Philippe Bailleur and Mieke Toppets, co-founders of Progression Designers, note that victim behaviour is a phenomenon that organisations often have to deal with. The following questions led them to write this blog: “How can you see the difference between legitimate victim behaviour – to which recognition and care is the most appropriate answer – and victim behaviour that has evolved into a negative pattern from which no one or nothing does benefit? And what is the most appropriate course of action?”

Jan Camelbeek identifies four challenges as a stimulus to evaluate the current Reward policy from the broader perspective of the Employee Value Proposition. Within this framework, we can weigh the relative value of Reward alongside other components such as personal growth, values and meaning, etc., in order to then make clear choices in the Reward offering.

Greta Janssens notes that there is a positive trend towards involving HR in change processes such as takeovers and mergers. In her article, however, she argues in favour of giving HR a role in the change process much earlier, with a different focus than is the case today. After all, the chances of success of mergers and acquisitions are significantly higher if HR is able to play its role as a Strategic Partner right from the start.

André Declerck has written an instructive article in which he offers the HR community insight and advice on how to manage a European transnational restructuring from a Labour Relations perspective. An issue which, given the growing risk of an economic recession, will become more relevant again in the coming period.