by hrpro.be Summer is a time when many employees look forward to stepping away, recharging, and returning refreshed. But too often, organizational practices undermine this potential: the flood of emails doesn’t stop, laptops travel along in suitcases, and employees feel guilty for being unavailable. If we’re serious about well-being and sustainable performance, we need to treat summer holidays for what they are: essential recovery moments. Here’s what organizations can do to make the summer a real success—for both their people and the organization itself. 1. Respect holidays as essential recovery time Time off isn’t a luxury—it’s a necessity. Organizations should recognize that everyone, at every level, needs moments of disconnection to recover energy and perspective. 2. Allow people to take their holidays, without friction Planning should not be an obstacle course. Make it easy to take days off and ensure holiday planning happens early, in consultation with teams, so individual needs

Gert Verlinden Toon meer hashtag#leiderschap." Maar… wat ís dat eigenlijk? Ik las een sterk artikel in MT/Sprout over het leiderschapsvraagstuk waar Dominique Haijtema al twintig jaar onderzoek naar doet. Ze sprak tientallen denkers en leiders, en dat leverde verrassende inzichten op. Drie die mij bijbleven: 🔹 Echt luisteren is zeldzaam, maar essentieel – Simon Sinek stelt dat de grootste conflicten ontstaan door een gebrek aan interesse in de ander. Leiderschap begint bij hashtag#luisteren, niet bij overtuigen. 🔹 Te veel zelfvertrouwen is geen kwaliteit – Adam Grant waarschuwt voor het narcisme dat zich soms vermomt als leiderschap. Niet de luidste, maar de nieuwsgierigste leider maakt het verschil. 🔹 Verantwoordelijkheid nemen is niet optioneel – Rosabeth Moss Kanter wijst op het gevaar van leiders die zich terugtrekken op hun eigen ‘terrein’ en hashtag#verantwoordelijkheid ontwijken. Goed leiderschap is collectief denken, niet eigendomsdenken.. 📖 Het artikel geeft geen simpele d

Masterclass Evidence-Based HR: een dag die blijft hangen Sommige dagen blijven nazinderen. De HRPro Masterclass rond Evidence-Based HR in Brussel was er zo een. Toepasselijk vond de dag plaats op International HR Day. Vijftig HR-professionals verzamelden zich. Allemaal deel van een groep die stilaan groeit: mensen die willen begrijpen hoe je evidence-based werken in HR kunt toepassen in de praktijk. En als kers op de taart waren twee van mijn persoonlijke helden aanwezig: Denise Rousseau en Eric Barends, internationale voortrekkers van deze aanpak. De dag stond helemaal in het teken van de praktijk: hoe pas je dit nu toe? Deze allereerste editie werd mogelijk gemaakt dankzij HRPro, Beam, CEBMa, KU Leuven, Otolith Consulting en #ZigZagHR. Hoe begin je met evidence-based HR? Denise Rousseau (Carnegie Mellon University, CEBMa) en Eric Barends (CEBMa) namen ons mee in de essentie. Stap één: pauzeer even. Wat is nu eigenlijk het probleem dat je probeert op te lossen? Daarna: · Werk met vers

by David Ducheyne Burnout is no longer a problem limited to overworked managers or exhausted healthcare workers. Increasingly, it affects young people—students, starters, young professionals. And that should worry us. In our society, young people are expected to develop into agile, resilient, and successful individuals. But in reality, many feel like they are drowning in demands they have no control over. The numbers, the stories, the silences speak volumes. The causes are now well known. Chronic stress and an excessive workload—often reinforced by performance pressure at school or work—make life unbearable for many. Young people are expected to excel, yet are given too little space to make mistakes or progress at their own pace. They are pulled into a world that is not yet theirs, and their performance is judged by the high standards of those who came before them. They are also increasingly competing with artificial intelligence that takes over simpler tasks—exactly the kind that used

By David Ducheyne Is HR truly a profession? If we go by the definitions from Oxford, Cambridge, or Merriam-Webster, a profession involves a specialized body of knowledge, formal training, ethical standards, and a commitment to long-term learning. Yet, when it comes to HR, this identity is not always clearly claimed — or recognized. The Challenge: Trustworthiness in HR Human Resources has long been questioned for its credibility. Is HR seen as competent, loyal to its stakeholders, and guided by integrity? If not, why? The issue runs deeper than reputation management. It is rooted in the norms, expectations, and standards we set for those who enter and practice in the field. Too often, HR operates in an environment where fads, fashions, and unverified theories flourish. Popular but untested practices are embraced simply because they are widely adopted, attractively packaged, or seemingly aligned with company culture. In doing so, HR risks trading professional rigour for perceived relevan

🌍 Get Ready for International HR Week! From May 20 to May 24, we’re celebrating the power, progress, and potential of the HR profession – across borders, generations, and ideas. Join us for a week packed with inspiration, connection, and development during International HR Week. 📅 Here’s what’s happening: 🎓 May 19 - Launch of the EAPM Webinar on "Leading Change in a Dynamic World". Mo Gawdat and Margareta Nikolovska talk about how to lead change. This highly interactive webinar is a must-see for every HR professional. Check it out on https://www.eapm.org. 🎓 May 19 - Groupe Epsilon Intervision with young professionals The L&D association gathers a group of hr professionals on the topic of onboarding of junior people in the organization. Check out Epsilon here. 🎓 May 20 –Master Class Evidence-Based HR We continue with insight and impact. Join leading experts and forward-thinking professionals for a full-day conference dedicated to evidence-based HR. Discover how data, science, and p