A return to work interview is a formal meeting that takes place after an employee has been absent from work. The purpose of a return to work meeting is to understand the reason for the employee’s absence, identify whether it is an ongoing issue, and determine if there is any support the employer can provide.

Return to work interviews also allow employers to identify patterns of employee absence and determine whether the employee has triggered the company’s absence management policy. These meetings are usually conducted by HR professionals or, in the absence of an HR consultant, by a line manager. There are many benefits to conducting effective return to work interviews.

Reduce Absenteeism

When employees know they will need to answer to someone after an absence, they are less likely to be absent.  Return to work interviews can act as a deterrent for being absent from work, as well as reducing absenteeism through discussions to help improve the employee’s sickness record.

Duty of Care and Employee Wellbeing

A return to work interview provides an opportunity to discuss an employee’s health and wellbeing, including both physical and mental health. Employers can demonstrate their duty of care by identifying reasonable adjustments or support measures that help employees return to work safely and productively.

Enhance Employee Relationships

Conducting return to work interviews on a one-to-one basis shows employees that they are valued. Taking the time to ask about wellbeing and listen to concerns helps build trust, strengthen working relationships, and create a supportive and open working environment. They will feel like there is a safe place for them to open up.

Questions to Ask During a Return to Work Interview

A return to work interview should be a supportive and professional discussion—not an interrogation. The goal is to understand the absence and support the employee’s successful return to work. Common return to work interview questions include:

• What was the reason for your absence?
  
  
• Are you fit and ready to return to work?
  
  
• Have you spoken to a doctor or medical professional?
  
  
• Do you require any workplace adjustments or support?
  
  

If an employee has triggered the absence policy or there is a clear pattern of absence (for example, frequent absences on Mondays), the return to work interview provides an opportunity to explore this sensitively. For example:

• You have triggered the absence policy, and further absence may lead to formal action. Is there anything we should be aware of or support you with?
  
  
• We’ve noticed a pattern of absence on Mondays—can you help us understand if there’s an underlying issue?

At Inspired CVs, we support employers with return to work interviews, absence management, and ongoing HR advice and support. Contact us today to find out more or book time with an HR consultant to ensure your return to work processes are fair, compliant, and effective.

Whether you are making the transition from employee to manager or becoming a manager in a new company, stepping into a first-time manager role can be extremely challenging. With over 67% of UK workers considering quitting their job due to poor management, it is more important than ever for managers to engage with their teams and build strong working relationships.

One of the main challenges in management is the lack of manager training. Many new managers are promoted without receiving the leadership skills needed to manage people effectively, or they may be accustomed to a workplace culture that differs from their new role. Developing the right management and leadership skills is essential for long-term success. Below are some key tips to help you succeed as a first-time manager.

Understand Your Team

Successful management is built on strong relationships, trust, and effective communication. Taking the time to understand your team’s skills, strengths, and development areas will help you become a better leader. Rather than asking personal questions, focus on learning about each team member’s skillset, career goals, and professional needs. This approach supports employee engagement and helps build a productive, motivated team.

Define the Role and Expectations

One of the most common mistakes new managers make is failing to clearly define roles and expectations. For effective team management, employees need structured onboarding, training, and clarity around performance expectations. Allow a 4–6 week training and induction period, and remember that individuals learn at different rates. Clear communication and tailored training help improve productivity and confidence.

Provide Autonomy

Micromanagement can quickly damage morale and trust. Effective managers provide guidance and support while allowing employees the autonomy to do their jobs. Granting autonomy demonstrates trust, encourages accountability, and helps create a positive workplace culture. Employees who feel trusted are more engaged and perform better.

Respond Quickly and Communicate Clearly

Strong leadership requires timely communication. Whether handling holiday requests, workplace concerns, or conflict resolution, responding quickly shows you genuinely care. Delayed responses can cause unrest and frustration.

Delegate Tasks Effectively

Managers are not usually responsible for day to day tasks, the role is more strategic.

Managers are generally responsible for ensuring that deadlines are achieved, managing productivity and making improvements to the team. Some managers find it very difficult to delegate tasks as they may find it difficult to let go, particularly if they have been promoted to a management role within the same company. Delegation is key for a successful manager.

Offer Flexibility in the Workplace

You get what you give in every walk of life, and the same applies to being a manager. If you want employees to be flexible with you, you need to be prepared to offer the same back. Flexibility makes the workplace feel more relaxed, and a relaxed environment can bring out the best in employees. Employee satisfaction and retention can be improved by offering flexibility.

If you are applying for a management role or seeking a promotion, having a professional CV is essential. At Inspired CVs, we provide expert CV writing services to help you stand out in competitive job markets. Order your professional CV today or contact us to find out more about our CV writing and career support services.

Starting a new role can feel daunting. You might not know anyone, and there’s always a settling-in period as you adjust to your responsibilities. While it’s not essential to become best friends with all your colleagues, building good relationships in the workplace is crucial. Positive workplace relationships can help you succeed in your role, maintain a strong company culture, and increase overall productivity. Here are some practical tips for building good relationships at work.

Fit into the Workplace Culture

When starting a new job, it’s important to observe and adapt to the existing company culture. For example, if you join a laid-back company where casual banter is common, trying to impose a formal culture can create tension. While workplace improvements are possible, your initial focus should be on fitting into the culture rather than changing it—unless your role specifically involves organisational change.

Build Trust and Reliability

Being reliable and trustworthy is key to forming strong workplace relationships. Attend work consistently, meet deadlines, and follow through on commitments. Colleagues value dependable team members, and trust forms the foundation of professional relationships.

Be Personable and Engaging

Work conversations don’t always have to revolve around tasks and deadlines. Sharing light topics, like hobbies, TV shows, or other interests, can help you connect with colleagues. Avoid potentially divisive topics like politics, religion, or sports rivalries until you get to know your coworkers better. Don’t engage in office politics. Being personable helps foster rapport and a positive work environment.

Maintain a Positive Attitude

A friendly and positive attitude goes a long way in building good workplace relationships. Everyone has challenging days, but consistently displaying optimism and professionalism will make you approachable and well-liked by your team.

Offer Support to Colleagues

Simple acts of support can make a big difference. Offering to help with tasks, taking extra calls during busy periods, or staying a little later when deadlines loom demonstrates teamwork. Supporting colleagues not only helps the business but also strengthens your professional relationships.

At Inspired CVs, we provide professional HR support to help you thrive in your role. Whether you need advice on workplace relationships or assistance with HR tasks, our team is here to help. We also offer professional CV writing services, including traditional and graphic CVs tailored to your career goals. Contact us today to learn more or order your CV online.

The interview question “tell me about yourself” is common in job interviews. As an interviewee, you would reasonably expect this question to relate to your professional background, work experience, and suitability for the role. However, when employers use this question to uncover personal information, it can be inappropriate and problematic.

While it may seem like a friendly way to get to know a candidate, a job interview is not the right time or place to explore someone’s personal life. Below are key reasons why employers should avoid asking personal questions during job interviews.

1. Personal Interview Questions Can Create Discomfort

Candidates attend interviews to secure employment—not to discuss their personal lives. Many people value their privacy, and unexpected personal questions can cause discomfort or confusion. Even when asked with good intentions, such questions may lead candidates to wonder why the information is being requested, potentially creating distrust and anxiety during the interview process.

2. Personal Questions Increase the Risk of Bias in Hiring

Asking personal questions can introduce conscious or unconscious bias into recruitment decisions. Interviewers may feel more positively toward candidates who share similar interests, values, or lifestyles.

For example, discovering that a candidate supports a rival sports team or holds different personal beliefs could unfairly influence hiring decisions—despite having no relevance to job performance.

3. Sensitivity Around Personal Topics in Interviews

There are many sensitive reasons why candidates may not wish to discuss their personal circumstances. Questions about marital status, children, or family plans can be emotionally charged and intrusive.

For instance, asking if someone has children when they are unable to, or asking about relationship status when they are unhappy with their situation, can leave a negative impression and discourage talented candidates from wanting to work for your organisation.

4. Personal Life Is Irrelevant to Job Performance

A candidate’s personal life has no bearing on their ability to perform a job. Job interviews should focus solely on:

• Skills and qualifications
  
  
• Relevant experience
  
  
• Competency and cultural fit (in a professional sense)
  
  

What someone does outside of work is irrelevant and should not factor into hiring decisions.

5. Risk of Discrimination Claims in Job Interviews

Employers can expose themselves to legal and discrimination risks by asking personal questions during interviews. Topics such as:

• Marital status
  
  
• Children or pregnancy
  
  
• Religion
  
  
• Age or family background
  
  

may be protected under employment and equality laws. If a candidate feels these questions influenced a hiring decision, employers could face serious legal consequences.

A key question would be: Why was this personal information needed in the first place?

6. Maintaining Professionalism in the Interview Process

A job interview should remain a professional conversation. Crossing the boundary into personal matters can appear unprofessional and inappropriate. Employers will have opportunities to get to know employees once they are hired—not during the interview stage.

Final Thoughts: Best Interview Practices for Employers

To ensure fair, inclusive, and effective hiring:

• Focus on job-related questions
  
  
• Avoid personal or intrusive topics
  
  
• Create a comfortable, professional interview environment
  
  

By doing so, employers not only protect themselves legally but also improve the candidate experience and attract top talent.

At Inspired CVs, we offer professional interview workshops designed to help managers conduct effective, structured interviews while ensuring candidates feel comfortable and engaged throughout the interview process. Our interview training helps organisations get the most value from every interview. Contact Inspired CVs today to learn more about our interview workshops.

Do you ever find yourself looking around at other successful people, feeling like you are putting in all the hard graft without achieving the same? It is common to feel that you are the only one stuck in a rut, but these feelings are not unusual. However, if you want to strive for real success, career growth, and long-term personal development, there are some actions you can take to boost your productivity and mindset.

Get up Early

You’ll hear many stories from successful people about how they get up at 5am, have a smoothie, go to the gym and journal—all before they start their day. Although this high-performance morning routine might work for some people, for most it is far from reality. It is, however, important to get up early, as sleeping in can leave you feeling sluggish and demotivated. Establishing a productive morning routine is a proven strategy for increasing motivation, success, and overall career progression.

There are, of course, exceptions to this—such as people working overtime or those who naturally work better at night. You need to find the most productive way to work for your lifestyle. For many people, rising with the sunshine and getting the most out of the day helps support both mental well-being and career success.

Spend Wisely

Most highly successful people watch what they spend. They won’t go beyond their means, which allows them to stay financially secure. They are careful with money and know the best ways to maximise every penny—such as investing their money wisely and planning for long-term financial stability. Smart money management is a crucial habit for success and career development.

Consistency

True success comes from staying consistent, whether in your work, habits, or personal goals. Think about it: if you exercise once a week, you will get some benefits, but these will be minimal. If you train your body three or four times a week and do it consistently, you will eventually notice a big difference.

The same applies to your career. When you commit to your job, skill development, or your business and put in the effort daily, it will eventually add up. Consistency in work ethic, productivity, and goal setting is one of the most powerful success strategies.

Reading and Learning

Successful people always strive to learn. They read often, take courses, and absorb as much information as possible. They ask questions, seek feedback, and stay open to personal and professional development. Continuous learning and upskilling are key components of long-term career advancement and personal success.

Positive Attitude

It is easy to fall into a negative mindset, especially when you are trying to achieve something and your efforts don’t seem to be working. However, to be successful, you need to remain positive even when facing setbacks. A positive mindset helps you find solutions when challenges arise, rather than getting stuck in frustration or self-doubt. Maintaining a resilient, success-focused attitude can significantly improve your productivity, confidence, and career opportunities.

If you are looking to grow your career, we can help by providing you with a professional CV designed to help you land your next interview. Order your CV directly and we will give you a call, or contact us to learn more about our CV writing services, career support, and job search guidance.

Office politics can make the workplace difficult to navigate at times. They can lead to a toxic workplace, unnecessary drama and tension, and a culture that feels more competitive than collaborative. Most people come to work simply to do their job and get paid, while others may rely heavily on their work environment for social connection—making workplace politics even more intense. Navigating office politics can be challenging, but there are effective ways to do it.

What are Office Politics?

Office politics often carry negative connotations. When you hear the phrase, you might think of favouritism, toxic behaviour, manipulation, or people stepping on each other to progress their careers. However, office politics can be either positive or negative depending on the environment and how you choose to navigate workplace dynamics. Understanding the power dynamics at work is the first step in protecting your professional reputation.

Build Good Relationships

It’s important to build healthy, professional relationships with colleagues while still maintaining appropriate boundaries. You can easily get swept up in negative office politics without even realising it. Instead of choosing sides or forming cliques, aim to create positive, respectful relationships throughout the organisation. This doesn’t mean you need to be close friends with everyone, but staying neutral is often the best strategy when dealing with workplace drama.

Ignore Gossip

Gossip spreads quickly in most workplaces, and it’s one of the biggest contributors to a toxic work environment. While open communication is healthy, getting involved in gossip can harm your reputation and pull you deeper into unnecessary conflict. Some colleagues may try to draw you into negative conversations, but it’s important to stay professional. Avoiding gossip is a powerful strategy for navigating office politics with integrity.

Positive Communication

Positive office politics can encourage open dialogue, healthy debate, and the sharing of new ideas. But in workplaces where negative politics dominate, it can be tempting to withdraw and simply keep your head down. No matter what is happening around you, it’s important to maintain your voice and share your ideas. Strong communication skills help you stay visible for the right reasons and contribute to a healthier workplace culture.

Focus on Work

While relationship-building is important, your primary focus should always be your performance. Keeping your personal life private and prioritising your daily responsibilities will protect you from unnecessary workplace drama. If you want to advance your career, your work performance, reliability, and professionalism matter far more than participating in office politics.

At Inspired CVs, we can provide general HR advice to employers and employees. We also offer a professional CV writing service, tailored to suit your career goals and fully ATS-compliant. Contact us to find out more or order your CV directly.

When employees are engaged in the workplace, they are more likely to have good attendance levels, increased motivation, and higher workplace productivity. When employees become disengaged, they are more inclined to call in sick and, when they do attend work, may display negativity and low production levels. Employee engagement is vital for a happy workforce, strong company culture, and the overall success of a business. Unfortunately, global employee engagement is declining, with the number reaching just 21% in 2024, marking only the second drop in employee engagement in the past 12 years.

The Importance of Employee Engagement

Employees are the backbone of every organisation, and for a business to be successful, the workforce must be engaged and motivated. An engaged employee is more productive, provides better customer service, and is passionate about the success of the business. Disengaged employees, however, often feel disconnected and indifferent—something that can significantly harm business performance. Below are several reasons why improving employee engagement is essential.

Increase Employee Retention

When employees are engaged and happy in the workplace, they are less likely to leave. Low engagement often results in employees dreading the workday, increasing turnover. If your organisation is experiencing low employee retention, it may be time to assess your current HR engagement strategies and find ways to better connect with your employees.

Fresh Ideas

Businesses benefit significantly from an engaged workforce. Engaged employees care about the business and want it to succeed, making them more likely to contribute innovative ideas and fresh perspectives. This kind of proactive behaviour helps drive continuous improvement and supports business growth.

Simple and Affordable Ways to Boost Employee Engagement

While there are many employee incentive programs that employers can introduce, not all are affordable—especially for smaller businesses. Luckily, there are simple, low-cost employee engagement strategies that can still make a big impact.

Employee of the Month

Some employees consistently go above and beyond but may not feel valued if their efforts go unrecognised. Recognition doesn’t always require financial rewards—often, a simple acknowledgment of their contribution can significantly boost employee motivation and engagement.

A peer-nominated Employee of the Month programme can highlight top talent, strengthen company culture, and improve both engagement and retention. This can be as simple as presenting a framed certificate or offering a small gift card.

Work Anniversaries

Recognising work anniversaries—such as 5 or 10 years of service—helps employees feel appreciated and valued. You don’t need elaborate gifts; even a thoughtful card or small gesture can reinforce a positive employee experience and build long-term loyalty.

Communication

Effective communication is essential for improving employee engagement. Employees should always have someone—whether a manager or HR representative—they feel comfortable approaching with concerns, ideas, or feedback. Clear communication channels help build trust and promote a supportive workplace culture.

Learning and Development

Offering learning and development opportunities is a powerful way to increase employee engagement. Providing training, mentorship, and clear career progression pathways helps employees feel supported in their career growth. This not only boosts motivation but also improves retention.

Team Building

Although some people may cringe at the thought of team-building activities, they can play an important role in strengthening workplace relationships. Team building doesn’t need to involve elaborate games—it can be as simple as organising a team lunch, breakfast, or coffee break. These small interactions help create stronger teams and foster a positive work environment.

At Inspired CVs, we provide expert CV writing services for candidates in every industry, anywhere in the world. If you're looking for a new job, exploring a career change, or currently unemployed, our professional CV writers can help you stand out and secure more interviews. Contact us today and start your journey toward a stronger career and better job opportunities, or order your CV here.

Many candidates get stuck when they start writing their CV and aren’t sure how to avoid using the same action verbs repeatedly. Words like assisted and managed are often overused and don’t make the most impact.

Using the right action verbs on your CV helps demonstrate your achievements and gives your application a stronger, more professional tone. It’s important to consider the job description and the company culture you’re applying to — this helps you choose verbs that reflect the right skills and attitude.

Here are some powerful action verbs for CVs that can make your application stand out to recruiters.

Achieved

Use the action verb “achieved” to highlight measurable accomplishments in your role. For example:

“Achieved employee of the month on six occasions” or “Achieved a 50% increase in online sales through a targeted marketing campaign.”

Whenever possible, quantify your results — it gives your CV credibility and shows you deliver tangible outcomes.

Negotiated

Many roles require strong negotiation skills, whether you’re managing contracts, client relationships, or internal policies.

For example:

“Negotiated contract terms with new suppliers to secure cost savings and long-term value.”

Using negotiated as a CV keyword demonstrates communication skills, confidence, and emotional intelligence — all traits that employers value.

Improved

Employers are drawn to people who can identify problems and make improvements. Using “improved” on your CV shows initiative and forward-thinking.

For example:

“Improved employee retention by introducing a new staff incentive program.”

This action verb signals that you are proactive and results-driven — something every hiring manager wants to see.

Translated

If you have language skills or have worked in international contexts, translated is a valuable verb to include.

For example:

“Translated marketing materials from English to French, helping expand our services to new markets.”

This demonstrates versatility and cross-cultural communication skills — highly desirable in today’s global job market.

Implemented

If your role involves project management, leadership, or change management, “implemented” is a strong choice.

For example:

“Implemented a new customer relationship management (CRM) system to streamline client interactions and boost efficiency.”

It suggests confidence, innovation, and the ability to deliver results — all of which enhance your professional image.

If you want to ensure your CV uses the right language and structure, we can help. At Inspired CVs, we offer professional CV writing services — including graphically designed and traditional CVs — tailored to your career goals.

Contact us today or order your new CV here, and we’ll arrange a consultation to discuss your needs in more detail.