Investors in People

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Investors in People Our work is work, which means we’re focused on the three billion people who are employed globally (not much to keep us busy then).

Next week we'll be exhibiting at the Brighton Business Expo.If people strategy, leadership development or retention is o...
16/10/2026

Next week we'll be exhibiting at the Brighton Business Expo.

If people strategy, leadership development or retention is on your agenda, our team would be glad to talk it through. Come and ask us how accreditation works, how our frameworks are structured, and what to expect from a practitioner-led assessment.

We look forward to seeing you there.

Brighton Racecourse
22 October 2026 | 10.00am to 2.00pm

84% of companies feel unprepared to navigate emerging uncertainties.(Source: World Economic Forum Resilience Pulse Check...
16/10/2026

84% of companies feel unprepared to navigate emerging uncertainties.
(Source: World Economic Forum Resilience Pulse Check, cited in Finding the Frequency)

In 2026 the defining leadership challenge is not managing change. It is sustaining it.

The organisations that last will not be those that handle each disruption better than the last. They will be those that have embedded adaptability into how they work, treating change not as a crisis to manage but as a capability to build.

Our research shows the gap clearly. While 80% of HR leaders report the pace of change accelerating, many feel unequipped to keep up. Change is stacking. Programmes overlap. People have less space to absorb what is happening before the next thing arrives.

The organisations that navigate this well are building what we call change maturity: shared responsibility for adaptation, honest communication about the why, and leadership that involves people early rather than after decisions are final.

We have written about what it takes for organisations to last in an environment where stability is the exception.

Read the full piece at https://eu1.hubs.ly/H0yFRY_0

Engagement, retention and attracting the right people are the things that keep most Wholesale & Retail HR Directors busy...
15/10/2026

Engagement, retention and attracting the right people are the things that keep most Wholesale & Retail HR Directors busy. They're also exactly what our framework is built to help with.

Accreditation is awarded at four levels: Standard, Silver, Gold and Platinum. The level comes out of the assessment itself, so you get an honest picture of where your organisation actually is, at a pace that works for a multi-site operation and its margins.

85% of accredited organisations report improved employee engagement, and 85% report improved leadership quality (Investors in People Community Impact Survey, 2024).

If frontline retention or manager capability is on your mind this year, we'd love to help you find the right starting point.

Explore We Invest in People: https://eu1.hubs.ly/H0yFRPC0

"It feels like a true partnership rather than just an accreditation, because we get that objective review and discussion...
15/10/2026

"It feels like a true partnership rather than just an accreditation, because we get that objective review and discussion around what we're doing and how we can improve things."

Roger Bull, Managing Partner at Burges Salmon, on 29 years of working with Investors in People.

That's what our community looks like from the inside: https://eu1.hubs.ly/H0yVKWY0

Worried accreditation will add to your workload?Understandable, given how many initiatives ask for more than they give b...
14/10/2026

Worried accreditation will add to your workload?

Understandable, given how many initiatives ask for more than they give back.

Practitioners shape the process around your organisation’s context, keeping the workload light and the experience guided. Most organisations find it much easier than expected, and the practitioner relationship is consistently one of the highlights.

See what the practitioner actually takes off your plate: https://eu1.hubs.ly/H0z1XGw0

Make Work Better Conference delegates couldn't praise Jason Fox highly enough for his session on The Foundations of Trus...
13/10/2026

Make Work Better Conference delegates couldn't praise Jason Fox highly enough for his session on The Foundations of Trust.

So, it goes without saying that we just had to bring him back for more!

Jason will be joining us exclusively in Liverpool at Trust: Beyond the Paradox, for a new and undoubtedly exciting session: Trust Under Pressure.

Will you be joining us?

Tickets are on sale now. See you at Anfield!

🎟️ https://eu1.hubs.ly/H0z1-bQ0

We started spreading the news, and look what's happened...THE INVESTORS IN PEOPLE AWARDS 2026 HAS OFFICIALLY SOLD OUT! 😱...
13/10/2026

We started spreading the news, and look what's happened...

THE INVESTORS IN PEOPLE AWARDS 2026 HAS OFFICIALLY SOLD OUT! 😱

We can't wait to welcome all 800 of you to Old Billingsgate on the 18th November! 🙌

There is a moment most firms eventually meet: a tender, an interview, a board meeting, where someone asks what the cultu...
13/10/2026

There is a moment most firms eventually meet: a tender, an interview, a board meeting, where someone asks what the culture actually looks like in practice.

The firms that answer it well tend to have done the work early. An independent, practitioner-led assessment against the We Invest in People framework gives them an honest view of where their people are, long before anyone asks.

Learn more about We invest in people: https://eu1.hubs.ly/H0yFRdN0

Visit our professional services hub: https://eu1.hubs.ly/H0yFRlR0

Two-thirds of employees have avoided speaking openly about something at work in the last six months.Workload. Manager be...
12/10/2026

Two-thirds of employees have avoided speaking openly about something at work in the last six months.

Workload. Manager behaviour. Disagreement with a decision. An idea that challenges how things are done.

Silence isn't neutral. It's someone deciding the risk of speaking outweighs the benefit, and when that happens, leaders lose the early warnings they need most.

The latest in our Trust series, drawn from The Trust Paradox research and explored by Katherine Chapman at the Make Work Better Conference.

Read it here: https://eu1.hubs.ly/H0yVKDQ0

In 2016, 74% of employees said they were willing to support organisational change. By 2022, that had fallen to 38%.The a...
09/10/2026

In 2016, 74% of employees said they were willing to support organisational change. By 2022, that had fallen to 38%.

The average employee now goes through 10 planned changes a year. And of those experiencing high change fatigue, only 43% intend to stay with their organisation, against 74% of those with low fatigue.

The interesting part is what actually helps. Not more communication from the top, but managers acting as resilience builders: involving people in decisions, handing implementation planning to teams, and building in proper rest.

Organisations that take that collaborative approach are 14 times more likely to achieve change success.

https://eu1.hubs.ly/H0yY_BM0

Address

167-169 Great Portland Street, 5th Floor
London
W1W5PF

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

0300 303 3033

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