We understand.

Keeping pace with an ever changing world of work can be tough, but we’ll show you the way.

Crystal ball

Change. It’s the new normal.

We get it. Really, we do.

The world of work is changing faster than ever and so are the challenges faced by HR and L&D teams. If only you could look into your crystal ball to see the future workplace trends and how to manage them, right? At PeopleUnboxed, our people and consultants, have worked both client side and agency side, so we hear you. And we’re here to help.

You can check in here to know you’re not alone. We’ve identified some of the common challenges in the modern workplace, and we’ll point you in the right direction to our solutions. 

Ready to make a difference?

You want...

Happy, healthy employees that are brand ambassadors for your organisation.

To attract and retain market leading talent by being an employer of choice.

A psychologically safe culture that embraces diversity & inclusion, employee wellbeing & mental health.

Employees that have a sense of trust in your business and its purpose.

To keep pace with hybrid and remote working provisions.

Your organisational values embedded into your everyday culture.

Leaders that give a strong, strategic narrative about your organisation.

To predict how you can help future workforces and changing demographics.

A holistic people strategy.

Happy, healthy employees, reduced costs and increased profit.

Everything about the workplace is changing at an accelerated pace, even more so since the global pandemic. Companies need to anticipate the future and take action to redesign workplaces and work arrangements.

Today’s top talent expect an employee experience personalised to their needs and goals. They are choosing companies that offer working flexibility, an inclusive culture that’s moving with the times and companies that have a strong sense of corporate social responsibility. The business benefit is clear; companies with engaged employees outperform those without by over 200%.

Unsurprisingly, research shows that employee engagement is likely to be unsustainable unless it goes hand-in-hand with employee wellbeing. With a reported one in three (36%) employees continue to work while experiencing a mental health condition, it’s imperative that organisations take a proactive approach to their employees’ wellbeing, sense of inclusion and psychological safety.

How can we support you?

You want...

Agile leaders of the future, able to deal with fast paced change.

High performing, collaborative teams, that deliver above and beyond customer experiences.

Employees and managers that are empowered to make decisions.

Innovative thinkers that can challenge the past and mould the future.

A diverse and inclusive culture where employees embrace individuality.

Clear career pathways and development programmes to engage all levels.

Employees and managers that are resilient and emotionally intelligent.

Comprehensive leadership programmes to nurture your future talent.

Relevant and experiential.

Leadership development and team building to shape your future business.

If you want to impact employee performance and customer experience, you need to start with your leaders.

As the workplace evolves, agile leadership is key. Leaders that are visionary, inspirational, motivational, inclusive and able to deal with change, are the ones who get their teams performing and pave the way for business success.

But development is not just for leaders. The emerging trend amongst millennials is they rate development as the #1 job benefit, influencing their employer of choice. What’s more, for over 10 years in a row, the Employee Retention Report has found that career development is the top reason people leave. An environment of psychological safety that embraces continual learning, means a culture where employees can grow and thrive. And with it costing on average 6-9 months’ salary to replace an employee, companies must invest whole heartedly in an effective development strategy to nurture all levels.

How can we support you?

You want...

Something different! Digital learning that’s unconventional, cutting-edge and engaging.

Bite-sized learning that fits with employees busy schedules.

Learning that’s flexible and accessible to agile workers and offsite teams.

Learners that have fun and are engaged with their development.

To reduce time and resources of traditional training methods.

Effective onboarding for new starters that immerses them in your culture.

A return on investment for your learning strategy.

Blended learning that actually changes behaviours.

Cutting edge, creative and fun.

Learning technology for the modern-day workforce.

Today’s employees have just 1% of their typical working week to focus on training and development. Pre-pandemic, studies showed that 70% of employees globally, worked remotely at least once a week. Since then 88% of people who were working at home during the pandemic, have said they wish to continue doing so, and 47% said they want to work at home more, or all the time. Hybrid and remote working is effective and it’s here to stay. The workplace is set to change dramatically in the coming years, so flexibility in how and when employees learn is vital.

Microlearning, gamification, VR, AR and AI are fast becoming the norm in the modern workplace. These active learning mediums promote knowledge retention and a deeper understanding, as employees engage with the content rather than just listening to it or reading it.

Additionally, by 2025, 75% of the workforce will be millennials and companies need to adapt to new learning and working styles to accommodate these changing demographics. Plus, learning technology is facilitating an even more effective blended approach, that is proven to increase knowledge retention, truly change behaviour and provide a genuine return on investment for businesses.

How can we support you?

If you can dream it, we can do it.

Let’s reach for the stars.

If you have a challenge and a vision of your perfect solution, you are our kind of person! 

We all need a little helping hand to inspire us and turn our dreams into reality, and we love nothing more than working up creative ideas, side-by-side with our clients.

Let’s chat, and together we can work out your dream solution!

Ready to make a difference?

The 4Ps of Candid Conversations


The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement


When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument


Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model


Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership


Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types


Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model


We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership


Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation