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It's important to know the difference between a dead end and burnout before you make any career decisions. A dead end represents a stronger incompatibility with career choices themselves. It is a feeling of emptiness in the contribution you are making in your professional life. Burnout might be a signal that something needs to change and you simply need to recharge.

Succession planning is the best way to future-proof your business. Assess how prepared your leadership is for the future with these six key questions.

Organisations need to be more resilient than ever to respond to high inflation and energy costs, global economic instability, and changing worker and customer expectations prompted by events like the pandemic.

How to build a talent pipeline that supports more women into leadership roles

Has the average tenure of a C-suite professional changed and what does this mean for businesses?

Why investing in athlete career planning can lead to a brighter future and a win win for athletes and sports organisations

We’re immediately consumed with thoughts about former employees, often our colleagues, wondering about their financial well-being and their morale. After all, these individuals are left scrambling to find new work, sometimes without the time to even consider their career trajectory or the fulfilment they need from work.

The following article is part two of a series about the ins and outs of redundancy and outplacement services.

With so many potential triggers to force a company’s hand, from external factors such as new regulations or a recession, to internal factors like cost-cutting or a merger, redundancies are virtually unavoidable over the course of a business’ lifetime.

This new research looks at how employees' attitudes are changing to their career development in light of the changing economic environment and what are businesses doing to retain talent?

Each outplacement candidate's journey is unique to them Here are some key steps that many professionals will go through

With 77% of HR Directors believing that staff retention is a key issue but only 34% of employees saying they have a personal development plan in place, what can businesses do to resolve the retention disconnect?