Join the webinar on September 28th, The Value of Culture Alignment and Why You Should Care to learn about the transformative power of a harmonized company culture, as supported by Workzinga’s Annual Culture Report. Learn how alignment directly impacts employee engagement, psychological wellbeing, and retention.
With 80% of professionals experiencing deteriorated mental well-being due to a misaligned culture and 75% seeing reduced productivity, the session underscores the financial and human costs of overlooking culture. Enhance workforce loyalty and well-being by understanding the significance of culture alignment.
Attend the webinar on The Recognition Revolution on November 15th to learn about the transformative world of HR tech and strategic recognition. Learn from industry leaders, navigate the evolving HR landscape, visualize your own tech implementation, and discover compelling business metrics to gain stakeholder confidence.
Meta's Culture Rising 2023 trends report highlights five key ways in which the world's values are shifting, providing insights for brands to adapt and thrive in the ever-evolving landscape of modern marketing. As people's priorities and expectations continue to change, employers and people operations teams need to be mindful of these shifts and adapt to meet the needs of their employees.
As values continue to shift, it's essential for brands to stay attuned to the needs and priorities of their customers and employees. By adapting to these trends, employers can create a more inclusive and engaging workplace culture that resonates with their employees and attracts top talent.
Hear from leading experts and thought leaders on building culture-first foundations and discuss our collective vision for the world of work.
Watch what interests you in this HR webinar series and explore ideas, dive into the data, and create meaningful connections. Gain the clarity and skills you need to develop your people practices, transform workplace culture, and navigate change.
Are you looking for the Culture First Americas session? Culture First Americas took place on the 22nd of March, 2023, and is now available to watch on demand.
In this session Didier shares:
Didier Elzinga, CEO and Co-founder, Culture Amp
In this conversation, Valerie discusses her passion and advocacy for workplace equality, diversity and inclusion. Working family issues have economic results that directly impact the ability to attract and retain the most talented workforce. From her experience as a CEO of the largest multi-family housing and development company in Chicago, to her board service as a director of numerous corporations and non-profit organizations, Valerie speaks directly to the importance of removing structural and cultural barriers that prevent employers from attracting and retaining a diverse and talented workforce.
Valerie Jarrett, CEO of the Obama Foundation, Board Chairman of Civic Nation, and Co-Chair of the United State of Women
Didier Elzinga, CEO and Co-founder, Culture Amp
By building a data-driven culture rooted in social impact, development, and continuous feedback, Snooze Eatery successfully supported their frontline and office employees throughout the pandemic while also growing their business.
In this session, you will learn:
Jeremy Edmonds, Director of People, Snooze Eatery
Learn the strategic steps the Vice President of Human Resources at Blueprint Medicines and the Chief People Officer at Bravely are taking to build high-performance cultures designed to empower individual growth and development.
Gain actionable ideas on how to:
What is the role of the CHRO and the company board? In this session, our panelists share:
Best known for his bestselling book, Four Thousand Weeks: Time Management for Mortals, Oliver is an accomplished journalist and author praised for his unique take on productivity, time management, and what it really takes to make the most of our radically finite lives in a world of impossible demands.
Oliver Burkeman, Journalist & bestselling author of Four Thousand Weeks: Time Management for Mortals
While many know Wilson Sporting Goods for their products, what most people probably don’t know is that Wilson has been around for over 100 years – and that it’s only been in the last few years that they launched their retail stores.
In this session, Geoff Watts, VP of HR at Wilson, shares:
To learn more about how Wilson Sporting Goods puts culture first, listen to the Culture First podcast mini-series.
Geoff Watts, Vice President of Human Resources, Wilson Sporting Goods
Damon Klotz, Culture Evangelist, Culture Amp
By connecting employee experience and employee performance data from over 700 companies and 200,000 employees, we’ve been able to answer deep questions about the relationship between engagement and performance. We share the data on:
Fresia Jackson, Lead Researcher, Culture Amp
Creating an equitable hiring process is critical, but ensuring that equitable design principles are applied at every step of the employee lifecycle is non-negotiable for creating a truly diverse, equitable, and inclusive workplace.
Culture Amp’s Equitable Design Lead, Director of Global People Operations and Lead People Partner discuss how the three teams work together to create inclusive and equitable employee experience strategies and policies at every step of the employee lifecycle.
Thushyanthi Muruges, Equitable Design Lead, People & Experience, Culture Amp
An internationally renowned poet, author, and major contributor to the field of conversational leadership, David Whyte shares:
David Whyte, Internationally renowned poet and author
How are your efforts as people leaders driving positive change in the world of work? In this session, Culture Amp’s product leaders reveal:
Data shows that individuals are more likely to stay with a company if they are aligned with the company’s mission and vision. In this session, Vera Insitute of Justice’s Chief People Officer, Tracey Wilmot, shares insights into how you can take action to build a successful business that positively impacts your employee experience, the world, and your organization’s growth.
Tracey Wilmot, Chief People Officer, Vera Institute of Justice
Noah Sacks, Customer Success Manager, Culture Amp
In this panel discussion, Beauty for All’s Director of Organization - Learning & Inclusion and ConsenSys’ Chief People Officer share how they are creating an inclusive culture that fosters belonging, boosts engagement, and motivates their people to perform at their highest potential.
You will learn:
Kevin Yip, President & Co-Founder, Blueboard
With her bestselling phenomenon, Quiet, Susan Cain urged our society to cultivate space for the undervalued, indispensable introverts among us, thereby revealing an untapped power hidden in plain sight. Now she explores why we experience sorrow and longing, and how embracing the bittersweetness at the heart of life is the true path to creativity, connection, and authenticity.
At a time of collective loss, profound discord, and personal anxiety, Bittersweet brings us together in deep and unexpected ways. Using her trademark mix of stories, research, memoir, practical tips, and inspiration, Susan shows you the power of a “Bittersweet” work culture, including:
Susan Cain, #1 bestselling author of Bittersweet: How Sorrow and Longing Make Us Whole and Quiet: The Power of Introverts in a World That Can’t Stop Talking
Discover the benefits of a people-first culture and learn how to create a human-centered work environment that prioritizes the well-being and needs of employees. Our micro course for HR professionals covers the importance of meaningful work, the adoption of human-centered methods and technologies, and the creation of cultures that support personal growth and a holistic approach. Embrace a people-first culture and drive success in your organization!
7taps was used to create this snackable course—an abridged version of our article on human-centered work. If you're interested in in creating similar courses (such as for onboarding new employees or a similar use), continue here to learn more about just in time learning.
This nano-course is designed for HR professionals and aims to help them create a more human-centered work environment that prioritizes the well-being and needs of employees. It encourages HR professionals to think beyond traditional work models and adopt human-centered methods and technologies to increase productivity and well-being.
The course also emphasizes the importance of meaningful work and encourages HR professionals to consider the needs and well-being of both employees and customers in their work. By building cultures that support personal growth and a holistic approach, HR professionals can help create a positive impact on the broader community and ensure the success of their organization.
To create an innovative team culture, team members must trust and rely on each other. Trust is essential for any effective collaboration. Team members need to feel that they can openly share their ideas and suggestions without fear of ridicule or rejection. They also need to feel confident that the team will support them in developing creative solutions.
You can foster a supportive workplace culture by creating a positive environment where everyone is encouraged to take risks and experiment. The team should be open to change and willing to try new things. The members should also be willing to listen to each other and respect different points of view.
Ultimately, the goal is to create a team that is united in its mission and knows how to communicate clearly to get their respective jobs done. This workplace environment and team dynamics require the right tools, business systems, and agency to complete their respective tasks. In addition, employees need psychological safety to bring about new ideas and innovations and fail forward.
What steps do you need to take as an employer to ensure an innovative team culture? Take a deeper look at innovation and how you can develop it in your company.
Innovate, innovate, innovate. If you're not moving the dial forward, you're failing. Right? While progress seems to be the staple of a successful company, how and what a business grows and develops isn't specified. Moreover, there are no set steps to being more innovative, which isn't like flipping a switch. Innovation requires time, nurturing support, and trust.
A massive step in the right direction is creating an environment where employees feel like they can work on new ideas and give them time and incentives. Everyone should understand where the organization is going, where it's been, and what they believe in now.
When you find and appreciate talent who are driven and naturally curious, your organization needs to give them the space to innovate and think creatively, giving them time on the clock to workshop those ideas and, if required—a budget. Collaboration and creativity go hand in hand, as do innovation and failure. Your team needs to believe that everyone, from their co-workers to the highest executives, will be there to work with them and support them through it all.
Remote-first work prioritizes remote employment. Unlike remote-friendly or traditional workspaces, remote-first work is done "offsite" by default. Employers develop all of the company's procedures and culture around working remotely. While solely traditional work only offers in-office work, remote-first employers offer both work-from-anywhere and work-from-the-office setups. In that way, it is different from remote-only as well. The idea is that it provides the best work environment option for each type of employee—those who work best from home or alone—and those who work best in a traditional office setting.
Thanks to the innate flexibility that remote-first work offers, these companies can be more adaptable to change and scale their business more efficiently. Remote-first work also offers better talent acquisition and retention. A Stanford study even noticed a 50% decrease in employee turnover when a business adopted remote-first work.
Employees also tend to be more productive in a remote-first culture. Many believe this is tied to eliminating commutes, removing in-office distractions, allowing employees the flexibility to work when they can be most productive, and more.
Ensuring performance and employee satisfaction in a remote-first environment might seem challenging. However, you can incorporate several essential tips to create a successful remote-first workspace for your business and employees.
Since remote teams are typically always in different locations, which can even mean different time zones, tools and protocols need to exist for regular work-related communication. Shared drives like Google and dedicated communication channels like Slack will be necessary. Video and virtual meetings will be especially important because they'll be the closest to in-person meetings.
Sharing information is particularly important for remote-first workplaces. Crucial information and conversations need to be documented and stored in a secure, accessible place. By providing access to the exact tools you want them to use and clearly defining document security protocols, you'll keep information secure and avoid potential leaks if that information were to be stored locally on someone's PC.
Flexible hours are part of what makes remote work so appealing to employees. Allowing your employees to work around essential activities will make them feel appreciated and ensure they're most productive when they are on the clock. Instead of measuring their success through hours worked, focus on tasks completed and results achieved.
Employees working worldwide can be challenging to get together as a team and connect. That associated loneliness can make being productive a challenge for employees and take a toll on their mental health. Planning annual or quarterly company events can help employees connect and form constructive bonds. Virtual meetings, group chats, and online activities will be even more critical if your company doesn't have the resources to do this.
For more readings about remote-first culture and to take the next steps to pioneer an innovative remote-first culture for your organization, see the Google re:Work guide here. Explore more of our upcoming HR webinars, as well as HR articles and guides here.
Enabling employees to grow within your organization builds engagement and loyalty. A mobility mindset encourages your best talent to stay, while helping you build a powerful employer brand that will attract job seekers looking for this sort of dynamic environment.
Join INTOO Career Coach, Lisa Nichols, as she dives into this approach. This session will cover:
Join this workshop webinar on ⏰ June 23 at 7AM EST / 1pm CET to find out what creates a healthy culture and how you can design one.
Gain insights into creating compelling employee value propositions to attract and retain top talent with the free webinar, The Next Generation of Productivity and Performance on November 9th.
Harness productivity, finance, and people insights to strengthen leadership and promote a culture that values data in business.
The pandemic has forced us to rethink work in a post-pandemic world. We've seen a shift to hybrid and remote work, inclusion initiatives, and engagement. HR and People Operations leaders like yourself are looking for ways to learn, share, and connect as we tackle the biggest challenges facing HR in a fast-changing future.
The Top 11 HR Trends to Watch in 2023 are: hybrid work, inclusion, engagement, employee experience, remote work, human-centered HR technology, compensation innovation, career development, advanced people analytics, pay-for-performance, and employee wellbeing and mental health in the workplace.
As we move into the new year, it's important to keep an eye on the latest HR trends. Here are the top 11 HR trends to watch in 2023:
As more and more companies adopt hybrid work models, HR will need to adapt to this new way of working. It is a compromise to calling back your workforce to the office who may still be fully working remote. Examples of these models include floating hubs, centered hubs, and slanted hubs. Use these models as a starting point to design an employee experience that supports this new way of working. And trust needs to go both ways for the Hybrid work model to take place.
Hybrid work lets you have more freedom while still staying connected, which is what a lot of workers want today. However, hybrid work is still a work in progress. If leaders work with employees to make it more human, it can be the best of both worlds. Recent data back this leading trend up:
For ideas on how to implement Hybrid, see the piece on 4-day workweeks, which discusses rotational days off and more.
Inclusion has emerged as the number one business imperative for HR leaders. The pandemic has created unprecedented levels of diversity in the workforce by expanding access to remote workers across the country and world—whom may have never been considered before. And with the growing focus on inclusion and diversity in the workplace, HR will need to ensure that all employees feel included and valued.
Be sure to start with human-centered work practices that recognizes employees for their positive efforts and work. As people leaders, we need to ask ourselves: “How might we take care of this new workforce?"
Inclusion naturally also involves a multi-generational workforce and provide benefits to them as well. That inclusive spirit should extend to how organizations deal with change. How do we include those that don’t want to change? How do we include all the different people in our organization and still drive change? That’s a huge challenge and a massive opportunity for organizations.
Employee engagement is key to a successful workplace. And with 70% of employees surveyed in the latest Workforce Institute’s Engagement and Retention Report stating they would be looking for new jobs, it could mean major turnover.
While employee engagement has been a buzzword for years, it has recently grown in importance. There is increasing evidence that shows a correlation between engaged employees and better business results. It's important to note, however, that employee engagement and employee experience (EX) are not the same thing. As Christie Hoffman, host of the Flip Flops and People Ops podcast explains it:
"Engagement is an output of optimizing your employee experience. By listening to your people with surveys and taking action on their feedback on what it's like to work at your company, you'll drive engagement."Christie Hoffman, Head of Product Marketing at Pingboard and Host of Flip Flops & People Ops
As companies implement more AI and automation, they will increasingly rely on human engagement to successfully launch and grow these initiatives. Therefore, HR leaders must seek ways to learn, connect, and share knowledge as they confront the most significant challenges facing HR in an ever-changing future.
Better engagement can lead to increased productivity, lower turnover, greater customer satisfaction, and better retention of knowledge and skills. As a result, HR must find ways to keep employees engaged and motivated. Depending on your business requirements, platforms like Lattitude, Culture Amp, and Pingboard can help you achieve this.
It is table stakes to prioritize your employees' experience within your organization. Employee experience (EX) has been a key topic of discussion in recent years. However, there is still some confusion about what it actually entails, and the difference between EX and employee engagement as Christie mentions above. From attracting top talent to onboarding and beyond, employee experience encompasses the entire employee lifecycle.
The best brands create incredible employee experience by creating a culture of great service for their customers and clients—and this starts with our employees. This extends to the workplace and how you manage benefits, compensation, and culture.
Looking to transform employee experience at your organization? Explore our 2-minute micro-course on EX transformation best practices.
With more and more employees working remotely, HR will need to find ways to support this growing.
The number of full-time employees that work entirely remote reach new highs, but not as much as 2020 during the start of the pandemic due to the return to the office and especially hybrid work. Regardless, remote work is here to stay forever.
According to a Ladders research, projections that 25% of all professional jobs in US and Canada will be remote by the beginning of 2023. This recently increased to 36% in its Q3 2022 Quarterly Remote Work report.
With the cost of living increasing and housing costs skyrocketing in many cities, remote work is continuing to be possible for more people. There are even some situations in which it is required, such as when an individual or their child are ill and need special care. The requirement to be physically present at work is becoming less normal than it once was.
Working remotely offers many benefits, including a lower cost of living, greater personal time management, and enhanced work/life balance. It can be a better work-life blend and improve the quality of life for employees and their families.
Systems and tools for HR will continue to transform the way we work. From talent acquisition, workforce and HR analytics, job bots, new applicant tracking systems (ATS) and job boards, to AI-powered solutions and more.
HR technology is a critical component of the modern People Leader in the digital workplace. It’s not surprising that an overwhelming majority (85%) of the HR professionals surveyed said they plan to invest in or already have invested in AI-powered HR solutions.
Technology may even have the power to enable AI-first organizations to grow at even greater speed. From Learning & Development, such as an AI-powered micro-course authorship technology. We use it to create training and development course materials — and you can give it a spin with a free 14-day trial from our affiliate 7taps. See our micro-courses for HR here for examples.
While the good news is that pay satisfaction is at an all-time high, the fact remains that many organizations did not change their compensation plan in 2022. Compensation salary plans, executive pay and compensation, and the overall compensation structure is ripe for innovation. Coupled with performance evaluation trends, HR expert Harold Strong, MBA spoke with us about this need recently.
"New performance evaluation strategies are needed, and should factor in that to be attractive to potential future talent, and to retain top performers—a lot needs to happen."Harold Strong, MBA, Human Resource Consultant & Adjunct Business Instructor
The good news is that compensation is not at the top of the list of why employees leave organizations; it is #3, right behind how their manager treats the employee, and the lack of upward career mobility via promotions. That said, 75% of employees say they would leave their job if they were offered a salary increase. This means that your compensation strategy needs to be improved if you don't want to lose your employees.
Career development refers to the planning and programs that help employees grow both within a given role and within the company. Consider a mentorship program to match people in your organization up with others across departments. It's proven that accessing talent through mentorship will give your employees the career development they need.
"Going into a new role, guns blazing and trying to make changes before truly understand what is happening and what is needed. Be honest with yourself 'I don’t know everything. I don’t know everybody. I don’t know really what the most important things are not going to change every single thing.' Seeking first to understand is paramount to influence any kind of change, any kind of development, any kind of transformation, organizational, cultural change. Being sponge mode first, whenever you get into these new scenarios and situations."Pete Schramm, CEO at Lattitude
Related: explore the Good Jobs Guide
The forward-leaning HR leader will not only deploy, but also integrates and uses human resource analytics to better understand, predict, and improve performance. As HR departments in remote-first and hybrid workplaces evolve, we are seeing an increasing use of data-driven approaches. After all, data is the infrastructure of employee experience. And HR data is a prerequisite for employee experience transformation, according to Luka Babic of people analytics platform Orgnostic:
"HR remains the only sort of feeling-driven function — and that isn't ideal because it is not being factored properly by the rest of the executive leadership team and to an extent the result of talent as well. And I think that's the kind of a chasm — HR leadership needs to adopt this kind of mindset, that we need to build a data-driven function... because management is usually appreciating that kind of approach."Luka Babic, co-founder and CEO of Orgnostic
For quickly getting your HR analytics to the next level, consider one of these Top 10 HR dashboard examples you can use today.
The global pay-for-performance index indicates that nearly a third of organizations do not have a pay-for-performance strategy, while 53% have a moderate to high level of compensation variability. For companies who want to drive higher performance, the question is “How?” not “Should we?”
The importance of employee wellbeing and mental health in the workplace is crucial, particularly in a 'post-pandemic' environment, and employers can take steps to support their employees' mental health by providing access to resources and creating a culture that normalizes seeking help. As HR leaders, it is essential to prioritize mental health and promote a culture of support in the workplace to protect and strengthen the health and safety of all employees.
Along with the top 11 HR trends to watch in 2023, including hybrid work, workplace inclusion, employee engagement, employee experience, remote work, HR technology, compensation innovation, career development, advanced workplace analytics, and pay-for-performance, employee wellbeing and mental health must be at the forefront of HR initiatives.
The COVID-19 pandemic has highlighted the importance of prioritizing mental health in the workplace. As we navigate the new normal, employers must take an active role in supporting the mental health and wellbeing of their employees. In this article, we will discuss the importance of mental health in the workplace and provide tips for employers to help support their employees' mental health.
Mental health affects everything we do, from our ability to work to our relationships with others. The workplace can be a particularly stressful environment, with high demands, long hours, and tight deadlines. When employees are stressed and overwhelmed, their mental health can suffer, leading to decreased productivity, increased absenteeism, and even physical health problems.
Employers have a responsibility to create a supportive and inclusive workplace that prioritizes mental health. By doing so, they can not only improve their employees' mental health but also increase productivity, decrease absenteeism, and improve employee retention.
Creating a positive work environment is essential for promoting mental health in the workplace. Here are some tips:
Employers should provide mental health resources to their employees, including:
Flexible work arrangements can help reduce stress and improve mental health. Here are some options to consider:
Educating employees on mental health can help reduce stigma and promote help-seeking behaviors. Here are some ways to educate employees:
There are many resources available to help employers support their employees' mental health. Here are a few:
Prioritizing mental health in the workplace is essential for creating a supportive and inclusive work environment. Employers have a responsibility to provide mental health resources, create a positive work environment, offer flexible work arrangements, and educate employees on mental health. By doing so, they can improve their employees' mental health and wellbeing, leading to increased productivity, decreased absenteeism, and improved employee retention.
For even more, explore our additional resources on this important topic that may help you boost and prioritize your employee's wellbeing (and that of your own):
HR analytics software solutions may provide organizations with information to get a full picture of their workforce. This information can turn into actionable workforce insights in order to potentially improve diversity initiatives, employee retention, recruitment and training. We've curated a vetted list of the top HR Analytics Software solution providers in 2023 to help you find the right HR analytics software for your organization.
By analyzing employee data, HR analytics software can help businesses identify trends and patterns related to employee behavior. This information can be used to improve HR policies and practices, and to make better decisions about employee retention, recruitment and training. After all, HR data is the infrastructure of a top-notch employee experience.
For automated HR analytics and data visualization software solution, this list is highlights the top people analytics solutions from top to bottom. Explore the pricing (as-available), value, and organization headcount size.
The teams behind the people analytics solutions below have all worked with many organizations to bring their HR departments and their business into the future.
Effectively reshaping HR reporting processes allows businesses to thrive while management is equipped with greater insight into how employees reach new levels of satisfaction and productivity. It can save up to 1 day per week for HR Generalists/HR Directors and is similar to using an automated solution vs. manually creating Excel-powered HR dashboards.
Automated HR Dashboard solutions support several HR Platforms, including the most popular like Greenhouse, BambooHR, and Zenefits, among other Applicant Tracking Systems (ATS), HR Information Management / HR Management Systems (HRIS'/HRMS), payroll, benefits, employee experience, and engagement systems, and more.
For example, you can see ADP's solution by watching this People Analytics and DEI Workshop. Take 44 minutes to find out the best ways to collect DEI data, analyze it, and make it transparent by communicating insights gleaned from DEI data to support your DEI goals.
Often these HR solutions do include their HR dashboard built into the product. Still, it is not a focus area to provide advanced HR analytics for them using these HR systems, so if you want a more specialized HR analytics dashboard and HR reporting solutions, you should go with a purpose-built, automated HR dashboard solution such as the ones mentioned above.
Find more HR analytics articles and webinars here. And be sure to subscribe to our weekly HR newsletter to be the 1st to get new information on upcoming HR webinars, new articles, guides, and HR courses.