益普索的动态

Nostalgia or anxiety? There is a reason that getting employees to fill out corporate surveys are like taking the ACT all over again. The experience is *less than engaging* and the results are actionless. Don't throw the baby out with the bath water though as the #employeelisteningstrategy is more important than ever. ?? Instead, help employees reflect on their work and the roadblocks to accomplishing it. ?? Create tradeoffs to make sure you are measuring what matters most. ?? Make it directional by asking "where we are, where are trying to go, and how far we have to get there". These are a few best practices to help evolve the art and science of crowd sourcing in the workplace. If you would like to learn more, check out what the future of people analytics looks like at REWORC.

It's the final days to participate in the Transform Global Insights 2025: The Now and Next of Work survey. ?? This report is unique in that it is crowdsourced by the Transform ecosystem, and will help shape insights on DEI (yes, they kept the E ??), Global Talent, HR Trends, Workforce, Well-being, AI, and more! Your participation will help the community gain insights into today’s workplace dynamics and future trends by collecting authentic feedback from industry leaders like you. Take the survey: https://lnkd.in/gg9NBQur #Transform #HRInsights #GlobalWorkforce #Inclusion #Wellbeing

What drives talent?: This is a key question most hiring managers are currently discussing. Employer values are important to talent when they decide what company to work for and what companies to stay loyal to. Regarding the top drivers for respondents in Randstad’s employer brand research (REBR) survey, AI adoption, equity, retention trends, and economic conditions were the four key themes. At Randstad USA, we have research from some of the largest companies in the U.S. who share these values. Emmy Salviski Ralph A. Williams II Lindsey Rottner

Research underpins our work and is a central part of our client work. We use this research to create actionable insights for our clients. Here we share workforce research (with some customer experience research too), which we update regularly. We cover a broad range of disciplines, from learning and HR to diversity and internal communications, because we believe that the trends affecting one area of workforce development will be impacted, and influence, other areas. Having a holistic view of all the trends enables greater insights, which lead to better decisions. This is always a work in progress! You can find the reports here: https://lnkd.in/erNx84tu #research #actionableinsights

?? New insights from Culture Amp’s research: We’ve analyzed data from?2 million employees and over 75 million comments?and noticed a clear trend—employees are?spicing up?their feedback. ?? The days of neutral comments are fading, as employees share more candid, and often critical, perspectives. With the power of Culture Amp’s data lake (over 1.3 billion data points and growing), our research team translated raw data into insights and trends that HR teams can leverage to build out their people strategy. By capturing honest feedback through surveys, organizations can offer employees a space to express themselves and feel heard. Comments becoming less neutral and more negative truly brings into focus the need to create space for people to share what’s really on their minds—because sometimes, just *being heard* makes all the difference. What have you been seeing in your recent survey results? Link to full blog covering these findings are in the comments!

Will you be at Argentum Senior Living Executive Conference on April 29 in Phoenix? As the post-acute care & senior living industries navigate the labor shortage, innovative technologies are becoming essential tools for gaining a competitive edge. If you are interested in talking about AI and predictive analytics to drive meaningful improvements in key areas like employee retention, workforce mobility, and talent management, please scan the QR code below to let us know so we can set up a time at the conference to dig in! Michael Rosenbaum Jennifer K. Arena Analytics Kelly (Lynch) Russell

Coming into 2024, we wondered how HR leaders were dealing with all the uncertainty that lies ahead. Whether that was how they’d fare in a talent market where the skills on offer are increasingly misaligned with the needs of the business, or how they felt about the arrival of AI and what it will do to their understanding of skills. So we tapped into our channels and decided to ask some specific questions. ?? What concerns you most in the coming year?? ?? What workplace trends do you feel the most positive about?? ?? What do you think the leading trends in human resources will be this year?? ?? What do you think will cause the biggest disruption to the workforce over the next ten years? Find out the answers in our 2024 Workplace Trends Report >> https://bit.ly/3W27tSO Huge thanks to our participating HR leaders: William Huffaker, Tina Wang, Mary Alice Vuicic, Alex Link, Amanda Halle, Weronika Niemczyk-Savage, Victoria Myers,Annette Vandamas, Felicia Shakiba, Robert Bird, and Benedikt Dischinger #PeopleOperations #HRLeaders #WorkplaceTrends #Report

Check out Leapsome’s 2024 Workforce Trends Report ??

We’ve seen some progress, but is it really enough? Lately, I’ve been reflecting on companies' DEI efforts, and a few things stood out to me: ?? Is DEI progress measured by employee happiness or business outcomes? ???? Can a strong DEI culture thrive without specific metrics or targets? ???? How do we tackle unconscious bias without making people defensive? These questions have been on my mind, and I’d love to hear how others are navigating them. If you’ve been thinking along the same lines, let me know your thoughts. P.S. Here’s a resource that might help: https://lnkd.in/e34EvGa2

Have you every considered that the low ROI from your employee listening survey platform might be because the surveys it uses are bogus? There is a whole field dedicated to measurement validation and statistics, yet these methods rarely make it into People Analytics departments or the companies who sell what are essentially very, very expensive surveys. We've all heard the saying "garbage in; garbage out". Measurement quality is important. In no other field would we settle for crappy measurement. Fancy analytics can't save you from a bad survey. As People Analytics professionals and academics, we have a major opportunity to correct this significant flaw in our way of working. While organizations likely don't have the time or resources to conduct full on validation studies of their survey instruments (nor do they need to), they can follow some basic best practices and run some basic statistics to make sure what they are doing with their response data makes statistical sense. Companies in the business of selling employee listening surveys, on the other hand, definitely ought to be doing the heavy lifting required to validate their products. Ask them for the evidence. If they can't provide you with evidence of rigorous testing of their product, run ??♀??? --don't walk--to their competitors who can. At NYU SPS Human Capital Management, we're training a new generation of professionals who will use skills like this to build a brighter, more evidence-based future. This Friday, I'll be running a workshop for our students on these very topics. (Are you a student and need to register/can't find the link? Message me here or email me!) NYU School of Professional Studies Anna A. Tavis, PhD Beverly Tarulli, Ph.D. Mike Valentine J.D., Ph.D Lauren Offermann Dr. Woody Woodward, PhD, PCC Mary Cianni. PhD Richard Rosenow Philip Arkcoll Mike Merritt Kelsie L. Colley, M.S. PhD ABD Kaitlyn Mihalco (Mikush) Society for People Analytics NYU SPS - SHRM Student Chapter #peopleanalytics #employeelistening #leadership #humanresources #futureofwork