(PR in) HR Pulse | HR news round-up: June
Employee experience – new report finds investment increasing, but execution stalling
A new report from employee experience consultancy Scarlettabbott suggests that while UK organisations are investing more heavily in employee experience (EX), many are struggling to turn that investment into meaningful improvements for employees. Based on a survey of 752 senior HR and internal communications leaders with 1,000 or more UK employees, the research highlights a widening gap between organisational ambition and day-to-day employee reality.
Nearly two-thirds of organisations have increased their EX budgets over the past year, with leadership development, performance management systems and recognition programmes among the top spending priorities. However, the biggest barrier to success remains a growing disconnect between leadership priorities and employee needs.
The report also finds that although most leaders believe employees understand their organisation’s long-term vision, far fewer are confident staff know what behaviours need to change to support business goals. Similarly, only around a third of organisations have a clearly defined and embedded employee value proposition (EVP).
Recognition is widely acknowledged as important for performance and engagement, yet fewer than one in five organisations have embedded it strategically. Leadership effectiveness is generally rated positively, but organisations often fall short when it comes to translating strategy into action. The findings suggest that while the business case for employee experience has largely been won, execution remains the key challenge.
Read the full article in The HR Director
Acas survey finds 1 in 4 managers and unions are failing to prevent conflict
A new Acas survey has revealed a significant “conflict management skills gap” in UK workplaces, with 26% of employees believing that managers and employee representatives, including trade unions, are ineffective at working together to prevent and resolve workplace disputes. The research, based on responses from 1,000 UK workers, also found that nearly a third (31%) of employees do not have access to employee representatives who could help address workplace issues.
Acas warned that weak collaboration between managers and employee representatives risks increasing workplace tension and disruption. Kevin Rowan, Acas director of dispute resolution, said the findings highlight the need for stronger relationships and better conflict-management capabilities across organisations.
The survey comes as employers prepare for new trade union access rights under the Employment Rights Act 2025, with further guidance expected in 2026. Acas is encouraging employers, unions and government to work together to implement these changes through voluntary agreements rather than formal disputes.
Experts say the reforms should be viewed as an opportunity to strengthen employee voice. Liz Sebag-Montefiore, chief executive of consultancy 10Eighty, argued that organisations with constructive relationships between management and employee representatives are better equipped to identify concerns early, improve communication and build trust, ultimately reducing the likelihood of workplace conflict.
Tim Pitt, performance psychologist at performance psychometric platform Mindflick raises the concern that when employees don't trust problems will be handled properly or there's a lack of formal procedure, their silence is taken for agreement. Managers need the skills to ensure this doesn’t happen by handling concerns constructively.
The most effective organisations won't wait for grievances to arise. They'll create environments where employees feel heard, supported and able to raise concerns before they become bigger problems.
Read the full article in People Management
Tech workers who don't embrace AI face triple the layoff risk, Gallup finds
A new Gallup study suggests that workers who fail to adopt AI may be placing themselves at greater risk during workforce reductions, particularly in the technology sector. The research, based on a survey of more than 23,000 US workers – including 660 who reported being unemployed after their jobs were eliminated, found that tech employees who used AI less than once a month were three times more likely to be laid off than colleagues who used the technology regularly. Predicted layoff rates were 18% for infrequent AI users, compared with 6% for those using AI at least monthly.
The link between AI use and job security remained the same, even after accounting for factors such as age, education and industry, leading Gallup researchers to conclude that workers who do not integrate AI into their roles may be increasingly vulnerable in the labour market. The report also found similar findings outside the tech industry, though the gap was slightly smaller.
Despite growing concerns about AI-driven job losses, only 1% of laid-off workers said AI was the primary reason for their redundancy. Most attributed job losses to restructuring, cost-cutting measures and broader economic pressures. Researchers suggested, however, that AI may still be influencing organisational decisions indirectly by changing productivity expectations and workforce requirements.
The findings reinforce the growing importance of AI literacy in the workplace. As employers increasingly value AI skills and recognise the increased productivity as a result, organisations may need to invest more heavily in training and up-skilling programmes to ensure employees can work effectively alongside emerging technologies rather than risk being left behind.
Read the full article in The Straits Times
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