Claire is Head of Marketing at Happy. She has worked at Happy since 2016, and is responsible for Happy's marketing strategy, website, social media and more. Claire first heard about Happy in 2012 when she attended a mix of IT and personal development courses. These courses were life-changing and she has been a fan of Happy ever since. She has a personal blog at lecari.co.uk.
Learn how to use Conditional Formatting to analyse your data in this two-minute video. Conditional Formatting is a great way to quickly see which data matches a certain filter at a glance. For example, you could highlight your biggest sales to make them easily stand out.
Many organisations make the mistake of promoting people who have good technical skills into management positions – without considering the potential candidates’ management qualities, and what makes a good manager of a team.
Mindfulness is the art of living in the present moment, allowing yourself to destress and focus. It can help to you to improve your productivity as well as become more creative.
We had a fantastic day at the 2016 Happy Workplaces Conference, which took place at Bridewell Hall on 11th May. Thank you to everyone who joined us! Here are some of the highlights from the day on Twitter:
Don’t tell when you can ask has been the core training principle at Happy since I founded it 20 years ago.
You’ve probably heard a lot about the Google Workspace (formerly G Suite) and Office 365. But what are they, and what are the differences?
My first full-time job after university was working for the National Trust as a Visitor Services Assistant at Wimpole Hall, near Cambridge. My role was to greet visitors to the estate, give them information about the estate and its history, sell tickets, and sell National Trust memberships.
Trust and empowerment in Angola agriculture
Eighteen months ago I left Microsoft, where I had spent 17 years. It was a huge decision for me and one I struggled with. I was really scared of the change. But do you want to guess what I was most afraid of? It wasn’t loss of income, it wasn’t status, it wasn’t instability. I was afraid I’d be unhappy.
Epic's requirements were commercial capability and culture transformation. The key test was whether the new company could not just survive but successfully expand its services. Here's what we did.