Investors in People

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).

There is a useful way to think about wellbeing at work.You can lead a horse to water, but you can't make it drink. And y...
03/09/2026

There is a useful way to think about wellbeing at work.

You can lead a horse to water, but you can't make it drink. And you can support someone back to good health, but if the conditions that made them unwell in the first place have not changed, you risk the same thing happening again.

EAPs, occupational health support and wellbeing apps all have their place. But if your wellbeing approach is entirely reactive, the cycle is hard to break.

What makes the lasting difference is culture. The structural things: how leaders show up, how workloads are designed, how psychologically safe people feel, how much agency they have over their own development.

We have pulled together seven practical ways to build a culture of wellbeing that actually holds, covering everything from leadership role modelling and psychological safety to involving employees in co-creating your strategy.

Read the full piece at https://eu1.hubs.ly/H0xWcdd0

One week to go.This time next week, 400 HR and People leaders will be at Kings Place for the Make Work Better Conference...
02/09/2026

One week to go.
This time next week, 400 HR and People leaders will be at Kings Place for the Make Work Better Conference 2026.

A full day on the one thing sitting at the heart of almost every organisation right now: trust. How it's built, how it breaks, and what it takes to rebuild it when the pressure is on.

Jake Humphrey. Jason Fox. Veronica Hope Hailey. Charlie Cannon. Petra Velzeboer. Hosted by Anna Richardson.

If you've got your ticket, we can't wait to welcome you.
If you haven't, there's still time, but not much. The final few tickets are going quickly.

8 September 2026 | King's Place, London
https://eu1.hubs.ly/H0xVWtt0

01/09/2026

This is your week.

Entries for the Investors in People Awards 2026 close this Friday, and we want to see as many brilliant organisations and individuals in the running as possible.

If you've been meaning to enter, this is the moment. Friday is the deadline and it's coming fast.

Whether you're celebrating your culture, recognising an outstanding leader, putting forward your people team, or nominating someone who truly deserves the spotlight - there's a category for your story.

Don't let Friday come and go with a "we should have entered."

Start your entry now → https://eu1.hubs.ly/H0xVWVL0

31/08/2026

Returning as host of Make Work Better on 8 September is Anna Richardson.

Anna brings warmth, intelligence and a genuine ability to hold a room together as the day's conversations move between leadership, trust, psychological safety and the future of work. She will guide the discussions and bring together the different perspectives shared by our speakers across the day.

Alongside Anna, you will hear from Jake Humphrey, Jason Fox, Professor Veronica Hope Hailey, Charlie Cannon and Petra Velzeboer.

Over 95% of attendees across 2023, 2024 and 2025 said the conference helped them return to their organisations and implement positive change.

Kings Place, London. 8 September. CPD certified. 6 hours.

Tickets are going. Secure yours at https://hubs.la/Q04r6Yk70

Think about the last time someone in your organisation was offered a management role and turned it down.It probably did ...
26/08/2026

Think about the last time someone in your organisation was offered a management role and turned it down.

It probably did not feel like a crisis in that moment. But multiply it across an organisation, across a sector, across the economy, and the picture becomes harder to ignore.

Fewer than 1 in 5 employees with no management responsibilities currently see manager roles as aspirational.

That gap between who organisations need to step up and who actually wants to is what The Broken Ladder explores. Not just the scale of the reluctant manager problem, but what is driving it and what senior leaders can do to change it.

Download The Broken Ladder free at https://hubs.la/Q04r6srK0

Make Work Better sold out in 2025. 99% of attendees said they intended to return.If you are an HR Director, Chief People...
26/08/2026

Make Work Better sold out in 2025. 99% of attendees said they intended to return.

If you are an HR Director, Chief People Officer, Head of People and Culture or senior HR professional, this is the event designed for you. A curated senior audience. Honest conversation. Practical frameworks you can use immediately.

And because the conference is now CPD certified, you will also earn 6 hours of accredited learning tailored specifically for HR leaders and people professionals. Practical insights and fresh strategies, alongside the professional development hours to show for it.

Kings Place, London. 8 September 2026.

Secure your place at https://hubs.la/Q04r6JxM0

Entries for The Investors in People Awards 2026 close on 4 September.If your organisation has invested in its people thi...
25/08/2026

Entries for The Investors in People Awards 2026 close on 4 September.

If your organisation has invested in its people this year, improved your culture, developed your leaders, supported wellbeing or done something genuinely worth recognising, this is the moment to say so.

The awards are independently judged. The process is accredited as Outstanding by the Independent Awards Standards Council. And the shortlist is announced on 25 September.

You have done the work. Tell the story.

Start your entry at https://hubs.la/Q04rkDnH0 before 4 September.

There are a lot of reasons organisations start their Investors in People journey.Some come because they want to strength...
24/08/2026

There are a lot of reasons organisations start their Investors in People journey.
Some come because they want to strengthen their leadership pipeline. Some because engagement is slipping and they need an honest, independent view of why. Some because they are growing fast and want to make sure their culture scales with them. Some because their board wants evidence, not assertion.

Whatever brings them to the conversation, the organisations we work with share one thing: a belief that investing in their people is not a nice to have. It is a strategic decision with measurable outcomes.

We have put together 12 of the most common reasons organisations choose Investors in People. Whether you are considering accreditation for the first time or wondering what the next level looks like, it is a useful place to start.

Read all 12 at https://hubs.la/Q04tcgvy0

Work should be good.Good for the people doing it. Good for the organisations that depend on them. And those two things s...
21/08/2026

Work should be good.

Good for the people doing it. Good for the organisations that depend on them. And those two things should be the same thing, not in tension.

That is the belief Investors in People was built on in 1991. It is the belief we carry into every assessment, every practitioner conversation, every framework we develop.

It sounds simple. Living it is the work.

We are grateful to be doing it alongside 1.1 million people who feel the same way.

Read about Our Community: https://bit.ly/4fNUvjN

Resilience has been the dominant language of change for a decade.But resilience is retrospective. It describes what we d...
21/08/2026

Resilience has been the dominant language of change for a decade.

But resilience is retrospective. It describes what we do after disruption. What the most effective organisations are building now is something different: readiness. The ability to anticipate, interpret and respond to change before it arrives, as a normal and expected part of work.

Our research found that half of employees and 80% of HR leaders reported more change in 2025 than in previous years. Yet employees are not inherently resistant to change. They are resistant to change that is poorly conceived, poorly communicated and that leaves them out of the loop.

The shift from resilience to readiness is a cultural one. It means building involvement, transparency and trust into how change is managed, not adding them as an afterthought. And it means treating adaptability as a system, not a character trait.

Read the full piece at https://hubs.la/Q04r6Rpp0

And download Finding the Frequency free at https://hubs.la/Q04r6R6v0

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