On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more. (3)
On 3 April 2025, the European Parliament voted to postpone the next waves of CSRD (Corporate Sustainability Reporting Directive) requirements by two years. The decision is part of the EU’s broader push to reduce regulatory burdens and boost competitiveness – a move that will have a significant impact on businesses across Europe and the Nordics.
Starting with pulse surveys is an important step towards a more engaged and thriving workplace – but getting everything in place can feel like a big task. How do you ensure a smooth and efficient process? We’ve put together a simple five-step guide to help you get started!
Managers are today often burdened with a lot of administrative work that deprives them of spending enough time on their team members’ well-being, operational support, and goal achievement. At the same time, pressure from above is often high.
It is undeniable that we live in an era where technology is evolving faster than ever before. However, with this rapid advancement comes an increased need for security, control, and compliance. Ensuring that only the right individuals have access to an organisation's various systems and resources is now more crucial than ever. While a modern HR system may not seem like the obvious solution to this challenge, it actually plays a key role in automating and streamlining access management.
How do you create a workplace where people want to stay, grow, and contribute? At Stadium, building a culture rooted in transparency, trust, and continuous dialogue is key. By using pulse surveys, they can consistently capture employee experiences and turn insights into meaningful improvements. Here, operational managers Åsa Steen and Markus Enebrink share how Stadium’s leadership and commitment to its employees have created a work environment that is not only enjoyable but also drives results.
HR is going through an exciting transformation. New regulations like the Corporate Sustainability Reporting Directive (CSRD) and the EU Pay Transparency Directive are pushing HR teams to think more strategically and use data in new ways. At the same time, AI is changing how we work, bringing both exciting opportunities and some challenges. In 2025, HR won’t just be about following rules or managing people—it will be about shaping the future of work with data, technology, and innovation.
Would a CFO make decisions based on last year’s numbers? Not likely. So why should your leaders rely on outdated data regarding employee engagement? Here, we break down why annual engagement surveys aren’t enough – and why pulse surveys are a must if you want to keep your organization ahead of the game.
As an HR professional, you know that employee engagement surveys are more than just a formal checkmark on the calendar – they are among the most valuable tools for creating engagement and driving real change. But what happens if participation is low? All insights start with employees actually responding. Here, we share our top tips for increasing response rate and getting the most out of your employee engagement survey!
HR’s shift from administrative tasks like payroll to a strategic role driving business growth isn’t new, but it’s more important than ever. For HR leaders, understanding this journey from being a reactive support function, to becoming a proactive business enabler, is key to making a bigger impact.
After an extended holiday, many employees take time to reflect on their work situation. In fact, more than half of full-time employees consider quitting their jobs after a long break, according to an American study. Employees who feel unmotivated, low-spirited, or eager for new adventures can be a challenge for employers – but it can also be seen as an opportunity! By acting strategically and attentively, HR can create a workplace environment that not only prevents turnover but also strengthens engagement and satisfaction.
