{"id":6572,"date":"2022-07-22T18:03:55","date_gmt":"2022-07-22T08:03:55","guid":{"rendered":"https:\/\/employmenthero.com\/uk\/blog\/future-of-feedback\/"},"modified":"2025-09-04T10:57:05","modified_gmt":"2025-09-04T10:57:05","slug":"future-of-feedback","status":"publish","type":"post","link":"https:\/\/employmenthero.com\/uk\/blog\/future-of-feedback\/","title":{"rendered":"The future of feedback"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull sticky-blog-template has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group alignfull blog-template-header has-neutral-100-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"padding-bottom:var(--wp--preset--spacing--16)\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"--bb--crumb-gap:.4em;\" class=\"blog-template-breadcrumb 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class=\"wp-block-group has-global-padding is-content-justification-left is-layout-constrained wp-container-core-group-is-layout-5 wp-block-group-is-layout-constrained\"><h1 class=\"blog-template-title wp-block-post-title\">The future of feedback<\/h1><\/div>\n\n\n<div style=\"padding-top:var(--wp--preset--spacing--9);padding-bottom:var(--wp--preset--spacing--9);\" class=\"wp-block-post-excerpt\"><p class=\"wp-block-post-excerpt__excerpt\">If we could look into a crystal ball, what would we find out about the future of feedback? <\/p><\/div>\n\n\n<div class=\"wp-block-group blog-template-meta-row is-layout-flex wp-container-core-group-is-layout-8 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-query wp-block-hosts-query has-global-padding is-content-justification-left is-layout-constrained wp-container-core-query-is-layout-1 wp-block-query-is-layout-constrained\"><ul data-wp-interactive=\"eh-hosts\" class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-1 wp-block-post-template-is-layout-flow\"><li data-host-index=\"0\" data-wp-on--click=\"actions.openDetail\" class=\"wp-block-post post-5886 hosts type-hosts status-publish has-post-thumbnail hentry\">\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7 wp-block-group-is-layout-flex\"><figure style=\"width:52px;height:52px;\" class=\"wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"120\" height=\"120\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/05\/1575893980153-120x120.jpg\" class=\"attachment-host_thumbnail size-host_thumbnail wp-post-image\" alt=\"Alexandra Turner\" style=\"border-radius:60px;height:52px;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/05\/1575893980153-120x120.jpg 120w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/05\/1575893980153-300x300.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/05\/1575893980153-150x150.jpg 150w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/05\/1575893980153-240x240.jpg 240w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/05\/1575893980153.jpg 500w\" sizes=\"auto, (max-width: 120px) 100vw, 120px\" \/><\/figure>\n\n\n<div class=\"wp-block-group has-sm-font-size is-vertical is-content-justification-center is-layout-flex wp-container-core-group-is-layout-6 wp-block-group-is-layout-flex\"><h6 style=\"line-height:1.3; border-right-width:1px;border-right-color:var(--wp--preset--color--black); padding-right:var(--wp--preset--spacing--2);\" class=\"has-text-align-center has-link-color wp-elements-1e20e747939e3458765ab321928f59b7 wp-block-post-title has-text-color has-violet-500-color has-sm-font-size\">Alexandra Turner<\/h6><\/div>\n<\/div>\n\n<\/li><\/ul><\/div>\n\n\n\n<p class=\"wp-block-employmentherocom2025-custom-post-date has-sm-font-size\">\n    <span>Last Updated<\/span>&nbsp;<time datetime=\"2025-09-04T10:57:05+00:00\">Sep 4, 2025<\/time>\n<\/p>\n\n\n\n<p class=\"has-sm-font-size\" style=\"border-left-color:var(--wp--preset--color--neutral-700);border-left-width:1px;padding-left:var(--wp--preset--spacing--2)\">18 mins read<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull blog-image-container has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\"><figure style=\"width:864px;\" class=\"blog-template-image wp-block-post-featured-image\"><img loading=\"lazy\" decoding=\"async\" width=\"2048\" height=\"1365\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1.jpg\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Two women in conversation_The future of feedback\" style=\"object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1.jpg 2048w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1-300x200.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1-1024x683.jpg 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1-768x512.jpg 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1-1536x1024.jpg 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Future-of-feedback-1-440x293.jpg 440w\" sizes=\"auto, (max-width: 2048px) 100vw, 2048px\" \/><\/figure><\/div>\n\n\n\n<div style=\"height:66px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-14 wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" id=\"content-wrapper\">\n<div class=\"content-single-table-content\"><\/div>\n\n\n\n<div class=\"wp-block-group content_single content_single--blog content-single-content-wysiwyg wysiwyg content-wrapper has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-bottom:var(--wp--preset--spacing--4)\">\nFeedback is an essential part of life, yet it\u2019s so integral that we often take it for granted.\n\nThis is also true in business \u2013 yet many organisations overlook or underestimate the value of feedback.\n\nWe often rely on feedback to make good decisions, which makes feedback such an important tool, but we\u2019re barely scratching the surface of its potential. While we\u2019re here to look at the future of feedback, it\u2019s worth considering that we\u2019re possibly still just at the very beginning of this vastly underrated system.\n<h2 id=\"where-feedback-fits-into-decision-making\">Where feedback fits into decision making<\/h2>\nMaking good decisions is one of my key drivers as a Type 1 Enneagram personality type \u2013 nicknamed the <em>Perfectionist, or the Reformer<\/em>. We Type 1s, according to the <a href=\"https:\/\/www.enneagraminstitute.com\/type-1\" rel=\"noopener\" target=\"_blank\">Enneagram Institute<\/a>, are <em>\u201cconscientious and ethical, with a strong sense of right and wrong.\u201d <\/em>We are also <em>\u2018teachers, crusaders, and advocates for change: always striving to improve things, but afraid of making a mistake.\u201d<\/em>\n\nBut, apparently, there\u2019s more than one way to make a decision.\n\n<em>*Author gasps in shock. <\/em>\n\nOnline publication Entrepreneur identifies <a href=\"https:\/\/www.entrepreneur.com\/business-news\/linkedin-just-completely-revamped-its-messaging-tool\/250171\" rel=\"noopener\" target=\"_blank\">nine characteristics of a good decision<\/a>, including having a positive impact on others, being inclusive, replicable and executable, and being made with self awareness \u2013 among others.\n\nThe subtext here is that good decisions are made using input from others and are measured using feedback loops of some kind.\n\nFeedback and decision making:\u00a0the two go hand in hand. So to consider the future of feedback also requires at least some consideration of the future of decision making.\n<h3 id=\"imagine-this-future-scenario\">Imagine this future scenario\u2026<\/h3>\nIt is 2032. You\u2019ve just left the metaverse meeting room where you had been facilitating huddles in between a day of speaker presentations and Bot Brown Bag Talks. Weaving around them virtually, you had caught snippets of conversations which raised some flags.\n\nYou\u2019ve got a feeling something isn\u2019t quite right, so you send a request to Quinn, your AI VA, asking them to run the NLP Sentiment Analysis on the event recording, and cross reference it with the HRIS performance datasets, with a focus on cognitive responses.\n\nQuinn\u2019s results are already in your HRIS dashboard, but you want a moment to think outside of the machine. You take your VR headset off and stretch back in your home office. These meetings take a lot out of you, even though there are protocols in place designed to minimise and offset the information overwhelm.\n\nAfter a brief pause, you open the dashboard. The Sentiment Analysis has been run, Quinn\u2019s recommendations are blinking back at you. You can see Lindsay, one of your top sales people, logged a lot of hours last month, but was only active 60% of their time. Their sales were down slightly, and that was reflected across the team. But Lindsay\u2019s interactions with other colleagues in the recent meeting indicate a higher than tolerated amount of fatigue and stress. No matter. Quinn knows what needs to be done. With the blink of your eye you approve the suggested action and ping Lindsay a leave authorisation for next week.\n\nWithin a nanosecond, your Slack messages s buzz. It\u2019s from Lindsay. <em>\u201cThank you\u201d<\/em> says the short and simple message. You write back <em>\u201cNW\u201d<\/em> and stand up to get a cup of tea.\n\n<em>After all, we\u2019re still only human.<\/em>\n<hr\/>\n\nThis is an imaginary scenario, a future scenario, if you will. Who knows what it will be like in ten years time? Metaverse meeting rooms are already here. But one thing seems sure \u2013 the future of feedback involves a great deal more listening.\n\nIn this scenario, and in this article, we are talking about <em>continuous listening. <\/em>Ominous as that may sound, it\u2019s an emerging field where technology, human design and corporate strategy can converge and advance.\n\nIn fact, it\u2019s already here. <a href=\"https:\/\/www.linkedin.com\/pulse\/continuous-listening-we-yet-laura-stevens-phd\/\" rel=\"noopener\" target=\"_blank\">Early adopters <\/a>are centring it as part of their core strategy to build and manage a motivated, engaged, and productive workforce in a more hybrid way following learnings from the pandemic.\n\nWhen workplaces suddenly went digital, the rapid deployment and uptake of tech and tools to facilitate it was breathtaking. In some ways, this has been a good thing \u2013 a remote first approach is more inclusive, more flexible, and arguably more employee focused.\n\nBut let\u2019s also acknowledge there can be drawbacks to working remotely. Isolation, loneliness, a loss in work-life balance.\n\nIn order to address this, there has been more of a focus on workplace wellbeing and developing empathy in leadership. There are many organisations who understand that happy and engaged employees build more successful workplaces.\n\nNot every business sees it however. It seems that every day there are headlines highlighting another CEO laying down the law and dictating how <a href=\"https:\/\/choice.npr.org\/index.html?origin=https:\/\/www.npr.org\/2022\/06\/01\/1102513281\/elon-musk-tesla-return-to-work\" rel=\"noopener\" target=\"_blank\">Work Must Be Done<\/a>.\n\nThose in favour of office-based employment argue that it is more cohesive, more productive, and more sociable. But if we read between the lines, we might detect a hint of ego and authority \u2013 it is easier to feel in control when you can monitor and control workers<em> inside the workplace.<\/em>\n\nOn the other side, those fighting for the right to remain remote \u2013 which incidentally has now become a <a href=\"https:\/\/www.wionews.com\/world\/work-from-home-is-now-a-legal-right-in-netherlands-495111\" rel=\"noopener\" target=\"_blank\">legal right<\/a> in the Netherlands \u2013 argue that flexibility and more autonomy is just, well, better.\n\nWhy do we mention this (<em>apart from the fact that we are a remote-first workplace and yes we like to flex)?<\/em>\n<strong><em>It comes down to feedback.\u00a0<\/em><\/strong>\n\nThe debate around the great return to the office reveals a deep power imbalance that was never openly talked about until the pandemic \u2013 until we had to. And now, through the <a href=\"https:\/\/employmenthero.com\/uk\/resources\/employee-movement-and-retention-report\/\" rel=\"noopener\" target=\"_blank\">Great Resignation<\/a>, employees are voting with their feet. A mass exodus of workers has sent the message: <em>\u201cWe want to be listened to. We want to be taken care of. We want to be taken seriously.\u201d<\/em>\n\nThis is feedback of the highest order. But are companies listening? They really should \u2013 because this is the future of feedback.\n\nWhat the \u2018remote debate\u2019 shows is that some companies have very fixed ideas about what progress, or success, looks like. Such a fixed mindset may prove to be a direct threat to their capacity to succeed as well as their chances of survival in a future where feedback \u2013 or the feedback loop \u2013 is king.\n\n<h2 id=\"the-future-of-feedback-is-a-loop\">The future of feedback is a loop<\/h2>\nFeedback loops are logical \u2013 what is the point of feedback if it goes nowhere? When a piece of information is shared, listened to, actioned, and then monitored for efficacy and improvement \u2013 we have a system that can really work. It becomes a cycle of listening, monitoring and improvement where issues, problems and threats can be picked up and actioned before they take root and cause damage.\n\nIf there\u2019s no system, there\u2019s no consistency in how problems can be addressed, or, conversely, positive feedback actioned and enhanced. Not having strong feedback loop mechanisms is akin to a one way street to nowhere good.\n\nIf you don\u2019t have a feedback loop in every single aspect of your business, it\u2019s maybe time to consider it.\n\n<img loading=\"lazy\" decoding=\"async\" alt=\"Diagram of a feedback loop\" class=\"alignnone size-full wp-image-6576\" height=\"2113\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3.png\" width=\"3600\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3.png 3600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3-300x176.png 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3-1024x601.png 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3-768x451.png 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3-1536x902.png 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0002_FutureofFeedback_InfographicdraftV3-2048x1202.png 2048w\" sizes=\"auto, (max-width: 3600px) 100vw, 3600px\" \/>\n\nFor a long time we have used <a href=\"https:\/\/www.forbes.com\/sites\/danielnewman\/2016\/08\/02\/how-well-does-your-organization-use-feedback-loops\/?sh=5cf95073594b\" rel=\"noopener\" target=\"_blank\">social listening<\/a> as a feedback loop. As <a href=\"https:\/\/blog.hootsuite.com\/social-listening-business\/\" rel=\"noopener\" target=\"_blank\">Hootsuite<\/a> points out, if you don\u2019t have a social listening strategy in place, you\u2019re missing out on some of the most valuable data available to help build your business. They also reported that <a href=\"https:\/\/blog.hootsuite.com\/social-media-trends\/\" rel=\"noopener\" target=\"_blank\">nearly two-thirds of marketers agree<\/a> that social listening has increased in value in the last year.\n\nSocial listening is great for your brand, no doubt. But if you aren\u2019t also doing the same inside your organisation, listening to your employees, you\u2019re putting your employer brand at risk.\n\nOf course, this is not new news. Employee surveys can be a helpful tool but they need to be backed by a meaningful response.\n\nBut this is where continuous listening comes in.\n<h2 id=\"what-is-continuous-listening\">What is continuous listening?<\/h2>\nContinuous Data refers to gathering employee feedback on a frequent or regular basis, as opposed to one-off feedback events like an annual engagement survey. Rather, it\u2019s an ongoing flow of survey responses from employees from multiple points in time, and may cover various topic areas and business functions.\n\nBut make no mistake \u2013 continuous listening is not surveying every week or even every month. It\u2019s not about collecting feedback so frequently that taking meaningful action or making change becomes impossible. The danger of such an approach is that if employees are asked for feedback but then see no action taken, the whole feedback process is undermined and employees start to lose trust in management.\n\nSurveys are fine \u2013 but only do them if you\u2019re prepared to take action, and only ask questions as frequently as you can act. In other words: transparency and honesty are critical to the <a href=\"https:\/\/employmenthero.com\/uk\/blog\/honest-employee-feedback\/\" rel=\"noopener\" target=\"_blank\">feedback process<\/a>.\n\nOther good examples of continuous listening include retrospective reviews. A retrospective is a meeting held after an event like a project or a product launch where the whole team comes together to discuss and evaluate what happened during the process, with the primary goal of improving the process for the future. Such meetings are a direct feedback loop where feedback is sought from everyone in a collaborative setting with a view to making better decisions in future.\n\nAs an alternative to surveys and reviews, you can develop, utilise, or expand existing feedback channels to include shorter pulses, passive listening, and event-triggered feedback throughout the employee lifecycle.\n\nThis may or may not include sentiment analysis \u2013 also known as opinion mining or emotion AI \u2013 to use machine learning, computational linguistics, AI and natural language processing (NLP) to analyse subjective information and identify the emotional tone behind text. In future we might use <a href=\"https:\/\/techdetector.de\/applications\/emotion-based-interactive-storytelling\" rel=\"noopener\" target=\"_blank\">such applications<\/a> of deep language models to gather feedback, develop solutions, provide support or even as a training tool.\n\nContinuous feedback is much more about listening to the answer, not just asking the question. While surveys are important, it is not enough to schedule them, set-and-forget style.\n\nUtilising continuous feedback is looking beyond the tool or the technology gathering the information, and thinking strategically about how to use it.\n\nOf course, you can\u2019t respond to everything. <strong>That\u2019s why this is so important \u2013 the actions need to be organised, proportionate, and structured.\u00a0<\/strong>\n\nHeck, how did we get back to \u2018how to make good decisions\u2019 so fast? I guess that\u2019s the loop just doing its job. The connection between feedback (or input) and decision making cannot be underestimated.\n\n<img loading=\"lazy\" decoding=\"async\" alt=\"Meme of Elon Musk, text reads: Felt cute, might ask for feedback later, idk\" class=\"alignnone size-full wp-image-6575\" height=\"743\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/2022\/07\/Felt-cute-might-ask-for-feedback-later-idk.jpg\" width=\"828\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Felt-cute-might-ask-for-feedback-later-idk.jpg 828w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Felt-cute-might-ask-for-feedback-later-idk-300x269.jpg 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/Felt-cute-might-ask-for-feedback-later-idk-768x689.jpg 768w\" sizes=\"auto, (max-width: 828px) 100vw, 828px\" \/>\n<h2 id=\"where-do-we-go-from-here\">Where do we go from here?<\/h2>\nWe\u2019ve developed a future scenario model to stress test the interplay of employee performance and company performance. Or to put it more simply, what happens when there is a focus on listening versus a focus on performance.\n\nWe\u2019ve given each scenario a name and identified the key outcomes.\n\n<img loading=\"lazy\" decoding=\"async\" alt=\"Future scenario infographic showing four scenarios quadrants for feedback\" class=\"alignnone size-full wp-image-6574\" height=\"4792\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2.png\" width=\"2813\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2.png 2813w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2-176x300.png 176w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2-601x1024.png 601w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2-768x1308.png 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2-902x1536.png 902w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/07\/EH_0007_FutureofFeedback_QuadrantdraftV2-1202x2048.png 1202w\" sizes=\"auto, (max-width: 2813px) 100vw, 2813px\" \/>\n\nIn this model, it quickly becomes clear that not listening to employees leads to negative outcomes such as stagnation, presenteeism, absenteeism and burn out. Where workers are meaningfully engaged in decision making and feedback is genuinely sought, organisations can be agile and empathetic.\n\nBut there are also interesting nuances in precisely how employee feedback is sought and actioned. If employees are frequently surveyed but action is not taken, employees lose trust in leadership. Where surveys are taken in pulses at critical points where decisions can and will be made, feedback is a real part of the decision making process rather than a box checking exercise.\n\nIn this way, feedback needs to be an integral part of the decision making system. Feedback must be designed in \u2013 not an insincere measure primarily for the optics.\n\nLet these scenarios frame the kind of company culture you want to create and inform the feedback models and strategy you choose to implement to support decision making now and in the future.\n\n<h2 id=\"future-insights-and-top-takeaways\">Future insights and top takeaways<\/h2>\nTo be adaptive while staying competitive and relevant, organisations need to keep a close eye on performance \u2013 and the key really does lie in feedback loops. Pay attention to your feedback loops in the here and now, and consider where else you might need them in your business. When it comes to the future \u2013 we hope you\u2019re listening. Because the future is continuous listening.\n\nWhen done right, a company will be able to be agile and grow, building and developing capabilities quickly. This should be embedded in your culture. Strong cultures place people in the centre \u2013 rather than focusing on productivity or performance metrics. Until the bots truly take over, businesses are built by people, for people. 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wp-block-query-is-layout-flow\"><ul class=\"columns-3 alignfull wp-block-post-template is-layout-grid wp-container-core-post-template-is-layout-2 wp-block-post-template-is-layout-grid\"><li class=\"wp-block-post post-52660 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorised resource-type-blog topic-business-basics\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-18 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The UK&#8217;s pay transparency plans need to work for small businesses too\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/colleagues-collaborating-on-laptop-in-office-lounge-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-3 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-17 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-16 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" >The UK&#8217;s pay transparency plans need to work for small businesses too<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-2\"><p class=\"wp-block-post-excerpt__excerpt\">The UK&#8217;s pay transparency plans could force salary disclosure in every job advert across England, Wales and Scotland. Learn what&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The UK&#8217;s pay transparency plans need to work for small businesses too<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/pay-transparency-smes\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52535 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-21 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"1600\" height=\"900\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1.webp 1600w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-300x169.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1024x576.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-768x432.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-1536x864.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/unnamed-1-440x248.webp 440w\" sizes=\"auto, (max-width: 1600px) 100vw, 1600px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-6 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-20 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-19 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" >Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-5\"><p class=\"wp-block-post-excerpt__excerpt\">Wondering what an EOR actually costs in 2026? Break down Employer of Record pricing models, average fees and what to&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: Employer of Record Pricing: How Much Does an EOR Cost in 2026?\u00a0<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pricing\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><li class=\"wp-block-post post-52494 post type-post status-publish format-standard has-post-thumbnail hentry category-uncategorized resource-type-blog\">\n\n<div class=\"wp-block-group has-border-color has-neutral-100-border-color has-white-background-color has-background is-vertical is-layout-flex wp-container-core-group-is-layout-24 wp-block-group-is-layout-flex\" style=\"border-width:1px;min-height:100%\"><figure style=\"aspect-ratio:16\/9;width:100%;height:100%; padding-bottom:0;padding-top:0;margin-bottom:0;\" class=\"wp-block-post-featured-image\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\"  style=\"height:100%\"><img loading=\"lazy\" decoding=\"async\" width=\"2560\" height=\"1707\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-scaled.webp\" class=\"attachment-post-thumbnail size-post-thumbnail wp-post-image\" alt=\"The Pros and Cons of Using an Employer of Record (EOR)\" style=\"width:100%;height:100%;object-fit:cover;\" srcset=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-scaled.webp 2560w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-300x200.webp 300w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-1024x683.webp 1024w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-768x512.webp 768w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-1536x1024.webp 1536w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-2048x1365.webp 2048w, https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2026\/07\/vecteezy_asian-small-business-owner-working-at-home-office-business_8570938-440x293.webp 440w\" sizes=\"auto, (max-width: 2560px) 100vw, 2560px\" \/><\/a><\/figure>\n\n\n<div class=\"wp-block-group blog-3-col-details wp-container-content-9 is-vertical is-content-justification-left is-nowrap is-layout-flex wp-container-core-group-is-layout-23 wp-block-group-is-layout-flex\" style=\"margin-top:0;padding-top:var(--wp--preset--spacing--10);padding-right:var(--wp--preset--spacing--10);padding-bottom:var(--wp--preset--spacing--10);padding-left:var(--wp--preset--spacing--10)\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-22 wp-block-group-is-layout-flex\"><div style=\"font-style:normal;font-weight:600\" class=\"taxonomy-resource-type eh-resource-type wp-block-post-terms\"><img decoding=\"async\" class=\"wp-block-post-terms-icon\" width=\"20\" height=\"20\" alt=\"icon-blog\" loading=\"lazy\" src=\"https:\/\/employmenthero.com\/uk\/wp-content\/uploads\/sites\/2\/2021\/07\/David_Holland.jpg\"><a href=\"https:\/\/employmenthero.com\/uk\/resources\/blog\/\" rel=\"tag\">Blogs<\/a><\/div>\n\n<h3 class=\"wp-block-post-title\"><a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" >The Pros and Cons of Using an Employer of Record (EOR)<\/a><\/h3>\n\n<div class=\"wp-block-post-excerpt has-text-color has-contrast-2-color has-small-font-size wp-container-content-8\"><p class=\"wp-block-post-excerpt__excerpt\">Weighing up an EOR? Explore the key pros and cons of Employer of Record services, and find out if it&#8217;s&hellip; <\/p><\/div><\/div>\n\n\n<a style=\"font-style:normal;font-weight:600;\" class=\"wp-elements-9dfcbcb7662772ecb2d671e8976a6c51 wp-block-read-more has-text-color has-violet-500-color\" href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\">Read more<span class=\"screen-reader-text\">: The Pros and Cons of Using an Employer of Record (EOR)<\/span><\/a><\/div>\n<\/div>\n<a href=\"https:\/\/employmenthero.com\/uk\/blog\/employer-of-record-pros-and-cons\/\" target=\"_self\" class=\"group-block-link\"><\/a>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<style>\n.wp-block-post-excerpt__excerpt  {\nfont-size:1.125rem!important;\n}\n<\/style>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>If we could look into a crystal ball, what would we find out about the future of feedback? 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