by Claire Ward | Jun 26, 2025 | Internal Communications, Reward, Vision, Values & Culture
“We’re like a family!”
“You’ve just got to feel the energy here!”
“I only hire people I’d want to go for a drink with.”
Lovely sentiments of course. But none of them will stop your best people from quietly updating their CVs when the business starts to outgrow its structure and no one knows what’s expected anymore.
In fact, as one of my current podcast idols Codie Sanchez says, if a company starts saying that they are ‘like a family’, that should be your cue to run a mile! Why? Because families don’t set expectations over performance. And families don’t give challenging feedback (and no, I don’t count the passive aggressive comments at the end of a long Christmas lunch…) . Heck, most families don’t even like each other much!
So as your team expands, you’ll need more than straplines, birthday Prosecco and a buzzy Slack channel to hold things together. Because while perks are nice, they’re not culture. And when you’re scaling fast, relying on ‘good vibes’ alone is a fast track to confusion, inconsistency, and underperformance.
The culture you actually need is the one that helps people stay focused, feel included, and perform well without burning out or bailing.
So let’s bust the myth: good vibes alone don’t build strong teams.
What is culture then, really?
In its most simple form, a company’s culture can best be described as the way you do things as a team and how you behave towards each other. There is no point having ‘be bold’ emblazoned across the wall in flashing lights if every time someone takes a risk at work they are chastised by senior management for not seeking several layers of approval first.
Culture is how it feels to work at your company (when no one’s watching).
It’s how people behave when the pressure’s on.
It’s how feedback is given (or avoided).
It’s how decisions get made.
It’s whether people feel seen, safe, and like they matter.
And for businesses of 10, 20, 50+ people, culture either becomes your rocket fuel or your risk factor.
When you’re small, culture tends to reflect the founder’s personality. You’re hands-on. You know everyone. It’s easy to keep things aligned because you’re in the room – literally and figuratively.
But as you grow? That vibe starts to slip. Suddenly, new managers are doing things their own way. Confusion creeps in. People start asking questions like:
“Who decides that?”
“What’s going on over there?”
“Why did they get promoted and I didn’t?”
And if you haven’t defined the culture you want – you end up with a patchwork of practices, politics and (quite possibly) the odd bit of passive-aggression.
Culture needs systems – not slogans
This is the bit no one puts on the murals.
Culture gets embedded through clarity, not charisma. And it shows up in:
- What you reward – and what you don’t.
- Who gets hired, fired, and promoted.
- The behaviours you tolerate – even from high performers.
- The conversations you have (and don’t have) when things go wrong.
A couple of years ago, we worked with a client whose team looked super engaged on the surface. They had socials, shoutouts, and even a ‘Culture Committee’.
But under the hood? People weren’t clear on expectations. Managers were inconsistent. And the “values” on the wall? More aspirational than actual. People spent more time bitching and moaning that actually contributing and it was recognised that results were suffering.
It wasn’t what modern parlance would term ‘toxic’ by any stretch. But it wasn’t high-performing either.
We helped them do a reset: clearer roles, proper feedback training, and actual accountability frameworks that increased trust and delivery.
Six months later? Higher performance, faster onboarding, and a whole lot less drama.
So where would I start to boost my culture?
We use our MAGIC framework to help clients figure this out. It’s not fluffy – it’s practical.
We see the best cultures show up in five areas:
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Meaning – People know why their work matters (not just to you, but to them).
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Accountability – Expectations are clear, consistent, and fairly applied.
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Growth – Everyone can learn, develop and progress.
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Inclusion – People feel like they belong, not just fit in.
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Care – Wellbeing is supported in ways that are real, not tokenistic.
When these elements are baked into how your team operates – in how you hire, manage, communicate and lead – that’s when culture becomes your secret weapon.
TL;DR:
- Culture isn’t “good vibes” – it’s consistent habits.
- You can’t scale what you haven’t defined.
- Leadership behaviour is the culture – model what you want to see.
- If it’s not written down, it doesn’t exist.
So if things are starting to feel a bit creaky, or your “team magic” is beginning to fray at the edges, don’t panic. But don’t ignore it either.
Book a chat with us, and let’s take a look under the bonnet. A few smart tweaks now can save you a whole heap of headaches later.
Contact us on hello@thehrhub.co.uk or call on 0203 951 1208
Not a phone or email kind of person? Grab my book, The MAGIC of HR, for more practical tips to build a culture that actually works.
by Claire Ward | May 29, 2025 | Internal Communications, Reward
You’ve got your business humming along nicely. Revenue’s okay, clients are (mostly) happy, and the team? Well… the team’s doing alright. Just alright.
But lately, you’ve sensed something. Less energy. Fewer ideas. A bit of a meh vibe.
You’d like to pep things up, but another round of pay rises? Not in this climate.
The good news? Motivation isn’t just about money. In fact, some of the most driven teams we work with are nowhere near the top of the pay charts. They’ve got something far more powerful working for them: meaning.
Money motivates (but only up to a point)
We know you’re commercially minded. That you’re not afraid to invest in your people – but only if there’s a return? And that’s smart. The problem is, once salaries hit “market level”, pay loses its power as a motivator. It becomes hygiene, not fuel.
So if pay’s not the answer, what is?
That’s where the MAGIC starts to happen. Literally. Meaning. Accountability. Growth. Inclusion. Care. (Sound familiar? It should—this is your people framework, and the “M” is where it all begins.)
Why ‘Meaning’ matters more than you think
You might not be saving dolphins or curing cancer, but your business still has a purpose. And your team wants to feel part of it.
We all want to do work that matters. That doesn’t mean grand gestures, but instead knowing how your role contributes, who it helps, and why it counts.
When people understand the bigger picture and their place in it, they do better work. They stick around. They stop asking “What’s in it for me?” and start asking “How can I help?”
Find their ‘Why’ (Yes, everyone has one!)
Not everyone shouts about what drives them. So it’s your job to dig gently.
Ask them:
- What kind of work gives you a buzz?
- Where do you feel you’re making a difference?
- What would make your role more meaningful?
And then crucially, listen. This isn’t a tick-box chat. It’s the foundation of motivation. You’re looking to understand what lights them up and then connect their day-to-day to that.
That’s what real meaning looks like. And it doesn’t cost a penny.
Five ways to motivate without spending a thing
1. Connect the dots.
Show your team how their work supports the bigger mission. Frame even the ‘boring’ bits within the business impact they drive.
2. Recognise the effort (not just the outcome).
A simple “thank you” goes a long way. A specific “you nailed X, and it made Y happen” goes even further.
3. Let them steer.
Give people control. Over projects, ideas, their time. Autonomy is one of the strongest motivators out there.
4. Make development real.
Training budgets are great. So is letting someone shadow a peer, run with a new idea, or take on stretch work. Growth is currency.
5. Be human.
You don’t need beanbags, beer taps or big benefits. Just show you care. Ask how they are. Follow up. Remember what matters to them.
Meaning: Your not-so-secret sauce
The best thing? You don’t need a purpose statement drafted by McKinsey. Just be honest.
What does your business stand for? What change are you trying to make (even if it’s “just” simplifying something for clients or doing things better than the competition)?
Once you’re clear on that, bring it to life:
- Bake it into onboarding.
- Talk about it in team meetings
- Link back to it in feedback.
Your goal isn’t perfection, it’s alignment. People want to know what they’re part of.
As your MAGIC framework makes clear: when people feel pride in what they’re doing, they show up differently. They go the extra mile. They become the team you always wanted.
So next time you’re tempted to solve a performance dip with cash, pause. Start by asking: Do they have meaning? Do they know their why? Do they know mine?
Want to start adding more MAGIC to your team today? Drop us a line at hello@thehrhub.co.uk or call us on 0203 951 1208
Not a phone or email kind of person? Grab my book, The MAGIC of HR, for more practical tips to build a culture that actually works.
by Claire Ward | Mar 27, 2025 | Internal Communications, Reward, Vision, Values & Culture
At The HR Hub, we believe HR isn’t about paperwork and policies, it’s about people. Which is why we live by the MAGIC formula: that there should be Meaning, Accountability, Growth, Inclusion, and Care built into each of the stages of the employee experience.
These five ingredients are the secret sauce to building a workplace that people love And one that delivers real results.
We didn’t just dream this up over coffee (though that definitely helped). We asked hundreds of companies that we’ve worked with to take our HR Scorecard Discovery Quiz and tell us how well they’re doing throughout the employee lifecycle.
Here’s what we uncovered (and what you might want to keep an eye on in your own team).
🚀 Onboarding: Roll out the (Virtual) red carpet
Our survey showed an average onboarding score of 79.8%—a solid start! Most teams have the basics covered: kit delivered, Slack channel invites sent, manager intros scheduled.
But if you want to go beyond functional and head into fantastic, you need to inject Meaning from the get-go. Help new hires understand how their work fits into the big picture. People don’t just want a job, they want purpose. And the first week is your golden window to spark that connection.
📈 Growth: Not just a buzzword
Only 60% of companies felt confident in their growth opportunities. That’s a big red flag. If your people can’t see a path forward with you, they’ll create one somewhere else.
Growth in MAGIC means more than promotions. It’s about learning, upskilling, stretch projects, mentorship—all the good stuff that shows you’re invested in their potential. Small actions here can pay off in loyalty, innovation, and yes, retention.
🏆 Rewards & Recognition: Show me the money (and the love….)
At 63%, reward and recognition was… fine. But “fine” doesn’t drive engagement. And we all know a “thanks” said aloud beats a fancy award that no one notices.
Here’s where Inclusion and Care really shine. A meaningful thank-you, a peer shoutout, a quick coffee voucher “just because” it all adds up. When people feel seen and appreciated, they stick around longer and perform better.
👋 Offboarding: winner of ‘The most overlooked experience’
At 55%, offboarding was the lowest-scoring category. Ouch. It’s as if the moment someone resigns, we collectively forget they’re still a human (and often, still on the payroll for a few weeks).
But this is exactly where Accountability matters. A thoughtful goodbye can be just as powerful as a warm welcome. Help exiting employees feel respected, and give your remaining team a sense of closure and continuity. Bonus: it also boosts your reputation with future talent.
If your employee experience is a bit wobbly in places, don’t panic.
The first step is being honest about where the cracks are.
Want a roadmap? Test out how you stack up against MAGIC formula yourself here. Whether it’s making onboarding more purposeful, offboarding more human, or adding career development into the everyday, the goal is simple: build an experience your people will rave about.
And if you need a hand applying MAGIC to your own team? We’re only a call (or email) away. C
Check out thehrhub.co.uk, ping us at hello@thehrhub.co.uk, or ring us on 0203 6277048. Not a phone person? Grab my book, The MAGIC of HR, for more practical tips to build a culture that actually works
by Jenny Stark | Nov 6, 2024 | Reward, Vision, Values & Culture, Wellbeing
As we approach another winter season, it’s a good moment to reflect on our teams’ financial health. Talk Money Week (Nov 4-8) provides the perfect opportunity to spark these conversations. The theme, “Do One Thing,” encourages each of us to take a single step toward improving our financial well-being and that of those around us.
Money worries are not confined to the holiday season. Financial pressures can arise at any time and weigh heavily on employees. In fact, over 40% of people constantly worry about money, and one in four report that these concerns impact their job performance (Close Brothers, CIPD). With financial insecurity continuing, it’s a good idea to do a quick audit of the support that you can offer your teams.
But supporting financial well-being doesn’t require big gestures. Here are a few simple actions your organisation can take to make a difference:
- Listen to Understand: Start by understanding where your team feels the pinch. Surveys or anonymous feedback can uncover specific needs, whether around budgeting, debt management, or building savings. Tailor your initiatives to address these areas for maximum impact.
- Encourage Conversations: Just as openness around mental health reduces stigma, normalising financial conversations can foster understanding and resource-sharing. Consider a forum where employees can share their stories, providing a supportive environment and practical tips that might resonate with others.
- Offer Financial Flexibility Tools: Financial literacy sessions and budgeting workshops can empower employees to take charge of their finances. Lunch-and-learn sessions, focused on setting financial goals or managing debt, can be a great way to introduce these concepts. Financial well-being apps like Mintago can also help employees get a handle on their expenses and set future goals.
- Provide Basic Financial Education: You don’t need to be a financial expert to offer resources. Weekly tips, podcast suggestions, or articles on budgeting and financial planning can help employees make informed decisions. Great resources include podcasts such as “In Her Financial Shoes,” “Meaningful Money,” and “Money to the Masses.”
- Highlight Support Resources: Remind your team of available Employee Assistance Programs (EAPs) that offer financial guidance. For employees facing financial crises, access to confidential, professional advice can be the first step toward finding relief.
- Maximise Workplace Benefits: Pensions, salary sacrifice schemes, and other financial benefits can make a significant impact. Arrange sessions to explain the tax benefits and long-term value of your pension scheme, and explore if other salary-saving programs, like Cycle to Work, might benefit your team.
- Promote One Simple Step: For Talk Money Week, encourage employees to choose “one thing” they’ll commit to for improving their financial wellbeing. It might be as small as setting a budget, consolidating debts, or opening a savings account. This single action can be a manageable step with a big impact.
This Talk Money Week, encourage your team to take that “one thing” step for their financial future. Small changes, supported by a workplace that understands and cares, can make a lasting difference.
Need a hand setting up these initiatives? Drop us a line at hello@thehrhub.co.uk or call 0203 627 7048 to chat about ways to support your team’s financial wellbeing.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Sep 30, 2024 | Employee Engagement, HR Data & Systems, Reward, Vision, Values & Culture
It’s National Poetry Day today but don’t worry, I’ll spare you the cringe of reading one of my fabulous rhyming HR poems. Instead I thought I’d touch on a topic that affects both poetry and management in the workplace…the subtle art of balancing freedom and structure.
O Romeo, Romeo, wherefore art thou employment contract?
There’s a myth that great poets sit at their desks, quill in hand, pouring mystical inspiration out onto the page by candlelight. But the truth is probably closer to a very boring but necessary routine, where they structure their work according to beginning, middle and end, with various set turning points in the narrative.
Think of all the famous poems across time that have very set structures: Sonnets (three quatrains and a couplet), Haikus (5-7-5 syllables), Villanelles (19 line poems), Sestinas (39 line poems), Limericks (AABBA rhyming schemes). In other words – the structure creates limitations, and it’s in the limitations that creativity can roam wild.
The same could be said about good leadership in the workplace. Too much structure and you become that loathed micromanager, checking and double checking that things are done, on the hour every hour. Too little structure and you’re the manager everyone knows they can get away with doing their own thing and missing deadlines due to a lack of negative consequence.
Structure provides clarity, direction and a sense of security for team members. It establishes clear expectations, roles and responsibilities, which helps reduce uncertainty and allows people to focus on their work. As HR Goldilocks once famously said, “not too strict, not too loose, but just right.” (Yes…that’s as close as you’re coming to getting an HR poem out of me!)
Tell me, what is it you plan to do with your one wild and precious life?
The key of course is finding the right balance between these two elements. That will depend on your leadership style, your company’s culture and your goals. Some teams may require more structure, while others thrive with greater freedom. And even within teams, you’ll find that different personality types require different levels of hand-holding.
To achieve this balance, I recommend creating a framework that provides clear direction while allowing for flexibility. What are the non-negotiable deadlines and tasks you’d like your team to achieve? Set clear goals / objectives / OKRS, and milestones for reviewing and rewarding said performance.
Exactly what you decide to include at each stage will depend on the nature of your business…although (hint!) for most people, annual objectives are a tad too long to be relevant. With this guidance in place, employees can start making autonomous decisions that align with the company’s best interests.
Some people think that goal setting simply involves the member of staff being ‘talked at’, for half an hour. This should never be the case. Always ask individuals to share their thoughts on what they’d like to achieve over the next quarter, and what they think they need to focus on for the year on a personal level. You might unearth important information that you hadn’t previously thought about.
This above all: to thine own self be true
The key takeaway here is that, in the same way different poems need different types of structure to work, different people function differently…so work out where on the spectrum of independence vs management your key talent lies and let them flourish.
Be sure that your line managers are having open and honest conversations with their direct reports, and that information is taken seriously and considered when it comes to adopting the right style of leadership for each individual.
Need help creating leadership processes for your company? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 951 1208.
If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
by Jenny Stark | Aug 19, 2024 | Employee Engagement, HR Data & Systems, Reward, Wellbeing
Ever wondered why your best people are heading for the exits? Hint: it’s not always about the money. Sure, a fat paycheck is nice, but it’s not the be-all and end-all. So what’s going wrong? Let’s dive into the numbers, which come straight from hundreds of companies that have already completed our HR Scorecard Discovery Quiz, and see where the cracks are showing.
But first, a quick word about MAGIC. No, not the kind with rabbits and hats, but the kind that transforms workplaces. In my book, The MAGIC of HR, I lay out the five pillars that can give your business a serious boost: Meaning, Accountability, Growth, Inclusion, and Care. These aren’t just buzzwords – they’re the building blocks of a thriving workplace. And they’re exactly what’s missing when your best people start to eye the door.
Recruitment – You’re Halfway There
With an average score of 67.5%, recruitment is looking decent, but there’s still room for improvement. You’re attracting talent, sure, but are you attracting the right talent? And once they’re in, are you setting them up to succeed, or just throwing them into the deep end? Remember, recruitment isn’t just about filling seats – it’s about building a team that sticks around for the long haul.
Here’s where Meaning and Accountability come into play. From the get-go, your recruitment process should be about more than just a job description. It’s about finding people who resonate with your company’s mission and feel like they’re part of something bigger. Once you’ve got them on board, make sure they know what’s expected of them and how they can contribute – that’s accountability. Get those right, and you’re already ahead of the game.
Retention – You’ve Got Them, Now Keep Them
At 72.1%, your retention score shows that you’re doing a solid job of keeping your people happy – for now. But let’s not get complacent. Retention is a bit like gardening: it needs constant attention. Ignore it, and the weeds (or recruiters from other companies) will start creeping in. Keep your team engaged, challenged, and appreciated, and they’ll be less likely to jump ship.
Growth is a key part of retention, and it’s one of the MAGIC pillars for a reason. People want to know that they’re not just treading water, but swimming towards something – a promotion, new skills, or even just a bigger challenge. Show them the path forward, give them the tools to get there, and watch as your retention rates soar. And don’t forget Care – it’s not just about checking in on performance, but also about genuinely caring for their well-being.
Rewarding the Right Way
Let’s talk about rewards – because let’s face it, everyone likes to feel valued. But with a score of 62.9%, it seems like some of you might be handing out gold stars when a genuine “thank you” would do. It’s not just about bonuses and pay rises (though those don’t hurt). It’s about recognizing hard work and celebrating wins, big or small. If your team feels like they’re slogging away with no recognition, they’re going to start looking for somewhere that appreciates them more.
This is where Inclusion and Care from the MAGIC formula come in. A reward doesn’t have to be a grand gesture – sometimes, the smallest act of recognition can have the biggest impact. Make sure your team feels seen and included in the company’s successes. When everyone feels like they’re a valued part of the story, they’re less likely to start writing a new chapter elsewhere.
Offboarding – Don’t Let the Door Hit Them on the Way Out
And then there’s offboarding. At a paltry 54.5%, this is where many of you are really dropping the ball. Here’s a tip: how you treat people on the way out is just as important as how you treat them on the way in. A shoddy offboarding process can undo years of good work, leaving a bad taste in everyone’s mouth. It’s not just about HR forms and exit interviews – it’s about leaving the door open for future opportunities and keeping your company’s reputation intact.
Offboarding is the ultimate test of Accountability and Care. Even as someone’s walking out the door, you need to show them that their time with you was valued and that their departure is handled with respect. It’s about being accountable to all your employees, past and present, and showing that you care about their experience until the very end.
Time to Take Action
So, what’s the takeaway here? If you’re serious about keeping your best people, it’s time to take a good hard look at your employee experience – from recruitment to offboarding and everything in between. And here’s the kicker: it’s not just about ticking boxes. It’s about weaving in those MAGIC elements – Meaning, Accountability, Growth, Inclusion, and Care – across every stage of the employee journey.
The data from hundreds of companies that have already completed our scorecard doesn’t lie: there’s work to be done. But the good news is, you’re not in this alone. Thehrhub.co.uk is here to help you fill in the gaps, whether it’s boosting your onboarding process, sprucing up your rewards program, or making sure your offboarding process isn’t an afterthought. Because in the end, a happy, engaged team isn’t just good for morale – it’s good for business. And who doesn’t want that?
At thehrhub.co.uk, we’re here to help you apply that MAGIC across all stages of the employee experience. Whether it’s giving your onboarding process that extra sprinkle of meaning, boosting your growth opportunities, or making sure your offboarding process leaves everyone with a smile, we’ve got you covered. Because at the end of the day, a happy team means a happy bottom line.
Need help making sure you’re retaining your top talent? Drop us a line via hello@thehrhub.co.uk or give us a call on 0203 6277048. If you don’t want to speak to anyone but would like to learn more, read my book The MAGIC of HR.
