News & Events

Our HR partner Safe HR recently released a blog discussing love languages in the workplace. This theory is typically associated with partners but we enjoyed reading Safe HR's take to relate it to the workplace!​For many of us Valentine’s Day is a time to show that special someone how much we love them (or just one more section of the supermarket taken up by cards and gifts). However you view this romantic time of year, any time is a good time to show your colleagues some appreciation and that’s why we’ll be looking at how the 5 Love Languages can be applied in the workplace. What Are The 5 Love Languages? This concept was first explored in “The Five Love Languages: How to Express Heartfelt Commitment to Your Mate”, written by Dr. Gary Chapman, a marriage counsellor, and first published in 1992. It’s aimed at improving relationships by helping partners to express their appreciation of each other more effectively, and it’s sold over 20 million copies. Specifically, the Love Languages are: Words of Affirmation For those whose primary love language is words of affirmation, verbal communication is the most important factor in them feeling loved and appreciated. Compliments, expressions of gratitude, and words of support are highly significant to them. Acts of Service Actions speak louder than words for some people, and those for whom acts of service are their preferred love language find love and connection through helpful actions and gestures. Receiving Gifts It’s not about the material value of the presents but more about the thought, feeling and effort put into choosing the gift or coming up with the idea. Quality Time Individuals who prize quality time above all else feel most loved when they receive the undivided attention and genuine presence from their partner. Physical Touch Unsurprisingly, physical touch as a love language is about physical contact, hugs, cuddles and holding hands. A sense of connection, warmth and comfort can come through physical touch. What’s This Got To Do With The Workplace It’s a good question. However, whilst the concept developed through Chapman’s focus on romantic relationships, as the theory gained popularity it started to be applied in a wider context. We all know that people like to be appreciated for their contribution at work and that this can play an important role in employee retention and engagement. Dr. Chapman teamed up Dr. Paul White to explore this further in the “The 5 Languages Of Appreciation In The Workplace”, first published in 2011. Adapting The Theory To The World Of Work Whilst there are clearly benefits to be gained from showing appreciation for employees and colleagues, you wouldn’t want to do so in the same way as you would for your partner (or you might find yourself in front of an Employment Tribunal – particularly when it comes to Physical Touch). Let’s consider some examples of how the Love Languages can be applied at work: Words of Affirmation can boost morale, build trust and improve relationships within teams. This can be done verbally or in writing and it’s likely to carry more weight and come across as more sincere if it focuses on something specific that the individual did, i.e. “I thought your presentation was really engaging, everyone seemed enthralled” rather than just being a general compliment, “Well done today”. For those who believe that actions speak louder than words, Acts of Service can be a great way to show them that they are valued. This could be something as simply stepping in to help them when their workload looks like it might get out of hand. It could be doing the tasks yourself, collaborating to spread the load, or taking away other more menial tasks to allow them to concentrate on the project at hand. Whatever it is that you do, acts of service can help to enhance team spirit and show that you’re all in this together. As with relationships, Receiving Gifts is often more about the thought that has gone into the gift than the monetary value. It could be to celebrate their birthday, an important employment milestone, or an exceptional result for the business. Buying the right gift that will really mean something to the person in question can demonstrate that you care and that they are valued. This kind of thing can play an important role in team bonding. Quality Time at work counts and it can be as simple as speaking with someone face to face about an issue (even over Zoom/Teams/Google) rather than sending them an email. This allows for better two-way communication; it can help to strengthen or build relationships and taking the time to do it in person can help to show your colleagues/employees that they are valued and respected. Physical Touch in the workplace should certainly be approached with caution, but that doesn’t mean the final love language should be ignored; maybe we should call it ‘Appropriate’ Physical Touch instead. This could be a simple as a handshake, or it could be a high-five or a hug. You should check that it’s consensual first, “Should we high-five?”, “Can I hug you?” and always accept and respect “No” as a reply (and be aware of body language too). You also need to be sensitive to cultural differences in relation to physical contact. [If you’re not a physical person don’t be afraid to say things like “I’m not a hugger, but it is a job well done!”, “No, but thanks for asking first.”, but even just “No.” is enough]. There are also non-physical ways to connect with colleagues on an emotional level; get to know them personally, what are their interests/hobbies, take an interest in their emotional state, ask them how they are. Just knowing your employees/colleagues better can develop stronger bonds and improve teamwork. Summary The approach is not without criticism, and it’s certainly not perfect. However, many do find it interesting and useful, and even if you don’t think it’s for you, it would seem logical that showing your colleagues that are valued in a way that means something to them, is likely to be beneficial in improving communication and morale. Even giving some consideration to how you appreciate your colleagues and employees for the work that they do can only be a good thing when it comes to improving how we work together and how we keep workforces engaged.

​Training, Development & The Pursuit of Progress: Why It’s at the Heart of What We DoAt MorePeople, we’re deeply passionate about growth, not just in the businesses we work with, but within our own team. In a recent episode of The MorePeople Podcast, CEO Andrew Fitzmaurice and Managing Director Richard Hanwell sat down to talk about why training and development is not just a priority. It’s part of our DNA. More Than a BuzzwordTraining and development isn’t a poster slogan in our office. It’s a daily, lived experience. We’ve made it a non-negotiable priority with our “Training at the Centre” initiative. That means we’re carving out meaningful time, during core working hours, to upskill our team, challenge ourselves, and support succession planning.Why? Because growth doesn’t happen by accident. It requires intent. It requires investment. And, as Richard put it, “It’s the difference between having eight years of experience and one year repeated eight times.” The Power of Vulnerability in LeadershipGrowth also takes humility. Andrew noted, “We’re confident and competent but that doesn’t mean we know everything.” In fact, some of the best ideas we’ve implemented started as something rough on a whiteboard. Many never see the light of day, and that’s okay. Vulnerability fuels innovation. It creates a space where it’s safe to try, fail, learn, and improve. Training vs. OverloadOne challenge we’ve come to appreciate is balancing enthusiasm for new models with our team’s ability to absorb and apply them. Between books, podcasts, training sessions and external consultants, we’re surrounded by knowledge. But knowledge without prioritisation can quickly become noise.As Andrew put it: “We can’t roll out 37 models in one day even if we love every one of them.” That’s where triage comes in, choosing the right training for the right moment, tailored to the needs of the team and business. Knowing Your AudienceOne-size-fits-all training doesn’t work. People learn in different ways, at different paces, and with different needs. That’s why we’ve embraced personality profiling and learning style assessments. Understanding how someone processes information helps us avoid blank stares and build real engagement.Take, for example, a member of our team who’s a classic reflector. Their stoic silence in meetings might seem disengaged until they drop a perfectly timed, thoughtful insight that reframes the entire discussion. Knowing how people tick helps us unlock their potential without misinterpreting their signals. Creating Space for CourageBeing courageous isn’t just for leadership. We want everyone on the team to feel empowered to try new things, even if they might fail. That’s where real development happens. As Richard said, “You don’t have to hit rock bottom to learn, but you do have to step out of your comfort zone.”We don’t want to simply “survive” as a business. We want our people to thrive. And that means developing not just skills, but the mindset to keep evolving. A Final WordTraining is about more than ticking a box. It’s about building a culture of curiosity, courage, and continuous improvement. When you understand the people you’re leading, their styles, their strengths, and yes, their blind spots, you can create something truly powerful.As Richard shared, “Not everyone should be like us. The world would be very boring if they were.” And he’s absolutely right.So here’s to learning. Here’s to leading. And here’s to being just 1% better every day.​

Our HR partner Safe HR recently released a blog about the importance of values, here at MorePeople we know the importance of values have in shaping a strong company culture and would like to share the blog with you in hopes it will generate thoughts and lead to conversations about your own business' values.Why are values so important for a small business?Values create culture. They are guiding principles shared by employees that form the essence of your company and brand. Values inspire and motivate people by giving a shared sense of purpose that everyone is working towards the same goals. In small businesses this is key to achieving higher levels of morale, motivation and commitment, which ultimately all increase staff retention. Having a clear set of values helps other companies and, importantly, potential customers to understand what your business stands for. We like working for and with people who share our values, whether that be as a business owner, employee or customer, so having a clearly defined set of values is an important contributor to overall business success. Crucially, alignment between company values and employee values can enhance employee engagement. If employees feel that their employer shares their own personal values, not only can this lead to increased job satisfaction, motivation and performance, but you are likely to retain them for longer. This is crucial for small businesses looking to grow and succeed. How do I create a set of values?Think carefully about the culture you want to create. Taking inspiration from other companies or brands can be a helpful starting point but this is your business. You have free reign when it comes to creating your own unique culture and the values that you want to underpin it. Make sure your values are meaningful and authentic rather than just being a list of impressive-sounding words or phrases. Ask yourself if this set of values really represents you and your employees or, if you’re just starting out, do they reflect the culture you want to create? If you’re an established business looking to either set or refresh your values, consider getting some input from your employees. Finding out the areas your staff value in terms of company culture and ethos should help you to define your values. The clearer defined your values are, the easier they will be for your team to understand and act by. Once you’ve set your values, consider rewarding employees who really live them out. Not only will this help to further embed the values into the company culture, but recognition and reward increase motivation and morale. Recruiting staff who align with your valuesYour company’s values should be at the forefront of your mind during any recruitment process. Research shows that values-based recruiting is becoming more popular. LinkedIn has reported a 154% increase in job adverts in the past two years referencing culture and values, whilst two thirds of UK professionals want to work for employers that align with their values. Having your clearly defined company values will help you to attract people who align with the culture of your business but, how do you test for this at interview stage? Asking specific competency based questions based on your values will help you to determine this. For example, if you have a collaborative based value, ask the candidate for an example of a time when they have worked as part of a team. Similarly, to test for a value about providing excellent customer service, ask for an example of this. You’ll soon know if they’re the right match for you. The pitfalls of not getting it rightRecruit employees who align with your values and you will reap the rewards of high levels of performance, engagement and, ultimately, business success; however, get it wrong and you could find yourself having to navigate some tricky HR processes. An employee who doesn’t align with your values is unlikely to want to work towards the company’s goals in the same way as everyone else, and this is usually quickly noticeable in small teams. It is crucial in small businesses to be able to create a culture whereby everyone is aligned to working towards the same goals in the same way, all of which is underpinned by the company’s values. Employing someone who does not align with your values can quite quickly create issues amongst the rest of the team. It can create a low morale and cause others to feel like they are picking up the slack where a colleague may not be performing as expected. Moreover, disengagement from values can occur when employees feel that the business does not align with their own values. Research has shown that 58% of employees would consider leaving their jobs because their employer does not share the same values as them. Whilst you need to stay true to your business vision, it is worth thinking about setting values that employees will be able to relate to. Values that provide inspiration and focus for your team will create a culture in which people thrive and want to work towards the same goals. Stay true to yourself and your business, and your values will not only reflect your company culture but nurture it, supporting your overall business vision.

​At our conference this month, the theme of the day was Maturity. One session held by Sean Sankey from Much Clearer was on Imposter Syndrome, what is it and how you overcome it. In a world that often celebrates success and perfection, many individuals contend with feelings of inadequacy and self-doubt. Working in recruitment requires consultants to network, build a personal brand and chat with a variety of people every day and it’s easy for symptoms of imposter syndrome to arise. What is Imposter Syndrome?Imposter syndrome, first identified in 1978 by psychologists Pauline Rose Clance and Suzanne Imes, refers to an internal experience of believing that one is not as competent as others perceive them to be. Those suffering from imposter syndrome often feel like frauds, attributing their success to luck, timing, or deception rather than their own abilities. They fear that sooner or later, they will be unmasked and their supposed inadequacies revealed. Common signs of imposter syndrome include: Self-Doubt: Persistent doubts about one's abilities and achievements. Attributing Success to External Factors: Believing that success is due to luck or outside help rather than one's own competence. Fear of Exposure: Constant anxiety about being "found out" as a fraud. Overworking: Compensating for self-doubt by working excessively hard to prove one's worth. Downplaying Accomplishments: Minimising achievements or not acknowledging them at all. It can of course effect anyone, regardless of age, gender occupation or seniority – I think most of us have experienced the feelings of imposter syndrome! Overcoming Imposter SyndromeSean took us through a framework to go from thinking you don’t have a track record to back yourself up to having an irrefutable pile of proof that you are who you say you are. This starts with… 1.Tenacity‘The quality or fact of being very determined’. A ‘feel the fear and do it anyway’ mindset. Understand that the more you do these things you’re uncomfortable with, the better you will get and your confidence will grow which will remove the feeling of the imposter syndrome. 2.TribeReach out to people who can teach you and help you to level up. This may be other people at work who you aspire to be like or whose opinions you value. Speak up and ask for their advice. 3.Training and ToolsNow, after giving things a go and asking for advice, you know what actual training you need to aid you further. 4.Testimonies‘evidence or proof of something’. Now you have all developed Tenacity, reached out to your Tribe and completed further Training or acquired the necessary Tools, you’re able to prove to yourself that you have the ability and evidence of this, and are not an imposter! ​Of course, all of this takes time and practice, remember, your achievements are a testament to your abilities, not a stroke of luck! ​

​The Power of Visuals in Recruitment: Why Video Content is No Longer OptionalIn the latest episode ofThe MorePeople Podcast, Managing Director Richard Hanwell is joined by Chris England, Co-Owner and Director of PVS Media, to explore the fast-evolving world of visual content and why it's become essential in today’s recruitment landscape.Chris and his team at PVS Media work with businesses of all sizes, from SMEs to blue-chip companies across the UK and increasingly into Europe. They produce a wide range of visual content, from photography to video, animation, and green screen production. But what’s really changed in recent years, he says, is the way businesses and consumers have embraced video and why it's no longer just a “nice to have.” How the Pandemic Changed Visual Content ForeverChris reflects on how the pandemic was a tipping point for video adoption. As Zoom and Teams became the norm, people grew more comfortable seeing themselves on camera and quickly realised the difference between low-quality and high-quality content. As expectations rose, businesses started investing in doing it right.Social media platforms have evolved accordingly. “TikTok is only video. Instagram, Facebook, they’re all becoming video-first platforms,” Chris explains. And if your brand isn’t part of that evolution, you're at risk of being left behind. Why Video Is Essential for RecruitmentRichard and Chris shift the conversation to recruitment and the massive opportunity for the sector to embrace video more strategically. Chris notes that forward-thinking agencies are starting to use content not just to sell roles, but to build relationships with passive talent.“You’re only ever speaking to 5% of the market who are actively job hunting,” says Chris. “What about the other 95%? How do you warm them up, so they think of you first when the time is right?”That’s where give content comes in: educational, insightful, and helpful video that offers candidates real value without a hard sell. From CV tips to FAQs and interview advice, content that gives builds trust and puts your brand top of mind before anyone even hits ‘apply.’ Video Builds Trust Before the First ConversationA key takeaway from the episode? Video creates familiarity and with it, trust. “If someone sees you on screen, their brain believes they’ve met you,” Chris says. That makes the first actual conversation feel like a second or third interaction. It accelerates the trust-building process in a way no static job advert can.Richard reflects on how powerful this could be across sectors like food, agriculture, and logistics, industries that often struggle with talent attraction despite being full of purpose, innovation, and opportunity. “We’re proud of the UK food industry, but people don’t see it. More video would change that.” 7 Hours, 11 Touchpoints, 4 Channels: The New Buyer JourneyChris shares insights from Google’s "7-11-4" marketing model: before making a decision, the average consumer will spend 7 hours with your content, across 11 touchpoints, on 4 different channels.Whether it’s buying a car, booking a holiday, or applying for a job, the same rule applies. Candidates want to know the company they’re applying to. They’ll browse your website, LinkedIn, podcast, YouTube channel, team bios, and more. If you aren’t telling your story in multiple places, someone else will. One Piece of Advice for the Next GenerationAs MorePeople celebrates 24 years in business, Richard asks Chris what advice he’d give his 24-year-old self. His answer? “Read more business books.” Chris credits authors like Tim Ferriss, Steven Bartlett, and Gary Vaynerchuk for helping him sharpen his thinking and grow faster. "Just one or two ideas from each book can turbocharge your business."Oh, and one more bit of wisdom: “Move more. Eat less.” ​​

​For every placement we make we plant two trees, one on behalf of the client and one on behalf of the candidate. We have been planting trees since September 2022 via THG Eco 'more trees' initiative who have partners in various countries worldwide. The initiative promotes reforestation and sustainable forestry practices, aiming to offset carbon emissions by planting trees. Trees play a crucial role in absorbing CO2 from the atmosphere, making them a vital component in the fight against climate change. The initiative also supports biodiversity by planting diverse tree species, which provide habitats for various wildlife species whilst also benefitting local communities by creating employment opportunities and boosting local economies through sustainable forestry practices. THG Eco collaborates with local and international organisations to implement these projects, ensuring their sustainability and scalability. The initiative has successfully off set a substantial amount of CO2, contributing to carbon neutrality goals. It has empowered local communities by involving them in the planting and maintenance of trees, providing economic and social benefits. Moreover, the programme has led to the restoration of degraded lands, improving soil quality and water cycles. Looking ahead, THG Eco plans to expand the "More Trees" initiative to new regions and increase the number of trees planted annually. The organisation also aims to incorporate more innovative solutions and technologies to enhance the efficiency and effectiveness of tree planting and monitoring. Emphasis will be placed on ensuring the long-term sustainability of the forests, with proper maintenance and protection against deforestation and other threats. MorePeople are proud to contribute to such a rewarding scheme, if you would like to find out more about our involvement you can call 01780 480 530 or email info@morepeople.co.uk. You can also click here to see our virtual forest!