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Do you know what metrics you should be tracking to strike employee engagement gold? We’ve compiled a list of 10 important employee engagement KPIs and how they fit into your internal communications strategy. For most businesses, engaging employees is an ongoing process that shifts as the needs of the company evolve. The ways that communicators choose to track and measure employee engagement are fluid but necessitate having key performance indicators (KPIs) to benchmark data over time.
When we talk about the pace of change , we’re often referring to technological innovation. What about the pace of business, of the HR function, of people, of the daily problems we try to solve? The reason we in HR and technology wring our hands in despair isn’t because there are no solutions; it’s because we can’t keep up with them, and we need new approaches to change leadership in HR. - Advertisement - In fact, the reason we don’t make more progress on transformation initiatives isn’t because
In July, John Deere announced it was dialing back some of its diversity and inclusion initiatives. The move came as the company was being targeted by a conservative activist. Deere, the world’s largest seller of farm equipment, said diversity quotas have never been company policy. Rather, it would scale back on other internal initiatives. In Deere’s public statement, it said it believed in a diverse workforce and pledged to continue to track and advance the diversity of the organization.
Competitive salaries and benefits are important, but they are no longer enough. Employees want fulfilling work environments that support their growth and wellbeing. This is where an effective employee experience strategy comes in. For HR professionals, developing this strategy needs a thoughtful, data-driven approach that’s aligned with your company’s goals and culture.
As our workforce evolves, so must the way we support it. With more employees choosing to work beyond age 65, HR leaders are increasingly being called upon to guide aging employees through one of the most complex transitions in their professional lives - from employer sponsored plans to Group Medicare. Without clear guidance, confusion around eligibility, coverage options, and cost implications can lead to uncertainty and missed opportunities for optimized benefits.
Keeping employees engaged and satisfied is crucial in today’s fast-paced job market. HR plays a key role in shaping a work environment where people feel valued, motivated, and aligned with company goals. As per SHRM’s 2022 Human Capital Benchmark Report, there are typically 1.7 HR staff members for every 100 workers. That’s a notable increase, with HR headcount rising more than 11 per cent since 2018.
Scalability has become a crucial factor for companies of all sizes. As organisations grow and evolve, their HR and payroll systems must be able to adapt to new challenges, whether it’s a sudden surge in hiring, the complexities of managing a remote workforce, or the need to comply with ever-changing regulations. This blog will explore why scalability in HR and payroll technology is essential and how businesses can ensure their systems are ready to support growth without compromising effici
Scalability has become a crucial factor for companies of all sizes. As organisations grow and evolve, their HR and payroll systems must be able to adapt to new challenges, whether it’s a sudden surge in hiring, the complexities of managing a remote workforce, or the need to comply with ever-changing regulations. This blog will explore why scalability in HR and payroll technology is essential and how businesses can ensure their systems are ready to support growth without compromising effici
Employee engagement is more than just a catchphrase in today’s cutthroat business world. It is a critical component of an organization’s success. However, the sad thing is that most employees are not actively engaged because of various factors. A Gallup study found that only around 32% of full and part-time employees were engaged in 2022.
HR leaders are at the forefront of a workplace shift driven by AI, says Charlene Li, the opening keynoter for next month’s HR Technology Conference and renowned expert on digital transformation and disruptive growth strategies. - Advertisement - Drawing on her three decades of experience, Li will discuss AI’s profound impact on HR, employee experience, workforce productivity and workplace culture.
We chat 1:1 with HR pros about their career journeys. Want to be featured in an upcoming edition? Click here to share your story with us. After graduating from high school, Karen Hall joined the US Air Force in 1987. Her first job was serving food in the dining hall. “I started out working on the line because I was a new person, but I wound up taking over the order of supplies, making sure we had everything,” Hall told HR Brew.
Names for employee recognition programs come in all flavors, but they make a bigger impact than you’d think. These names aren’t just a label—they’re a statement about your company culture and a promise to your employees. It sets the tone for your recognition programs and influences how your program is received. Peer recognition program names are crucial as they foster a culture of appreciation among teammates, encouraging them to share appreciation through notes, eCards, and points.
For high-volume hiring, every resume can start to look the same, making it impossible to identify which candidates have the right skills to succeed in your role. In this webinar, you’ll learn how to quickly differentiate top candidates by focusing on soft skills, cognitive abilities, and culture fit, not just experience. What We’ll Cover: Why traditional hiring falls short: Experience alone doesn’t predict success What skills-based hiring is: Soft skills, cognitive abilities, and cultural fit Id
AI is here, and it’s poised to transform every aspect of staffing, helping to drive new efficiencies and unlock value at every step of the recruitment process. But what impact will AI have on executive search firms ? In our recent webinar, Getting ready for AI: Executive search edition , we unpacked the critical role of AI in executive search and discussed strategies for setting up businesses for success with AI.
In today’s fast-paced business environment, organizations are increasingly seeking ways to adapt and thrive amid rapid changes. As businesses face the pressures of digital/technology transformation, evolving market demands and a shifting workforce, HR departments are finding that their “secret weapon” is program management, which has emerged as a crucial yet often underappreciated and/or underutilized tool for driving effective business transformation.
The world of work is changing, and with it how talent is developed. Mike Ohata, a talent and learning leader who was formerly chief learning officer at consulting firm KPMG, has developed talent at several employers over the course of his career. In his recently published book, The Talent-Fueled Enterprise: A Powerful Approach to Build Tomorrow’s Workforce , co-written with Larry Durham and Eric Dingler, he shares his advice for developing employees for an AI-driven future.
In the competitive staffing world, staying ahead of the curve is crucial. While it’s tempting to put technology investments on hold during slow periods, doing so can be detrimental to your long-term success. Investing in technology, even when business is slow, offers significant advantages that can help you weather the storm and emerge stronger.
ChatGPT is a powerful tool that can help you quickly brainstorm, draft, and refine tasks on your to-do list. But it can take a bit of strategy and practice to get generative AI to give you the time-saving results you’re looking for. Try these 14 detailed prompts to unlock the power of ChatGPT. You'll discover ways to streamline tasks for hiring, employee engagement, and performance management.
Are you weary from the burdensome manual process of tracking attendance? Imagine how you could utilize the time saved by adopting a more streamlined system. Manual tracking is not only labor-intensive; it’s also prone to human error, complicating essential tasks such as payroll processing and regulatory compliance. HR professionals require an efficient, accurate system to record working hours.
Open enrollment is fast approaching, and the vast majority of employers will once again offer a range of voluntary benefits to help their workforce leverage benefits to fit their specific needs—all with the goal of avoiding increased organizational spending. - Advertisement - Voluntary benefits, which can span from disability coverage to gym memberships, are valued both by employees and employers, experts say.
When OneRange’s co-founders, Steve Gilman and Houtan Fanisalek, were ideating their next project, corporate learning came to mind. Gilman, the startup’s CEO, told HR Brew that upskilling is an area ripe for improvement in the HR function. “Why don’t we concentrate on something like professional development that everybody needs?” Gilman said. Gilman and Fanisalek both had challenging experiences accessing employer dollars for continuing education, according to Gilman.
Performance management strategies are crucial for driving results. Yet, companies often overlook them and don’t allocate sufficient resources to their development. Gallup and SHRM found that under 20% of employees find their performance reviews inspiring, and 95% of managers are dissatisfied with their organizations’ review systems. However, 60% of companies with effective performance management systems report outperforming their peers.
The employment compliance landscape is evolving fast, and staying on top of the latest regulatory changes can feel overwhelming. With so much conflicting information out there, how can you be sure you're covering all your bases? Join Kimberly Best-Robideaux, a top immigration attorney with 20+ years of experience, and Chapelle Ryon, CEO of WorkBright, for an expert-led webinar to help you move beyond the headlines and break down key insights about evolving regulations.
The Current Climate of Home Healthcare: Challenges and Opportunities August 22nd, 2024 Share on Facebook Share on Facebook Share on LinkedIn Share on LinkedIn The home healthcare industry is undergoing a significant transformation. Driven by an aging population, advancements in medical technology, and a growing preference for in-home care, this sector is expanding rapidly.
A recent Gallup study revealed a concerning trend in employee engagement within the U.S. workforce. As of the first quarter of 2024, only 30% of employees are highly engaged, tying the record low last seen in 2013. This decrease represents a significant downturn, with a loss of 4.8 million engaged employees from 2023. Specific demographic groups that have experienced the most pronounced drops in engagement include: Younger employees under the age of 35 (down 5 percentage points) Gen Z employees
Most students feel anxious about their job prospects after graduating college, but the class of 2025 is downright dour. Around 57% of the class of 2025 feels pessimistic about starting their careers, a notable increase from 49% of the previous class last year, according to a new Handshake survey of 2,687 undergraduate students who plan to graduate in 2025.
Employee recognition is a critical component of a thriving workplace, but how can its impact be effectively measured? Utilizing data-driven approaches to track and evaluate recognition programs can provide valuable insights, ensuring that appreciation efforts not only boost morale but also contribute to overall organizational success. This blog explores the key metrics and strategies for measuring employee recognition, turning appreciation into a powerful tool for driving performance and engagem
You know what they say, what gets measured gets managed. So in order to improve employee engagement, organizations need to measure it. And not only as a whole, because employee engagement is a multifaceted and complex concept. But rather to measure the different drivers of employee engagement, by letting employees rate them. By doing so, it becomes possible to focus on the areas where there is a need for improvement, and gradually build a better employee experience.
Hosts Overview Organization culture is something we build, the employee experience is what we measure, and employee engagement is our reward. Creating an intentional culture requires measuring perceptions of the current culture and how it aligns with the desired culture.
Register here! Date & Time: Wednesday, September 25, 2024 at 2:00PM ET Speakers: Ed O’Boyle , Global Practice Leader, Gallup Ralph Meyer , Sr Strategic Advisor, Workhuman Sponsored by: Description: Transforming workplace cultures through strategic wellbeing initiatives can lead to large-scale organizational success. By customizing wellbeing programs to your workplace and implementing effective methods to track program performance, organizations can increase the positive business impact of em
For recruiters seeking to attract talent in what has been a historically tight labor market, the old adage “money talks” holds true. Compensation is consistently cited as one of the top factors employees consider when they decide whether to take a job, and offering competitive wages is one way HR teams seek to attract or retain employees with rising salary expectations.
What is the hallmark of a truly successful workplace? In today’s day and age, it’s a feeling that connects an individual in a unique yet powerful way to their organization. It’s a feeling of belonging and purpose. A feeling of being valued for the unique contributions one brings to the table. It's the result of belonging to a living, kicking entity and not merely lifeless, corporate machinery.
The benefits landscape is shifting rapidly, and AI is at the center of this transformation. From optimizing health and wellness programs to predicting future benefits needs, AI is empowering HR and total rewards leaders to make smarter, more proactive decisions. The challenge? Understanding where AI fits in your strategy and how to leverage it effectively while keeping employee well-being at the forefront.
If you need to write better job descriptions, there are a few great free tools to use. However, if a free tool isn’t getting you what you need for writing job descriptions, check out Ongig’s Text Analyzer. So, for more tips on how to write better job descriptions, check out How to Write a Job Description — Best Practices & Examples. 1.
Register here! Date & Time: Tuesday, September 17, 2024 at 3:00 pm ET Speakers: Dr. Jessica Sharp , Leadership Psychologist, Sharp Brain Consulting Sponsored by: Description: From the moment someone applies for a job at your company, they begin the employee life cycle. And the one constant in that journey? You. As their employer, you’re responsible to ensure they have everything necessary to be successful, from the onboarding materials required for Day 1 to the expense management process and
It’s not uncommon for CHROs to have successors lined up for executives. But imagine if they had to do the same for the entire organization… Well, if you ask Colin Klein, managing director and co-founder of learning and development platform Skills Copilot for Microsoft 365, HR leaders should have succession plans for every role. Recruiters, he said, often rely on external hiring to fill positions, but focusing on internal candidates can save time and money.
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