Tag Archives: Employee Engagement

HR as the White Swan, Season 2 – A COVID-19, Voice of the Employee, Podcast Series

Amidst the current COVID-19 pandemic, organizations are faced with a number of new challenges related to the management of their workforce in these unprecedented times. But while businesses face this black swan event, HR is the white swan prepared to counterbalance that negativity.

We are excited to announce the debut of Season 2 of the White Swan Podcast Series, featuring Judd Weisgal, Senior Vice President of Madison and hosted by our own Elliot Clark, CEO of HRO Today. In this 9-part series, we again will address a topic corresponding to each letter in “W-H-I-T-E-S-W-A-N” that is directly related to the workplace as we navigate the COVID-19 pandemic. Our second season focuses on the “voice of the employee.”

Catch up on season 1 before listening here!

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Easing the Transition

Creating a solid foundation now will lead to stronger remote work in the future.

By Jo Deal

The coronavirus pandemic has forced businesses to shift to remote operations as much as possible, with CNBC reporting that 42 percent of U.S. workers are telecommuting for the first time. The transition to digital has sent businesses and HR teams through a whirlwind of change and uncertainty.

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HR as the White Swan – A 9-part COVID-19 Podcast Series

Amidst the current COVID-19 pandemic, organizations are faced with a number of new challenges related to the management of their workforce in these unprecedented times. But while businesses face this black swan event, HR is the white swan prepared to counterbalance that negativity.

This 9-part podcast series, each corresponding to a letter in “White Swan”, features HRO Today‘s own Elliot Clark and Madison‘s Senior Vice President, Judd Weisgal, for topical discussions related to “HR as the White Swan”. Join us for tips on managing through the crisis, all while keeping your workforce connected and engaged.

Click below to listen:

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Thinking Ahead

Employing neurodiverse talent can provide a competitive advantage, but this segment of the workforce requires special considerations.

By Simon Kent

Many organisations look to embrace different thinking as a means to attain a competitive edge. Indeed, tech giant Apple’s whole branding strategy at one point was “Think Different.” Today, that mantra has taken on a new meaning as businesses begin to view neurodiversity as the next stop on their diversity and inclusion agenda.

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2020 Baker’s Dozen Customer Satisfaction Ratings: Employee Engagement

View the top-rated employee engagement service providers in the industry.

By The Editors

HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey which we distribute to buyers directly through our own mailing lists and indirectly through service providers. Once collected, response data for all providers with a statistically significant sample size are loaded into the HRO Today database for analysis.

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Worker-Centric HR

New research finds four key priorities HR needs to focus on to keep talent top of mind.

By Mike DiClaudio

Today’s HR leaders continue to face disruption on multiple fronts. Constant technology innovation is changing the face of the workplace and the workforce. Unprecedented competition for recruiting and retaining talent is changing the balance of power between employer and employee. HR has to respond if it wants to remain a relevant and influential part of the organization.

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Confidence Abounds

2019 finished strong in terms of worker confidence.

By Larry Basinait

At the end of 2019, the Worker Confidence Index (WCI) increased by a robust 7.1 points compared to one year ago. This suggests that workers remain confident with their employment status compared to historical standards, despite a small decline of 2.5 points from the third quarter.  For the year, three of the four indices—likelihood of a promotion, likelihood of a raise of at least 3 percent, and trust in company leadership—increased by at least 6 points. The only index to decline was the job security index, down slightly by 2.8 points.

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