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.

It is thought that recruiters spend only seconds assessing a CV. You may think that this means you don’t need to make an effort with your CV, but the opposite is actually true. The fact that recruiters don’t generally pour over a CV for hours means that you can’t afford to make mistakes. Recruiters are busy, and with piles of CVs to go through, you have merely seconds to make a great impression.

As a professional CV writing service, we’ve seen many small but costly errors. Here are some common CV mistakes that could cost you an interview — and how to fix them.

Spelling and Grammatical Errors

Spelling and grammatical errors give the impression of a lack of professionalism and carelessness — a major red flag for recruiters. Your CV is a key professional document, so you should take time and care over it. Make sure you proofread your CV carefully before applying for any job. It’s even better to ask a trusted friend or a professional CV writer to review it.

Including Irrelevant Details

The recruiter doesn’t need to know how many children you have or your dog’s name — so leave these out. Irrelevant information on your CV can make you appear unfocused or unprofessional. Keep your CV concise, highlighting only skills, experience, and achievements relevant to the role.

Ignoring Keywords

Many organisations now use an Applicant Tracking System (ATS) to filter applications automatically. If your CV doesn’t include the right keywords, it may be rejected before a human even sees it.

To avoid this, use keywords from the job description — especially job titles, software tools, and core skills. For example, if PowerPoint or Excel is listed as an essential requirement, make sure it appears naturally in your CV.

Submitting a Generic CV

If you’re applying for multiple jobs, it can be tempting to send the same CV to every employer. However, a one-size-fits-all CV rarely works. Tailor your CV for each application by aligning your experience and achievements with the specific requirements of the role.

For instance, if you’re applying for marketing roles but your CV focuses heavily on sales, it may not appeal to hiring managers, and therefore, you may not reach the interview stage. A targeted CV always performs better than a generic one.

Job Hopping Without Explanation

Recruiters look for reliability and commitment. If your CV shows frequent job changes without explanation, it can raise concerns.

Be transparent — if you worked in short-term contracts, temporary roles, or were affected by redundancies, include this context on your CV. Recruiters won’t always follow up to ask for details, so it’s important to explain short tenures clearly.

At Inspired CVs, we provide professionally written and graphically designed CVs tailored to your individual career goals. Whether you’re applying for your first job or aiming for an executive role, we’ll help you create a standout CV that gets results.

Contact us today to learn more about our CV writing services, or order your new CV directly here.

Interviews can be a daunting experience, and according to Hays, the recruitment agency, more than 51% of working professionals have had a negative experience during the interview process. This poor candidate experience has turned almost half of candidates away from potential employers. If you want to attract top talent, the only way to get the best out of the interview is to make it as enjoyable and positive as possible. Below are some effective interview tips for employers to help you conduct interviews candidates genuinely enjoy.

Comfortable Setting

A hostile environment creates apprehension from the start, which is why it is crucial to create a comfortable interview setting. Smile when the candidate enters, offer a coffee or water, and don’t be afraid to use a touch of humour. Building rapport during interviews helps candidates relax and perform better.

For virtual interviews, encourage the candidate to get comfortable and clearly set out the interview agenda so they know what to expect. Whether the interview involves competency-based questions or a more relaxed discussion, clarity helps create a better candidate journey.

Conversational

Whether competency-based or informal, the interview should feel like a conversation. Many people assume that interviews are designed solely for candidates to impress employers. However, modern recruitment best practices show that interviewers must also impress candidates to strengthen their employer brand.

Treat the process like a two-way conversation instead of an interrogation. You can still ask structured questions while keeping the discussion flexible and natural. After the initial question, follow up with prompts to learn more about the candidate. Candidates are more honest and confident when the interview feels conversational—which ultimately helps you make better hiring decisions.

Personalise the Process

Candidates often feel like they are just another number during the hiring process, so personalisation is key. Highlight what you liked about their CV, mention what stood out, and explain why they were shortlisted. These small actions build trust and deliver a more positive candidate engagement experience.

Take it Slowly

Even well-prepared candidates don’t know what questions they’ll face, so take your time. Allow them space to think and form their responses. If they struggle, offer supportive prompts or smoothly transition to the next question. Remember, nerves can easily impact performance. A patient, supportive interviewer helps create a positive interview experience, leading to stronger, more accurate assessments.

At Inspired CVs, we create professionally designed CVs to help you land more interviews. Our UK-based writers will consult with you to understand your goals and craft a standout CV that captures the attention of recruiters and hiring managers. Contact us today or order your CV here.

High performing employees make up around 21% of the workplace, according to a report by the Talent Strategy Group. A high performing employee will go above and beyond your expectations. They will digest information quickly, take ownership of their role and will strive for continuous development. This doesn’t mean they need to be the loudest voice in the room or the person that talks to their colleagues the most. A high performing employee can be someone who simply gets on with their job and does it to the very best of their ability. It is important for employers to notice high performing employees and take steps to nurture them as part of their talent management and employee development strategy.

Identifying High Performing Employees

The most important initial step is to look out for signs of high performing employees. Once you identify these, you can take the actions needed to develop them and boost workplace productivity. Some signs that an employee is high performing include:

• Hit the ground running – high performing employees will be able to get on with their jobs as soon as they have the necessary training. They won’t need continuous hand holding or someone to look over them. High performing employees will take the relevant knowledge required for the role and they will take ownership. This shows strong self-management skills and role accountability.
  
  
• Make improvements – a high performing employee won’t just do their job; they will also offer ideas on where improvements can be made to benefit the business. This proactive behaviour supports continuous improvement and innovation at work.
  
  
• Positive attitude – a strong employee will be good to be around and will bring positivity to their colleagues, contributing to higher employee engagement and a healthier workplace culture.
  
  
• Reliable and trustworthy – high performing employees will have a strong work ethic. You can rely on them to turn up for work and trust them with responsible tasks, such as opening the office in the morning. These traits are essential for team performance and leadership potential.
  
  
• Emotional maturity – a strong leader within the organisation will show emotional maturity. This includes handling feedback in a positive way and learning from it. Emotional intelligence is a key component of strong leadership skills.

How to Manage High Performing Employees

Retaining and developing high performing employees should be a priority for businesses. When a high performing employee is identified, consider the following performance management strategies:

• Pay and Benefits – make sure your high performing employees are paid the market rate and receive incremental pay rises based on their performance. Competitive rewards help with talent retention.
  
  
• Autonomy – trust is earned, and if you have a trustworthy employee, make sure you reflect this in the autonomy you offer them in their role. Empowering high performers supports stronger employee motivation. The last thing they will want is to be micro-managed.
  
  
• Set Goals – a high performing employee will start to look elsewhere if they don’t feel there is any growth within the business. Make sure you set goals with your employee and plan for their future career expectations as part of effective career development planning.

Turn Employee into High Performing Employee

Although it is important to nurture a high performing employee, this should not be to the detriment of other workers. It should be done in an inclusive manner, and used to recognise efforts rather than to punish others. Every employee should be given an equal opportunity to thrive in their role. With the right employee training, support, and development, many employees can become high performing employees over time.

At Inspired CVs, we offer workshops for employees to help them grow within their role, supporting their professional development and boosting their chances of becoming high performers. You can find out more here. We also provide professional CVs to support the needs of candidates.

The True Cost of Hiring a New Employee in the UK

The average cost of hiring a new employee in the UK is around £3,000, but this can be much higher if you use recruitment agencies in the UK, many of whom charge up to 35% of the employee’s salary. This means that for a salary of £50,000, you could be paying out more than £17,000 in recruitment costs, and that doesn’t include the hidden costs of lost time, interviews, training, or the onboarding process. With the cost of a bad hire being so significant, it’s crucial to avoid common hiring mistakes and make the right hiring decision the first time. Below are some of the most frequent recruitment mistakes employers make.

Rushing the Recruitment Process

When a business is in desperate need of a new hire, it’s easy to rush the recruitment process. With up to 86% of UK job seekers failing to attend interviews—often without notifying the employer—many companies struggle to get candidates through the door. This high interview no-show rate often increases pressure on hiring managers, leading to rushed decisions, poor candidate screening, and ultimately, costly hiring mistakes. Hiring too quickly can lead to selecting someone who isn’t the right fit or lacks the skills needed for the role, adding to the overall cost of replacing an employee.

Running an Inefficient Interview Process

An inefficient interview process is another major reason companies end up with the wrong candidate. A well-structured, effective interview process should include planned interview questions, consistency between interviewers, and trained hiring managers who know how to evaluate candidates objectively. Without a structured interview, employers risk asking irrelevant questions or failing to gather the information needed to make a confident hiring decision. Inefficient interviews increase the likelihood of bad hires, prolong the hiring cycle, and inflate overall UK recruitment costs.

Allowing Unconscious Bias to Influence Hiring

Unconscious bias in hiring is extremely common. Many people naturally gravitate toward candidates who are similar to themselves. When hiring managers recruit based on familiarity rather than qualifications, it leads to poor decision-making and a lack of diversity in the workplace. This reduces innovation, affects team dynamics, and often means the most qualified person is overlooked. Reducing unconscious bias is essential for fair recruitment, improving diversity and inclusion, and preventing expensive recruitment mistakes.

Failing to Provide a Proper Onboarding Process

Even after hiring the right candidate, a poor onboarding process can undo all the hard work. Effective onboarding should include introductions to colleagues, a guided tour of the workplace, clarity around duties and expectations, and access to tools and resources necessary for success. Unfortunately, many employers overlook the importance of employee onboarding, which leads to early resignations and drives up the overall cost of hiring and training new employees. When onboarding is done poorly, employee turnover is high, the cycle starts all over again—with additional time, money, and productivity lost.

At Inspired CVs, we provide tailored guidance and professional support for both employers and employees. Our services include expert HR and recruitment advice, as well as professionally written, customised CVs designed to highlight your strengths and improve hiring outcomes.

Whether you’re looking to enhance your recruitment process or strengthen your career prospects, our team is here to help. Contact us today, or place your order directly, to get personalised support from industry professionals.

When employees raise concerns in the workplace, it’s essential for employers to take these issues seriously and handle them through a clear and fair grievance procedure. Managing employee grievances professionally not only helps resolve disputes quickly but also strengthens trust and improves overall employee relations.

This guide outlines the types of workplace grievances, how to manage a formal grievance from start to finish, and the key steps you should follow as an employer or HR professional.

✅ Why Having a Grievance Procedure Matters

A documented grievance policy ensures that employees understand how to raise concerns formally. It also protects employers by ensuring there is a fair and transparent process for handling workplace complaints, which can include issues related to:

• Discrimination or harassment
  
  

• Pay and benefits disputes
  
  

• Poor working conditions
  
  

• Unfair treatment
  
  

• Management behaviour
  
  

• Breakdowns in communication
  
  

When these issues go unaddressed, they can escalate, negatively affecting employee morale, productivity, and even increasing the risk of legal claims.

🛠️ Step 1: Encourage Informal Resolution First

Most employees will attempt to resolve concerns informally with their line manager. This is often the quickest and least confrontational way to handle workplace issues.

However, if the issue isn’t resolved or the employee feels they’re not being heard, they may escalate the matter and submit a formal grievance.

📝 Step 2: Submitting a Formal Grievance Letter

The first step in the formal grievance process is for the employee to submit a written grievance letter. This creates a record of the complaint and ensures that the matter is taken seriously.

📄 Example Grievance Letter Template (as recommended by ACAS):

[Today’s date]
Dear [Manager / HR Representative],

I am writing to raise a formal grievance.

I have a complaint regarding [briefly explain the issue].

[Optional] I have supporting evidence including [e.g., emails, messages, witness statements].

[Optional] I would like the following outcome: [state desired resolution].

Please let me know when we can meet to discuss this. I would also like to be accompanied at the meeting by [name].

Yours sincerely,
[Employee’s name]

🤝 Step 3: Holding the Grievance Meeting

Once the grievance letter is received, you should arrange a grievance meeting as soon as possible. This is an opportunity for the employee to present their case, explain their concerns in more detail, and provide any evidence they have.

💡 Best Practices for Grievance Meetings:

• Allow the employee to bring a colleague or trade union representative
  
  

• Maintain confidentiality throughout
  
  

• Keep detailed notes of the discussion
  
  

• Stay impartial and professional
  
  

• Be open to listening without interrupting
  
  

• Let the employee know when to expect a decision
  
  

If the employee has a disability, ensure that reasonable adjustments are made to accommodate their needs.

🔍 Step 4: Conducting a Grievance Investigation

After the grievance meeting, you should conduct a thorough and unbiased grievance investigation. This may include:

• Speaking with the employee’s manager or anyone named in the grievance
  
  

• Reviewing documents or communication relevant to the complaint
  
  

• Interviewing any witnesses
  
  

📌 Example:

If an employee raises a grievance about not receiving promised overtime pay, your investigation might involve:

• Speaking to the manager about the claim
  
  

• Reviewing timesheets and payroll records
  
  

• Checking for any written communications confirming the overtime agreement
  
  

🧾 Step 5: Making a Decision and Communicating the Outcome

Once the investigation is complete, use all available information to make a fair decision. Communicate the outcome to the employee in person (where possible), and follow up with a written grievance outcome letter.

Your letter should include:

• A summary of the grievance
  
  

• The investigation findings
  
  

• The outcome and any action to be taken
  
  

• The employee’s right to appeal the decision
  
  

📢 Step 6: Appeals Process

If the employee disagrees with the outcome, they have the right to appeal the grievance decision. Your grievance policy should clearly outline how and when appeals must be submitted, and a separate person should ideally handle the appeal to ensure impartiality.

📌 Key Takeaways for Employers

• Always take employee concerns seriously
  
  

• Encourage informal resolution first, but provide a clear formal grievance process
  
  

• Keep the process fair, transparent, and well-documented to avoid employment tribunals
  
  

• Maintain confidentiality and impartiality throughout
  
  

• Understand your obligations under employment law
  
  

🤝 Need Help Managing Grievances in Your Workplace?

At Inspired CVs, we provide expert HR support for employers, including guidance on grievance procedures, formal investigations, and employee relations. Whether you're responding to an employee complaint or updating your HR policies, our experienced team can help you navigate the process with confidence. We also provide professional CVs if you’re looking for your next move and CV and interview workshops.

📞 Contact us today for tailored HR advice, or explore our services for HR documentation, employee management, and workplace dispute resolution.