The Rungway Blog
Your hub for people insights, workplace culture and leading your people through organisational change.
The time when purpose was only something for the marketing brochure has long past. Society, regulators, shareholders, employees and customers place increasing pressure on organisations not just to have a purpose, but prove they live it. So how do you embed this? And how do you lead a purposeful o
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If you base your decisions largely on “people dashboards”, you could be missing crucial information and opportunities to impact those with the strongest feelings.
Most people are familiar with the annual ‘engagement survey’: the yearly, or maybe more frequent questionnaire for employees to share their feedback on management and the business. This is still the default method for trying to garner the workplace pulse, but the workplace has changed, and how we ap
Rungway Founder Julie Chakraverty recently led a discussion at The Whitehall & Industry Group, highlighting three main themes: The importance of genuinely listening to your workforce as individuals, how to create a culture of belonging in the workplace and how to implement new forms of data inte
Currently, many internal communication systems that organisations are not catching up to a very modern Generation Z workforce. . Management consultant Peter Drucker writes that modern day work complexities have created a “shift in work mentality and [work] ethic” which in turn have contributed to ch
The nature of the job and competition within the field means young barristers are often overloaded with work. ‘All-nighters’ pulled off at least a couple of nights a week are now understood to be the norm. On top of that, increased cuts on legal aid continue to contribute to stress levels.
The UK legal industry is facing many challenges as mental health becomes a bigger concern every year. Long hours, tough material to work with, and cuts in legal aid are just a few of many factors hyping up the stress levels of those in the profession.
Rungway was rolled out to 70,000 women in the UK to encourage students at Sheffield High School for Girls to interact and probe like-minded professionals in their field of interest.
Banking career structures need to evolve. Previously, traditional routes would see bankers following a linear path up the business hierarchy, but experts now believe that new employees will ‘have four or five ‘careers’ within the bank’.
Rather than trying to brush over mistakes or ignoring something when it goes wrong, companies should look to not only accept it, but open up and embrace failure: Realigning thinking.