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.

Comfort and Joy: The Rise of Hobbies

  • A quarter of people surveyed globally have taken up a new hobby in the past six months, showing how hobbies and activities have become an integral part of people's lifestyles.
  • Employers should encourage a healthy work-life balance that allows employees to pursue their hobbies and interests outside of work.
  • Consider offering flexible schedules or remote work options to allow employees to devote more time to their hobbies.

Retrocore: Nostalgia is Back

  • Nostalgia for the '80s, '90s, and '00s is becoming increasingly popular, with 2 in 5 Gen Zers surveyed expressing a fondness for '90s music and entertainment.
  • Brands can tap into this trend by incorporating nostalgia into their marketing campaigns or products.
  • Employers can leverage nostalgia to build a sense of community among employees by hosting retro-themed events or activities.

Allyship: Supporting Universal Causes

  • People are championing universal causes like human rights, and driving change like never before.
  • Brands should take a stand on important issues and demonstrate their support for universal causes to earn customers' loyalty.
  • Employers can show support for universal causes by offering paid time off for activism, making charitable donations, or hosting events that promote social awareness and inclusivity.

Brand Friendship: Connecting with Customers

  • People increasingly want brands to act like a best friend, understanding their values and showing that they are on the same wavelength.
  • Brands can build stronger relationships with customers by creating authentic connections through social media engagement and personalized marketing.
  • Employers can foster a sense of belonging and camaraderie by creating a strong employer brand that aligns with the values and interests of their employees.

Planetary Paradox: Environmental Consciousness

  • The environment is becoming a more pressing concern for people as they experience personal consequences like higher heating bills and difficulty obtaining potable water.
  • Brands should prioritize sustainable practices and communicate their commitment to the environment to appeal to socially conscious customers.
  • Employers can encourage environmental consciousness among employees by implementing eco-friendly practices in the workplace and providing resources for employees to reduce their carbon footprint.

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.

Explore the role of culture in reworking work for everyone.

Hear from leading experts and thought leaders on building culture-first foundations and discuss our collective vision for the world of work.

Discover community at the intersection of culture, science, and innovation.

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.

Watch On-Demand Now — Pick Your Sessions of Interest:

Why culture matters and what to do about it, with Didier Elzinga

In this session Didier shares:

  • The latest research from 6,000 companies on why culture matters more than ever before
  • Stories from the world’s top-performing companies
  • Actionable insights that you can take back and apply to your own company

Presented by:
Didier Elzinga, CEO and Co-founder, Culture Amp

Watch now

Building an equal, inclusive and diverse workplace, with Valerie Jarrett

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.

Presented by:
Valerie Jarrett, CEO of the Obama Foundation, Board Chairman of Civic Nation, and Co-Chair of the United State of Women

Moderated by:
Didier Elzinga, CEO and Co-founder, Culture Amp

Watch now

How Snooze Eatery built a resilient company culture rooted in data, action, and care

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:

  • How Snooze created a feedback loop that continuously improved their employees’ experiences
  • How to support individual and company growth
  • Actionable tips for creating a resilient company culture that can withstand any challenge your business faces

Presented by:
Jeremy Edmonds, Director of People, Snooze Eatery

Watch now

Build a high-performance culture rooted in development

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:

  • Build a performance process that empowers individuals to take ownership of their development goals
  • Design a performance and develop culture that is built to scale as your company grows
  • Empower managers to have more meaningful development conversations with their direct reports

Presented by:

  • Jennifer Shevlin, VP of Human Resources, Blueprint Medicines
  • Katasha Harley, Chief People Officer, Bravely

Moderated by:

  • Patty Martinez, Organizational Development Lead, Culture Amp

Watch now

CHROs & the boardroom, with leaders panel

What is the role of the CHRO and the company board? In this session, our panelists share:

  • How you can navigate the critical CHRO/CEO/Board relationship
  • What culture looks like in the boardroom
  • Bringing people & culture to the top of the agenda
  • Stories from their careers at Salesforce, Zendesk, Asana, and more

Presented by:

  • Edweena Stratton, Chief People Officer, Culture Amp
  • Anna Binder, Head of People, Asana
  • Fidelma Butler, Vice President of Talent & Organizational Development, Zendesk

Watch now

Time management for mortals, with Oliver Burkeman

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 shares:

  • The “efficiency trap” and why time management is all about neglecting the right things
  • Embracing our limitations and focusing on getting the most meaningful things done – here and now
  • How to apply these principles to re-evaluate our personal, professional, and organizational goals and priorities

Presented by:
Oliver Burkeman, Journalist & bestselling author of Four Thousand Weeks: Time Management for Mortals

Watch now

100 years of putting culture first, with Wilson Sporting Goods

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:

  • How Wilson scaled culture while navigating change
  • The employee experience strategies behind this storied company
  • Actionable insights into putting culture first at all levels of the organization

To learn more about how Wilson Sporting Goods puts culture first, listen to the Culture First podcast mini-series.

Presented by:
Geoff Watts, Vice President of Human Resources, Wilson Sporting Goods

Moderated by:
Damon Klotz, Culture Evangelist, Culture Amp

Watch now

How to engage, retain, and multiply your high-performing employees

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:

  • What uniquely engages and retains high-performing employees (the employees you most want to keep)
  • How to turn great performers into high-performers
  • What performance management approaches have the best impact

Presented by:
Fresia Jackson, Lead Researcher, Culture Amp

Watch now

How to create equitable employee experience policies

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.

Presented by:

  • Michelle Saurel, Director Global People Operations, Culture Amp
  • Kerri Fazzino, Lead People Partner, Culture Amp

Moderated by:
Thushyanthi Muruges, Equitable Design Lead, People & Experience, Culture Amp

Watch now

Half a shade braver: The foundations of conversational leadership, with David Whyte

An internationally renowned poet, author, and major contributor to the field of conversational leadership, David Whyte shares:

  • What conversational leadership is and how to embrace it
  • Why self-examination and self-knowledge are critical for effective leadership
  • Simple steps for engaging in conversations that help you grow as both a leader and an organization

Presented by:
David Whyte, Internationally renowned poet and author

Watch now

The impact of being Culture First, with Rod Hamilton & Rachel Morley

How are your efforts as people leaders driving positive change in the world of work? In this session, Culture Amp’s product leaders reveal:

  • Never-before-seen insights about the impact HR leaders are driving in the workplace
  • A sneak peek of new Culture Amp capabilities that will empower you to expand your impact in the future

Presented by:

  • Rod Hamilton, Co-founder, Culture Amp
  • Rachel Morley, Chief Product Officer, Culture Amp

Watch now

How to create a social impact-driven employee experience

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.

Presented by:
Tracey Wilmot, Chief People Officer, Vera Institute of Justice

Moderated by:
Noah Sacks, Customer Success Manager, Culture Amp

Watch now

Foster belonging, engagement, and motivation in the workplace

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:

  • How ConsenSys has built a culture rooted in innovation and transperency, leading to results such as increasing their inclusion survey results by 10+ points in a 6-month time period
  • How Beauty For All applied broader social impact-focused business strategies (including investing $50m+ in Black and Latinx owned business) to drive their internal employee experience intiatives
  • Actionable insights into fostering inclusivisity across the workplace

Presented by:

  • Amanda Keleher, Chief People Officer, ConsenSys
  • Peter Mostachetti, Director of Organization, Learning & Inclusion, Beauty for All

Moderated by:
Kevin Yip, President & Co-Founder, Blueboard

Watch now

Bittersweet: The surprising key to creativity, connection, and authenticity, with Susan Cain

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:

  • How the expression of sorrow, as well as joy, is key to deep creativity and genuine connection.
  • Case studies of organizations, from hospitals to oil rigs, that have transformed their cultures – and smashed productivity records – by creating “bittersweet” cultures.
  • An analysis of everything from Harry Potter novels to fashion photography to reveal what creativity really is – including its surprising relationship to longing, sorrow, and rising above our limitations.
  • How you can use these insights and actionable steps to build true connection and foster a more creative and mutually supportive work environment.

Presented by:
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

Watch now

Together, we’ll dive into insights, guidance, and practices on:

Building and nurturing culture first foundations

Learn how to overcome unexpected change by making culture the foundation of everything you do.

Designing impactful employee experiences for everyone

Explore the latest data, tools, and best practices organizations use to amplify the employee experience.

Creating a better world through work

Meet employees’ expectations for meaningful work through social impact and action.

Take notes from leading thinkers, researchers, and doers.


Esther Perel headshot

Esther Perel

Psychotherapist, bestselling author and host of podcasts Where Should We Begin? and How’s Work?

Edward Enninful headshot

Edward Enninful

Editor-in-Chief of British Vogue and European Editorial Director of Vogue

Steffi Jones headshot

Steffi Jones

World-renowned coach and World Champion German football player

Didier Elzinga headshot

Didier Elzinga

CEO & Co-founder of Culture Amp – a fast-growing unicorn startup & global leader in employee experience

Georgina Reeves-Saad headshot

Georgina Reeves-Saad

Employee Engagement and Experience Lead at British Council

Dr. Barbara Zesik headshot

Dr. Barbara Zesik

Chief People Officer at Omio Travel

Nicole Stewart headshot

Nicole Stewart

Organisational Behaviour Manager at Dnata

Nayomi Lardier headshot

Nayomi Lardier

Talent Director and Diversity & Inclusion Lead at Deezer

Benjamin Kandebe headshot

Benjamin Kandebe

Customer Success Coach at Culture Amp

Rachel Morley headshot

Rachel Morley

Chief Product Officer at Culture Amp

Charlotte Mosley headshot

Charlotte Mosley

Senior People Scientist at Culture Amp

Jessica Brannigan headshot

Jessica Brannigan

Lead People Scientist at Culture Amp

Sonal Chauhan headshot

Sonal Chauhan

Senior Customer Success Coach at Culture Amp

Jessica Barlow - CFG EMEA

Jessica Barlow

Chief People Officer at Foundry

Arne Sjostrom headshot

Arne Sjostrom

Lead People Scientist at Culture Amp

Carmen Amador Barreiro headshot

Carmen Amador Barreiro

Senior People Scientist at Culture Amp

JB headshot

Jessica Brook

Director of People Science at Culture Amp

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.

Human-Centered Work Culture Course (Expanded)

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.

  1. Human-centered work: HR professionals play a critical role in shaping the work experiences of employees and building cultures that foster success and well-being.
  2. Work must prioritize people's needs & well-being!
  3. Recognize that work is not just a means of income generation. It is a means for personal growth, self-expression, and enjoyment. Work can provide opportunities for learning, perspective, self-affirmation, and making a positive impact on the world.
  4. Toss out traditional work models. Ways we work may not always be the most effective or sustainable. Long hours means sacrificing time that could be enjoyed with our families—just for the sake of productivity—and is not sustainable in the long term. It often leads to burnout and reduced productivity.
  5. Avoid burnout by seeking human-centered work. Unlike traditional work models, human-centered work seeks to find ways to increase productivity while also supporting the well-being and happiness of employees.
  6. Consider adopting human-centered methods & technologies. Technology gives us unprecedented leverage, but it is only useful if it is surrounded by the right rules, mental models, policies and procedures, habits, and paradigms.
  7. Meaningful work matters. As a leader in your organization, you have a responsibility to help employees find meaningful work by building cultures that support personal growth, providing resources for success, and fostering communication and collaboration.
  8. Consider the needs and well-being of both employees and customers in your work. Be sure to create cultures that support personal growth and a holistic approach to ensure meaningful work and positive impact on the broader community.
  9. "Culture eats strategy for breakfast." Having a culture that values both employees and customers and is focused on their well-being can help make your plan successful.

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.

Innovation as an Organization

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.

Innovation Through Remote-First

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.

How to Create the Best Remote-First Culture

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.

Communication is Key

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.

Productivity Over Hours

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.

Get Together as a Team

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.

Watch This Webinar on Workplace Culture Now

Watch now

Join INTOO Career Coach, Lisa Nichols, as she dives into this approach. This session will cover:

  • What is a mobility mindset?
  • Benefits of this strategy
  • Obstacles of adopting & how to overcome them
  • How to move forward & implement

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.

Register now

This HR webinar will cover:

  • Why company culture is replacing the performance focussed approach.
  • How company culture can be designed.
  • Practical ideas and resources for using workshops to start designing the culture in your organization

Register now

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:

1. Hybrid work

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.

2. Workplace Inclusion

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.

Not long ago, the ROI on inclusion to be massive by HBR:

  • 15% better financial performance from gender-diverse organizations
  • 35% better financial performance from ethnically-diverse organizations
  • With each 10% increase in diversity on executive teams, companies experienced an 8% increase in profitability

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.

3. Employee Engagement

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.

4. Employee experience

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.

Capturing the full employee life cycle

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.

5. Remote work

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.

6. HR technology

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.

7. Compensation innovation

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.

8. Career development

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

9. Advanced workplace analytics

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.

10. Pay-for-performance

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?”

11. Employee Wellbeing and Mental Health in the Workplace

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.

Wrapping up

Thanks for reading my 1st annual HR tech trends report! For even more explore what The Future of Work looks like and this read on Re-imagining the Workweek.

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.

Why Prioritizing Mental Health is Important

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.

Tips for Employers

1) Promote a Positive Work Environment

Creating a positive work environment is essential for promoting mental health in the workplace. Here are some tips:

  • Foster a culture of support, respect, and inclusivity.
  • Encourage open communication and feedback.
  • Recognize and reward employees for their achievements.
  • Provide opportunities for professional growth and development.

2) Provide Mental Health Resources

Employers should provide mental health resources to their employees, including:

  • Employee Assistance Programs (EAPs) - EAPs offer confidential counseling and support to employees and their families.
  • Mental health benefits - Employers should provide comprehensive mental health benefits that cover a range of services, including therapy, counseling, and medication.
  • Online resources - Employers can offer online resources, such as mental health screening tools and self-help resources.

3) Create a Flexible Work Environment

Flexible work arrangements can help reduce stress and improve mental health. Here are some options to consider:

  • Remote work - Remote work can provide employees with more flexibility and work-life balance.
  • Flexible schedules - Employers can offer flexible schedules, such as compressed workweeks or job sharing, to accommodate employees' personal needs.
  • Time off - Employers should encourage employees to take time off when needed, whether it be for mental health days or vacation.

4) Educate Employees on Mental Health

Educating employees on mental health can help reduce stigma and promote help-seeking behaviors. Here are some ways to educate employees:

  • Host mental health workshops and training sessions.
  • Share mental health resources and information.
  • Encourage open communication about mental health in the workplace.

Resources for Employers

There are many resources available to help employers support their employees' mental health. Here are a few:

  • Mental Health America - offers resources and tools for employers to create a mentally healthy workplace.
  • National Alliance on Mental Illness (NAMI) - provides resources and support for employers to help employees with mental health conditions. CEOs of companies may also consider signing on to their CEOs Against Stigma initiative and even get a no-cost webinar for employees about it.
  • Centers for Disease Control and Prevention (CDC) - offers resources and guidance on workplace mental health.
  • US Surgeon General - a recent report "Protecting Youth Mental Health" stresses the need for employers to address the mental health crisis in the workplace, and suggests that employers can take steps to support their employees' mental health by providing access to mental health resources and creating a culture of support, and encourages HR leaders to prioritize mental health and promote a culture of support in the workplace.

Next Steps to Prioritizing Mental Health in the Workplace

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.

Best people analytics solutions for small to mid-size organizations

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.

  1. Orgnostic: free if you want to opt into their 'Descriptive' people analytics solution (the most straightforward version) with up to 3 months of data history. Their Starter pricing with more advanced features starts at $2/month/employee, so a 100-person company with Pro runs $160/mo with a yearly contract. They've also pioneered the latest in AI for HR tech, influenced by the latest developments in large language models such as ChatGPT, on top of Diagnostic Surveys.
  2. Employee Cycle: a near-real-time HR dashboard solution if you're looking for the quickest, most straightforward solution and have up to 500 employees. They offer a free 14-day trial, and it is free if you have up 49 employees in your organization. If you have 50-125 employees, they charge $432 per month and another $3 per employee per month (billed annually) if you have over 126 employees.
  3. eqtble: The top "People analytics as a Service" provider works with your organization to guide you and your team. They differentiate between all the following solutions in that they take a consultative, services-based approach, with an HR analytics dashboard solution as a deliverable after working with you. They start at just $800 per month due to the hands-on nature of this work, and offer 50% off for any startup with under 200 employees. The Foundational package provides you with access to Metrics, Stories, Dashboards, and Data Health and also features data management. Check them out to get started on your people analytics journey.
  4. ChartHop: initially started as an organizational chart software, ChartHop has expanded to provide a full suite of people analytics dashboard and visualization features. It is free for up to 150 employees and is either $8 or $12 per employee per month (billed annually).
  5. peopleHum: an HR Analytics Software that helps you to find out hidden workforce trends and make better decisions with data-driven HR analytics. Their pricing starts at a simple $2 per employee per month.
  6. Knoetic: As pricing is not transparent, the best way forward is to get in touch or request a demo. Their pricing may be flexible based on your organization's headcount. They also offer a social network of 1K+ HR leaders baked into the solution. However, it is unclear as to its tangible benefits and whether or not it is just akin to a Slack community (such as People Geeks by CultureAMP).

Mid-size organizations (and large enterprises) people analytics solutions

  1. eqtble: along with a cloud-based HR dashboard platform, they provide people analytics as a service, and also help you consolidate HR and talent data in one place, so you can easily craft stories that have a real impact on your business. While they start at $800 per month, the enterprise version goes up to $4,500 per month.
  2. Qualtrics HR Analytics: quite possibly the most advanced and robust people analytics solution because Qualtrics is also a data broker with billions of data points about consumers. This solution helps you best sense of your data and may also tie into their Employee Experience Management platform (akin to its sister product offering for customer experience management).
  3. PeopleInsight: pricing ranges from $24K-$40K/yr for under 500 employees, $28-$60K for companies with 50-2499 employees, $40K-$90K/yr for 2500-4999 employees, and $60K-120K/yr for over 5000 employees.
  4. Sisense HR Analytics: a people analytics software solution. As pricing is not transparent, it is estimated to be at least $20K/yr, so the best path forward is to get in touch for a demo.
  5. Visier: pay for the features you need. As pricing is not transparent, the best way forward is to get in touch or request a demo.

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.

Transform your workforce with an HR dashboard and automated insights solution

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.

Need more information to help you decide about improving your HR reporting and HR dashboard solution?

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