s public sector budgets have recently been spending money to identify the impact of microaggression in the workplace and mitigate its impact. These days one might be tempted to question whether any UK civil service department represents a workplace in the literal meaning of the word. Since the pandemic, UK civil servants have been at the forefront of defining the new normal