Magazine Article
Doing Well Through Wellness
Doing Well Through Wellness
The Mentorship Manual
Three organizations share their unique approaches to mentorship programs.
By Marta Chmielowicz
Mentorship has long been considered a powerful way to build trust and connection, expand knowledge, and enable high performing employees to reach their full potential. That is why it is a critical element of Digital Realty’s leadership development strategy, particularly as the company transitions following an acquisition.
VR In a Virtual World
Going Digital
The Full Spectrum
Solving the Leadership Development Crisis
Getting More From Employee Screening
Alignment is Powerful
Two organizations share how reinforcing positive behaviors and company values through recognition helps drive employee engagement.
By Debbie Bolla
Recognition is a proven lever that drives employee engagement and company culture. In fact, according to Achievers’ 2021 Engagement and Retention Report, 85% of employees report that when they are recognized, they are motivated to work harder. Such is the case for CAA Club Group (CCG).
Editor’s Note: L&D Takes the Lead
CEO’s Letter: Personal Coaching is the Next Wave of Democratization of the Workplace
HRO Today Association: New Members Bring New Energy
I’m pleased to share that both the HRO Today Association and the CHRO Today Executive Network (C-TEN) have experienced substantial growth within the practitioner community since the beginning of 2021. After an extremely stressful year -especially for those in HR -CHROs and other HR professionals are eager to connect with peers to learn, share, and prepare for the future of HR.
New members include:
The Leadership Equation
Identifying employee potential, creating career paths, and developing hard and soft skills all add up to future success.
By Simon Kent
Identifying and developing leadership talent is a particular challenge for HR. From succession planning and development to external talent acquisition, HR leaders need to ensure there are practices to identify and place talent that will help the business thrive. Even in the face of the pandemic, forward-thinking organisations have prioritised their leadership programmes, ensuring their businesses have a strong direction despite stormy waters.
Keeping Compliant
Remote and hybrid workforce models add another layer of risk and complexity.
By Simon Kent
The challenge of delivering compliance across a remote and now increasingly hybrid workforce is summed up by Robert Hicks, group HR director at Reward Gateway: “The easiest way to think about it is if you have 100 staff, you have 100 locations, and you need to make sure each one is managed as you would just one location,” he says.
Maintaining Momentum
Many factors have actually increased employee engagement over the last year. Now, the challenge is to keep it on the rise.
By Simon Kent
For some businesses, the COVID-19 pandemic heightened the emphasis on employee engagement, resulting in improvements to worker attitudes and productivity. But a survey by Targus found that despite everything, 40% of office workers across Europe haven’t discussed new work arrangements with their bosses. Without those conversations, the risk of disengagement at this point in the pandemic cycle is very real.
Editor’s Note: Learning Curve
By Simon Kent
HR could be forgiven for breathing a sigh of relief this year. Whilst it is by no means over, the immediacy and severity of the pandemic seems to be declining in many regions -and companies around the world are emerging, blinking in the light of economic upturn after months of lockdown and decline. And yet, for those in charge of employees across the business world, this is no time to rest on laurels.
Looking Forward
For companies seeking a more inclusive, equitable, and diverse workplace, data can reveal a clear path to success.
By Marta Chmielowicz
When an organization came to Korn Ferry with the goal of improving the diversity of its upper-level leadership team, a root analysis was in order. By leveraging workforce data to understand the underlying causes of racial inequity in their workplace, the client was able to gain insight into a powerful lever of inclusion and develop strategies to create lasting change. Other companies struggling to create safer and more inclusive, equitable, and diverse workplaces have a valuable lesson to learn from this approach: data can reveal a clear path forward.
Evolving Employer Branding
Employers need to redefine their EVP and employer brand to respond to the transforming world of work.
By Marta Chmielowicz
As COVID-19 restrictions lift and the U.S. economy begins to recover, employees are seeking out new job opportunities in droves. In fact, Achievers’ 2021 Engagement and Retention Report shows that 52% of employees plan to look for a new job -up from 35% in 2020. To remain competitive and attract top talent in this environment, organizations need to revamp their employee value proposition (EVP) and brand strategy to meet the needs of today’s evolved workforce.
Generation Next
Strategies to develop a holistic workforce strategy to attract younger talent and contingent workers.
By Vish Baliga
The pandemic has challenged companies to rethink their workforce strategies in profound ways, particularly with respect to remote work and gig opportunities. Much of the U.S. has become a work-from-home economy, with over 42% of the workforce now working from home or a remote location full-time. Many of the concerns associated with working from home have been addressed with the aid of new technologies and work practices. In fact, the pandemic-induced remote work environment has provided ideal conditions to validate the benefits of remote work for organizations, workers, and society at large.
Changes Ahead
As offices reopen and a hybrid workforce becomes the norm, a new set of challenges are arising.
By Jo Deal
The “future of work” and “return to office” have never been more top of mind than they are today. Organizations are faced with the impossible task of deciding how to meet everyone’s needs: those who want to work fully remotely, those who miss the office and amenities, and those who want a mix of both via a hybrid model. The true winners will be the organizations that create solutions that allow each of these groups to successfully find their new normal and thrive equally, no matter which group they are in.
Making the Grade
If 2020 was a test, HR technology passed with flying colors.
By Stacey Cadigan
If there was ever an examination of the value of the HR function as a whole -and the value HR technology can add to an enterprise -it’s been the past 12 months. More than a year into the COVID-19 crisis, HR teams have had to contend with a host of people and policy issues in a workplace that has been radically changed by the pandemic. Cloud-based HR and other technologies have played an important role in helping enterprises survive. In fact, one could say HR technology finally came of age and made the grade in the midst of this crisis.
Paving the Way to Growth
Creating employee career paths is crucial to attracting and retaining the best talent.
By Shalon Travis
When it comes to defining employee experience, there are perhaps as many definitions as there are stars in the sky. But the one thing nearly all HR leaders can agree on is that the goal of a positive employee experience is to reduce unwanted attrition, improve engagement, and build strong teams.
Maintaining a Healthy Program
Three strategies can help employers navigate the changes to employee benefits caused by COVID-19.
By Sally Prather
The onset of the COVID-19 pandemic placed most employers in crisis mode, focusing on employee health and safety and the transition to remote work. As companies now begin to focus on recovery and the “new normal,” it’s essential to evaluate longterm workforce strategy to ensure sustainability and growth. A good starting point is assessing health and wellness benefits, a long-standing pain point for many organizations.