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Finding Your Tribe
24 March 2026So today I’ve had the privilege of spending time with two wonderful humans who are part of the Resourceful People Group Ltd team. We have spent time planning working with a great client and also getting ready for a cool event that we will be announcing in more detail very shortly. But one of the things that we loved was a sign in a shared working area called x+why in Birmingham, which basically stated ‘Find your tribe’. Jen and Lucy are definitely my ‘tribe’ and exactly what our clients love about RPG as along with Mike we focus on being “People First, Change Ready”. Here at RPG we love working with clients that want to be change ready. Are you ready? Lucy Quick Jen Brierley-Masheter Mike Hood Chartered FCIPD Steve Botterill
Read the articleMost change programmes are built around what needs to change.
17 March 2026👀 Few are designed around how that change is experienced and how the team can truly leverage the opportunity that is in front of them 👀 . Even the most positive change disrupts something – routines, confidence, identity, control and when that disruption isn’t acknowledged, resistance doesn’t always push back. It often goes quiet. You can start to see compliance vs engagement and commitment fades, energy drops and questions can stop coming.It’s easy to label this as “lack of buy-in”. But more often, it’s something else. It can be either a lack of space to process, or a lack of the tools and skills, for both team members and team leaders to navigate change well. Because people rarely resist change itself, they struggle with what it means for them. Change is far more likely to stick when people are given:🔶 the tools and skills to navigate it🔶 clarity of purpose & hope🔶 and the space (not necessarily the time itself) to make sense of it — emotionally as well as logically The reality is that work doesn’t sit neatly on a project plan, but it’s usually the difference between change that lands…and change that lingers. Are you ‘tooling’ up your […]
Read the articleThe ERA & the Value of a HR Audit
13 March 2026The Employment Rights Act is the most significant enhancement of union organizing rights in a generation with the following changes to the law: ▶️ From April this year, the statutory recognition procedure will be simplified with the removal of the need for a union to show that at least 10% of the workers in the proposed bargaining unit are union members, and only a simple majority of those voting in a ballot required to secure recognition. ▶️ From October this year employers will be legally required to inform employees of their right to join a trade union. ▶️ Also in October, trade unions will gain new rights of physical and digital access to workplaces. ▶️ Dismissal for taking part in official industrial action is now automatically unfair, with the previous 12‑week limit removed. This provides open‑ended protection for lawful strikers. Inevitably, the risk of union organizing increases with this these changes. So how can employers respond? First of all, the smallest businesses are exempt from the statutory recognition procedure. It only applies to businesses with 21 or more employees. But other businesses concerned about union organizing should ensure that they have in place robust practices to engage and connect with […]
Read the articlePanelist at HR & Employment Summit
12 March 2026So here is the announcement I was excited for this month…… I’m looking forward to joining the panel at the Cambridgeshire Chamber of Commerce HR & Employment Summit on Wednesday 25 March to discuss an important topic for many organisations right now – managing absence and building a fit, resilient workforce. Too often sickness absence is viewed purely through a policy or compliance lens. In reality, it’s usually connected to wider issues around leadership, culture, resilience and how organisations support people through pressure and change. We know (according to the HSE) that historically over 50% of long term illness is related to mental health conditions / work place stress and at the summit we’ll be exploring how employers can move beyond reactive absence management and instead create environments where people can perform sustainably – supporting both wellbeing and organisational performance. If you’re an employer thinking about workforce resilience, skills challenges and how the employment landscape is evolving, it should be a really valuable discussion. I’m looking forward to sharing perspectives alongside other employers and partners. 🔗 Book your complimentary place here: https://shorturl.at/qgO1g Resourceful People Group Ltd
Read the articleExciting & Terrifying – they can co-exist.
10 March 2026Some changes feel exciting. Some feel slightly terrifying. The interesting ones are usually both. Over the next few months, there are three exciting moments / events on the horizon for Resourceful People Group Ltd. The first arrives late this month, which I will release more about in the next few days. The other two follow in June — and if I’m honest, they represent something of a bigger step. The first of which is an issue of a familiar event but with a significant increase in scale / complexity, and the second is the kind of step/event that is in a brand new territory for me and is the type of event that has stretched my own comfort zone much … much … (hang on … lets add another ‘much’) more than expected. It is causing me to feel both a little nervous but also very excited. None of these are creating reckless change, but meaningful change for the business and also me personally. These are the sort that asks you to trust the professional journey you’ve been on, while still stepping into something that feels a little unfamiliar. Because growth rarely arrives wrapped in certainty. At RPG, our work has always been about enabling, […]
Read the articleUniversity of Surrey – Business Management & HRM degree
6 March 2026Mike Hood, one of our amazing & incredibly experienced associate directors, was delighted to have had the opportunity to deliver a guest lecture on Employee Relations to final year students on the University of Surrey’s Business Management with HRM degree. Many thanks to Cecile Guillaume for the invitation. It was an opportunity to tell a few old IR/ER war stories about trade union negotiations? Well, yes possibly, but great also to interact with young people about to enter the HR profession and both share experience with them and learn from their insightful questions about what is often seen as HR’s Cinderella discipline. And what a time to do it, with the ER discipline about to become much more important again as organizations respond to the generational changes in the UK employee relations framework triggered by the Employment Relations Act 2025. Great discussion with the class on what this means for both employer and employee choices and tactics in a changing world of work. Thanks to Mike for his time representing Hood People Solutions & Resourceful People Group.
Read the articleSpending Time at Bedford College
6 March 2026Recognition Friday…..today it is The Bedford College Group. Yesterday I had the honour & privilege of returning to Bedford College and delivering another workshop. This time the subject was ‘presentation skills’ to a group of young adults (year 12) at Bedford College, studying a T-Level in Accountancy, who as part of their qualification they must deliver a filmed / assessed presentation. The group was quite diverse in their perspectives of what they wanted from their careers and we managed to find ways to make it relatable & interesting, connecting with subjects / themes that they were inspired with (including accounting !). Why am I posting this? Well a couple of reasons, as a leader of our own businesses and hopefully with some depth of experience I think it is important that we share our experiences (if it is wanted) to others to help encourage / inspire and relate it to the real world of work. I know that at that age I appreciated it so I think it should be all our responsibility (if we can) to pay forward to the next generation and help them, especially as the world of work is changing so fast. Secondly I want to […]
Read the articleIs your business ready for the Employment Rights Act? The clocking is ticking and change is coming.
26 February 2026Significant new employment rights come into effect from 6 April 2026 with more to come later in the year. Here’s a quick summary of what is changing in April: ▶️ Entitlement to Statutory Sick Pay will start from day one of an absence and the Lower Earnings Limit is removed. For many businesses this means an increase in costs and potentially also an increase in short term absence. Now is the time to ensure your absence management procedures are robust enough to deal with this. ▶️ Paternity Leave and Ordinary Parental Leave also become day one rights but note that Statutory Paternity Pay does not, it still requires 26 weeks service. You will need to think about your policy if you currently enhance paternity leave. ▶️ A new right of Bereaved Partner’s Paternity Leave gives bereaved fathers and partners, a day-one right to extended paternity leave in the first year of a child’s life if they are in the tragic circumstance of losing the child’s mother or primary adopter. ▶️ Getting redundancy collective consultation right will become even more important as the maximum protective award for failure to consult is doubled from 90 days’ pay to 180 days’ pay. ▶️ […]
Read the articleThere’s growing pressure on leaders to decide quickly…..
24 February 2026Speed is often mistaken for confidence but in complex environments, fast decisions aren’t always good decisions and slower ones aren’t always wrong. What really matters is judgement. Knowing when you have enough information to act, when to pause and when to challenge your own assumptions. And sometimes, if we’re honest, speed simply means mistakes. I made an administrative error on Monday with a great existing client. Nothing catastrophic but I was disappointed in myself. But I reflected and told myself it was honest and I’m human (now no clever remarks from my friends at that point 😅). The important part wasn’t the mistake, which obviously I instantly regretted, it was what happened next. That fundamentally I needed to own it, I apologised and then corrected it. For me, being in the world of fast complex change, being adaptable doesn’t mean you’ll never get it wrong. It means you need to be honest in the process. You take responsibility. You adjust. And you move forward with trust intact. Here at Resourceful People Group Ltd, we talk about Enable, Support and Protect.🟢 We Enable by building confidence and judgement — not just urgency.🟢 We Support leaders through complexity, including when things don’t go to plan.🟢 We Protect organisations […]
Read the articleBank of Valletta – Malta
13 February 2026Just a very short post for a Friday showing appreciation. Last week I had the absolute pleasure of visiting Resourceful People Group Ltd‘s latest client which is the Bank of Valletta plc, which was founded in 1974 and is now the largest commercial bank in Malta. I had the honour of working with both an exceptional senior EXCO & HR team, working with them on a project. What was great was after the project was completed the feedback from a number of the key stakeholders was “we achieved much more than I could have hoped for” and “you have exceeded my expectations”. As an SME based in the UK it is both lovely & humbling to expanding my international client base and receive such feedback. Just goes to show that HR doesn’t always have to be ‘protection’ driven, it can be about adding true value, enabling and supporting an organisation to greater success. I’m already looking forward to my next chapter with them. Happy Friday everyone.
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