Syme Drummond Ltd

04/09/2026

How will the next generation of AI-native employees change your hiring strategy?

HRD Connect reports that the UK government’s review of children, technology, and AI points to changing workforce expectations. These changes will probably affect how companies hire, develop skills, and support employee wellbeing.

Young people joining the workforce will offer:

👉 Better digital skills and more experience with AI
👉 Greater demand for openness about how AI is used
👉 Fresh views on digital wellbeing and using technology responsibly

HR leaders can get ready by:

👉 Focusing on skills when preparing employees for the future
👉 Offering training in AI and critical thinking
👉 Supporting digital wellbeing and making sure employees feel safe

The review shows that growing up with digital technology is shaping the next generation of workers. Companies that adapt now will be better prepared for what’s ahead.

Read more here:

The UK's new AI consultation raises important questions about workforce readiness, digital wellbeing and the future skills employers will need.

02/09/2026

When did you last test your employee benefits against real-life challenges?

Thom Groot, writing for HRZone, points out a big problem: many benefits seem great on paper but let employees down when they really need help. One in five UK employers does not have clear goals for their benefits strategy, and most only think about retention and engagement when things are going well, not during tough times.

Divorce, serious illness, or losing a job are all common situations. If benefits do not help during these times, employees lose trust and feel less engaged. People remember when a benefit makes things harder instead of helping.

So what can you do? Review your benefits to see how they work during real-life events, not just by looking at cost or usage. Challenge your providers on contract details, make sure employees can actually use the benefits, and set goals that check how benefits perform when things get tough. Most importantly, ask yourself: who are these benefits really for?

Do your benefits really support employees when it matters most?

When did your benefits last get tested against real life? Thom Groot argues that for most HR teams, the honest answer is never, and that the gap between what your benefits promise and what they deliver under pressure is probably wider than you realise.

28/08/2026

Which skills will help your team stand out as AI handles more work?

On the HRchat Podcast, Dr Mary Collins says that human skills are now essential for business. Social intelligence, emotional intelligence, empathy, and adaptability are must-haves. These skills build trust, support teamwork, and shape company culture.

AI can make work more efficient, but it cannot replace real human connection. Leaders should focus on these skills to create healthy workplaces.

Mary points out three important skills for handling uncertainty: self-awareness, cognitive empathy, and adaptability. These help leaders stay steady and respond well as things change quickly.

Listen to the full podcast here:

https://hr-gazette.com/dr-mary-collins-gen-z-employees-and-mental-health/

26/08/2026

How will HR change as AI becomes a regular part of our daily work?

According to McKinsey's latest HR Monitor 2026 report, organisations are starting to change how they handle workforce planning, hiring, employee development, and people management.

Here are a few key findings:

• Just 11% of organisations are planning for the long term, even though there is more demand for AI skills and people-focused abilities.

• Hiring outcomes have improved, but many employers are still dealing with high application volumes and lengthy recruitment processes.

• Almost a quarter of employees say they have not taken any training, and many get feedback only once a year or less.

• Pay, work-life balance, and job security are still the main reasons people choose to stay in their jobs.

• More organisations are trying out AI, but most are still testing it instead of using it widely.

The report shows that while HR leaders and business decision-makers see changes coming, many have not yet set up the right systems to deal with them.

This McKinsey & Company report offers useful insights into how HR might need to adapt in the next few years.

Which of these findings do you think will have the biggest impact on organisations in Scotland?

https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/hr-monitor

24/08/2026

Are you giving enough support to the people who look after everyone else?

Recent research by Dr Jo Burrell in HRZone shows that HR professionals are still struggling with mental health issues. Many face burnout, anxiety, and depression, and 38% are thinking about leaving their jobs. Still, just 13% feel they get enough support at work.

HR teams handle stressful situations every day, like layoffs and resolving conflicts. But their own wellbeing is often overlooked. The data makes it clear: when HR gets better support, stress goes down, people take fewer sick days, and more staff stay in their jobs.

The message is simple: supporting HR is not optional. It is essential for a resilient organisation.

What is your business doing to support its HR team? Let us know what works for you.

Jo Burrell and Felicity Baker unpack the findings of Ultimate Resilience’s 2026 HR Mental Wellbeing Report.

21/08/2026

What if AI could do more than boost productivity in your workplace?

Bruce Martin from HRD Connect says AI is changing workplace wellbeing by taking over repetitive tasks and helping employees in demanding jobs.

In fields such as tax and finance, AI can help in several ways:

* It can handle data entry and routine checks, giving people more time to focus on important projects.
* AI can also serve as a digital partner for sharing ideas and solving problems.
* It gives instant feedback, which can help employees feel more confident in their work.

However, technology by itself is not enough. Companies need to balance AI with other important factors, such as:

* Creating a culture where people can talk openly about their workload
* Setting realistic expectations about when employees need to be available
* Offering chances for people to connect and work together

The goal is to use AI to create space for meaningful work, not to demand more output. When implemented thoughtfully, AI can help build engaged, resilient teams.

Bruce Martin, CEO at Tax Systems, explores how AI can reduce burnout, improve workplace wellbeing and help employees focus on more meaningful work.

19/08/2026

Do people now just accept workplace stress as a normal part of their jobs?

Emma Codd’s recent Deloitte article, published in Forbes, points out an interesting contrast.

Mental health scores for Gen Z and Millennial employees have improved since last year. Still, many say they often feel stressed, anxious, or burned out.

Some of the main causes are:

• Worries about money and long-term security
• Long hours at work
• Lack of recognition and reward
• Having too much work
• Digital fatigue from nonstop notifications and juggling different tools

The article also notes some progress. More employees now feel their organisations take mental health seriously, and trust in managers’ support has grown.

However, the message is clear.

Policies and wellbeing initiatives matter, but so does the way work is structured. Clear priorities, realistic workloads, strong communication, and a culture where people feel comfortable speaking up can all play a part.

For employers who want to attract and retain good people, supporting workplace wellbeing remains a key part of the overall employee experience.

What do you think has the biggest impact on reducing workplace stress?

Deloitte’s survey shows many report good mental health, but financial and work stress persist, highlighting the need for employers to design healthier work environments.

17/08/2026

How much extra work are your HR systems creating for employees?

Nikita Patil Brennan from TalentCulture points out a common issue: employees often turn down software not because of the product itself, but because it creates extra work. If systems don’t work well together, employees end up copying data, juggling logins, and filling in the gaps themselves.

The answer isn’t adding more features. It’s about having fewer handoffs, easier workflows, and using AI to take away steps instead of adding new ones. The main goal should be to make things easier, not just add more options.

Before investing in new technology, measure the employee effort required for key tasks. Consolidate systems where it removes steps, not just costs. Test adoption with actual users, not just HR staff.

How does your organisation ensure HR systems reduce effort rather than add to it? Share your approach.

The most effective HR systems, in my experience, are the ones that generate the fewest complaints. Read on to learn why.

14/08/2026

How can leaders motivate their teams when the future is unclear?

Alyson Meister, Nele Dael, and David Bach explain in Harvard Business Review that hope is more than wishful thinking. It connects what we do now to the future we want, even if the results are uncertain. Leaders who encourage hope often see their teams become more engaged, creative, and productive.

Hope can look different depending on the situation. Inflated hope means setting big goals without real plans, which can hurt trust. Empty hope gives no clear direction, so teams feel lost. Stabilising hope is about being realistic and taking small, practical steps forward. Mobilising hope mixes a strong vision with clear actions, helping teams make real progress.

The best leaders match their ambitions with what is possible. They base their vision on real situations, set goals people can reach, and explain how hard work leads to results.

What approaches have you found most helpful for keeping hope and momentum when things are uncertain?

Hope is not optimism or wishful thinking—it’s a goal-oriented motivational force that links present action to a desired future, even amid uncertainty. Leaders often fail to inspire hope effectively because they don’t recognize that hope varies depending on the level of aspiration articulated a...

12/08/2026

“Most organisations don’t have a clear, shared picture of what strong culture really looks like in action – or how to build it.”

What is it actually like for employees inside a top-rated workplace?

Recent research from Make It Human looked at 4,000 employee reviews. The findings show that even top-rated organisations face problems like unclear roles, slow decision-making, and unfair treatment. These challenges can cause stress and disrupt work, even if people enjoy their jobs and have good relationships.

The best workplaces focus on clear communication, psychological safety, and opportunities for growth. Their leaders work to shape the culture and make it a key part of their success.

Sarah McLellan, who founded Make It Human, created the HABIT System to help leaders turn culture ideas into real actions. This system gives leaders practical steps to build and maintain a culture that supports growth.

How does your workplace compare?

Workforces are quietly breaking under pressure, threatening wellbeing and performance for people and businesses; New HABIT system launched to turn culture into a driver of growth.