Disruptive HR

100,000 PODCAST DOWNLOADS!! 🎉 Wow - 100,000 downloads of the HR Disrupted Podcast with Lucy Adams! A huge thank you to everyone who’s tuned in, shared, and found inspiration in our episodes… If you love what we do, please hit follow/subscribe - it means the world to us and helps us keep bringing you the best HR insights. We release a new episode every other Tuesday, and have some great guests lined up!! 🎧 Watch & subscribe to our YouTube here: https://lnkd.in/eFu-zugj   #HR #Podcast #DisruptiveHR 

Traditional HR training is slow and out of touch. Your team needs practical, on-demand learning that fits into their busy schedules. That’s why CPOs are using the Disruptive HR Club to upskill their teams - without wasting time or budget. ✔ Weekly live & on-demand training ✔ Ready-made toolkits & real-world solutions ✔ A global HR network for fresh ideas & support HR teams tell us: They’re learning faster, working smarter, and making real change - without adding extra hours to their day. Give your team the HR training they actually need. Join as a team today. (Plus, get personalised onboarding with Lucy or Karen and team check-ins throughout the year!) Get started: https://lnkd.in/eTDGYtVq

Whenever we ask HR professionals about the biggest barriers to innovative people practices, leaders and managers often come up - especially in engineering and tech. Many say engineers prefer structured processes, making agile approaches harder to adopt. In this episode of HR Disrupted, Kiranbir Sodhia, Senior Staff Engineering Manager at Google, shares his journey from individual contributor to leader at Microsoft and Google. He reflects on early challenges like micromanaging and the importance of leadership training. We also discuss career paths for engineers beyond management and how HR can better support those who do take on leadership roles. Watch us on YouTube: https://lnkd.in/e5gkvAGj (and subscribe while you’re there!) Listen on… Spotify: https://lnkd.in/egaf4bAN Apple: https://lnkd.in/emydtmp2 Amazon: https://lnkd.in/emerNdBH

Is your people data driving real impact? HR teams collect plenty of data - but is it helping you attract, develop, and retain the right talent? Too often, we track numbers that don’t lead to real change. To make your data work harder, start by answering three key questions: ✅ Can we recruit and retain the talent we need? ✅ Are we enabling people to do their best work? ✅ How do we want people to feel? In my latest blog, we break down how the right insights can shape a smarter people strategy - plus real examples from companies like Virgin Media, Google, and Hilton. Tap here to read: https://lnkd.in/epn-Us_k Lucy x

What if retirement isn’t the end of your career, but just the next chapter? Join Victoria Tomlinson FRSA, CEO of Next-Up, as we explore the term “unretirement” and why age diversity is a strength, not a challenge! In this episode, we discuss: → Challenging outdated views on older workers → The power of lifelong learning and reinvention → How to embrace intergenerational teams for success Listen now for an inspiring take on building a more inclusive, age-diverse workforce! Spotify https://lnkd.in/eACKqW2j  Apple https://lnkd.in/eyrcSmdc  Amazon  https://lnkd.in/e-pgbcSe  YouTube https://lnkd.in/evXK2qBu   Follow us to stay updated on our bi-weekly podcast episodes! #HR #Disrupted #Podcast #Retirement

Exciting news! The Full 2025 Agenda is now live! Join us for #HRTechEurope on 4-5 March—it’s shaping up to be a must-attend event for HR leaders across Europe and beyond! 🌍✨ 💡 If you’re facing big decisions about #AI, workforce strategy, #reskilling, or digital HR transformation, this is where you’ll find answers. Here’s a sneak peek at some of the key sessions you won’t want to miss: 📌 HR Technology 2025: The AI Era Has Arrived - Josh Bersin 📌 Embracing the Potential of AI (Tech) Needs Focussed Leadership - Wendy Van Ierschot (VIE People | B Corp Certified) 📌 Empowering People, Transforming Retail: IKEA’s Digital Vision - Therése Götsten (IKEA) 📌 Agile HR - Lucy Adams (Disruptive HR) 📌 Unlocking Innovation – The LEGO Group AI Journey for People & Talent - Thomas Moeller Lybaek (the LEGO Group) 📌 Future Readiness in HR: How Can Technology and AI Help Prioritise the Human Aspect of HR - NAZIM ÜNLÜ (Novartis) 📌 The HR 2030 Journey: Trailblazing, Evolving, and Doing What Works - Anna Carlsson (HR Digi), Anna Mindelöf (Fiskars Group), Alexander Westerdahl (Spotify) 📌 Make Your HR Digitalisation Project a Success: Practical Tools for Leading Change - Melissa Shelley Höjwall (H&M) 📌 'Ask the Expert' sessions - Get straight answers from HR experts from Volvo Cars, Novartis, IKEA H&M, BBC and more. Come see what else we have in store at #HRTechEurope 2025 - Check out the full agenda! https://ow.ly/qHvz50UUzOf 🎟️ Check Your Eligibility & Register Here https://ow.ly/7IsA50UUzOh

"I need to book in your annual review". Words that filled me with dread, both as an HR person and as an employee. I would convince myself that somehow I'd epically failed during the year so the conversation was going to be catastrophic! Let’s face it—traditional performance reviews are nobody’s favourite. Line managers dread the admin, employees feel judged on a single moment in time, and even HR struggles with the inefficiencies. Yearly objectives are often set and forgotten, becoming irrelevant long before the next review cycle. Learning from the fabulous Lucy Adams and Karen Moran at Disruptive HR, I knew there had to be something better. I read up on Andy Grove and John Doerr and light bulbs went off. https://lnkd.in/e7q_Cmek At Correla, we decided to take a fresh approach. We replaced outdated performance reviews and ratings with Objectives and Key Results (OKRs)—a move that transformed not just our processes but also our culture. We piloted it in my team for 6 months before rolling out company wide. Here’s what changed: Goodbye, Annual Appraisals: We removed end-of-year discussions entirely. Instead, regular 1-2-1 conversations with managers focus on delivering OKRs, keeping performance meaningful and relevant. Real-Time Relevance: Unlike annual reviews, OKRs are regularly revisited to reflect changing priorities, ensuring they remain aligned with business goals and enabling course corrections as needed. Empowered Employees: Clear, measurable OKRs give employees clarity about what success looks like and how their contributions align with organisational goals. More importantly, we approached OKRs collectively as a team—working together to deliver outcomes. This collaborative approach fostered a sense of shared accountability, something I learnt during my 15 years as a contractor delivering various projects. New Accountabilities, New Growth: This wasn’t just a process change; it was an opportunity for people to grow. While roles didn’t change, accountabilities evolved, giving team members a chance to stretch themselves, develop new skills, and contribute in ways they hadn’t before. Manager Engagement: Managers are no longer just appraising—they’re actively involved in guiding and supporting their teams, creating a culture of continuous feedback and development. The results have been transformative: greater clarity, stronger alignment, and a renewed focus on growth and collaboration. Employees are more engaged, teams are more cohesive, and managers are better equipped to lead. Performance management shouldn’t be a box-ticking exercise—it should inspire alignment, innovation, and growth. Moving to OKRs has been a game-changer, and I’d encourage anyone still relying on traditional reviews to take the leap. How do you feel about traditional performance management? What’s your experience with OKRs or other performance management approaches? #PerformanceManagement #OKRs #Leadership #InnovationAtWork

I’ve been incredibly heads down building Circle these past few years, so I thought it's time to be more public about our journey. Here's part 1: the story of how I teamed up with Andy and Rudy, two of my closest friends in the world, to start Circle. If you find this interesting or have suggestions for future topics, let me know in the comments!

Is your people data driving real impact? HR teams collect plenty of data - but is it helping you attract, develop, and retain the right talent? Too often, we track numbers that don’t lead to real change. To make your data work harder, start by answering three key questions: ✅ Can we recruit and retain the talent we need? ✅ Are we enabling people to do their best work? ✅ How do we want people to feel? In my latest blog, we break down how the right insights can shape a smarter people strategy - plus real examples from companies like Virgin Media, Google, and Hilton. Lucy Adams x

Exciting news from Disruptive HR…we're heading to Amsterdam! Our CEO Lucy Adams will be taking the stage as a headline keynote speaker at HR Tech Europe on Tuesday, 4 March 2025. 📢 Session: Agile HR 📅 4 March 2025 |  4:15 - 5:15 PM We can have a bit of a reputation in HR for being slow, bureaucratic, and overly reliant on process. In this session Lucy will look at some of the ways in which using agile principles means we can set a faster pace for HR, including: · Find out what ‘agile’ working means for HR · How to develop a product mindset to improve impact · Hear about innovative - but practical - approaches from other companies · How to market our services effectively Register here https://lnkd.in/gs4xCnnF  - Complimentary passes for HR professionals! #Disruptive #HR #Keynote #Europe