2024年首席人力資源官員工成功規(guī)劃手冊

INVESTINGIN

IMPACT

2024

CHROSTRATEGIC

EMPLOYEESUCCESS

PLANNER

YouneedtoSTARTinvestingin…

?Datathathelpsyoumakeconfidentdecisions

?Targetedactionwhereandwhenitmattersmost?Efficient,simpletoolsyourteamslove

?Connectedandintegratedtoolsandsystems

?Empoweringyourmanagerstodriveyourstrategy

?Energizingpartnershipsthatmoveyoufurtherfaster

2024

YourYearofImpact

Yourtalentisyour#1expense.AsanHRleader,youknowthatinvestinginemployeesuccessiskeytothefutureofyourteamandyourorganization.ButresearchshowsmanyHRleaderstodayarestuckintheweeds,preventingthemfrombecoming

strategicbusinessleaders—andlimitingtheirimpactontheorganization.

91%

ofHRleadersthinktheyhave

the

skillstobeCEOs

,butonly

13%areprioritizingfinancial

performance.

2?

3

ofbusinessleadersreportthecurrent

focusofHRisprocess

,butleaderssay

theyneedHRtobesetupforspeed,

agility,andadaptability.

70%

ofCEOs

expecttheirCHRO

tobea

keyplayerinenterprisestrategy,

butonly55%saytheirCHROmeets

thisexpectation.

Weseeandacknowledgethisgap,butweknowinourheartsthatEVERYHRleaderhasthepotentialtobeakeyplayerindrivingundeniableimpactfortheirbusiness.Itismorethanpossible,butitrequiresanot-so-subtleshiftinwhereyouareinvestingyourtime,yourenergy,andyourdollars.

YouneedtoSTOPinvestingin…

?Hunches&assumptionsthatarenotdata-backed

?Randomactsofengagement

?Clunky&outdatedtoolsyourteamshate

?Siloedanddisparateprocessacrossteams

?HRcarryingalltheweightofyourstrategy

?Flashyplatformsandfeatureswithnosupport

Wecreatedthisstrategicplannertohelpyou:

?Getorganizedandthinkstrategicallyaboutcriticalareasofinvestment

?Prepareyourteamfortheupcomingyear

?Buildanintegratedemployeesuccessprogram

We’vehand-pickedmonthlythemesthatyoucanfocusonthroughouttheyear.Butyoucanusethisguideinwhateverwaythatworksbestforyou.Skiparound,zeroinonafewfocusareas,orhighlightsomekeyinsightsasremindersfortheyear.

Quantum

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2024CHROEmployeeSuccessPlanner

WHAT’SINSIDE

JANUARY:BuildingaCultureofEmployeeSuccess4

FEBRUARY:BecomingaMoreStrategicHRLeader7

MARCH:EmpoweringEveryonetoOwnEmployeeSuccess10

APRIL:AssessingandImprovingYourCulture13

MAY:PredictingandPreventingTurnover16

JUNE:MakingYourCultureaMagnetforTalent19

JULY:BuildingYourEmployeeListeningStrategy22

AUGUST:AnalyzingYourSurveyData25

SEPTEMBER:MakingPost-SurveyActionEasier28

OCTOBER:EvolvingYourApproachtoEmployeePerformance31

NOVEMBER:EmpoweringManagersasPerformanceCoaches34

DECEMBER:PlanningfortheFuture37

OneStrategicPlan40

InvestinginImpactwithQuantumWorkplace41

Quantum

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2024CHROEmployeeSuccessPlanner

ASSESSINGYOURTECHINVESTMENTS

Doourtoolshelpmeconnect

thedotsbetweenengagement,

performance,culture,andretention?

Isiteasyforustounderstand,

validate,andimproveouremployeeexperience?

Isiteasyformymanagerstobe

effectiveperformancecoachesthattrulyinspireemployeeimpact?

Isiteasyforustooptimizeour

cultureinawaythatattractsandretainstoptalent?

JANUARY

BuildingaCultureofEmployeeSuccess

TheChallenge

There’sagrowingdividebetweenleadersandemployees—

andHRoftenfeelsstuckinthemiddle.While94%of

executivesanddirectors

reporttrustinseniorleaders

to

leadtheirorganizationstofuturesuccess,only89%of

managersand86%ofindividualcontributorsfeelthesame.

WhyInvestHere

Itmayseemchallengingtobridgethisdivide,butHRleaders

neednotpicksides.Wemustshapetheorganizationto

navigatethegoodtimesandthebad.Wemusthelpalllevels

oftheorganizationprioritizeinvestmentsinourpeople—

leadingwithacalm,human-centered,anddata-driven

perspective.HRcanhelpleadersblockoutthenoiseand

focusonwhatmatters,unifyingeveryonearoundasingle,

winningambition—employeesuccess.

WheretoInvest

Overthepastfewdecades,organizationalleadershave

waveredbetweenprioritizingengagementorperformance.

Today,leadersarefinallystartingtoconnectthedots

betweenthetwo.Thetruthisyoureallycan’thaveone

withouttheother.Engagedemployeesperformbetter.And

thewayyouapproachperformancematterstoengagement.

Thisiswhatwe’retalkingaboutwhenwetalkabout

employeesuccess.

Employeesuccessisaboutthebigpicture.It’snotchoosing

betweenengagement,performance,culture,orretention.It’s

recognizingtheinextricableconnectionsamongthem—and

workingtounderstandandimproveuponthemtogether.There

arethreecriticalcomponentswhenitcomestobuildinga

cultureofemployeesuccess.

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“

MAGNETISM

IMPACTEXPERIENCE

“Connectingthedots[between

engagement,performance,andbusiness

success]isallabouthowyouframeit.The

correlationsdon’talwaysworkoutbecause

peoplearemessy!Attheheartofallthis

data,there’sahuman.Butifyoucansimplify

thecomplexityandfindstoriesthatmake

intuitivesensetoyourleaders,theywill

listenandrespond.”

–MICHAELFOSS,EVP/CHIEFHUMANRESOURCESOFFICERATNEOVIALOGISITICS

EMPLOYEESUCCESS:WHATITIS&HOWTO

UNLOCKITINYOURORGANIZATION

?EmployeeExperience:Youneedtocreatean

engagingemployeeexperiencebyunderstanding,

validating,andimprovinguponit.

?EmployeeImpact:Youneedtoinspireemployee

impactbyconnectingemployeestotheroletheyplay

inhelpingtheorganizationsucceed.

?OrganizationalMagnetism:Youneedtobuildand

optimizeyourculturetobecomeaplacewhere

employeeswanttostayandtoptalentwantstojoin.

Asleaders,wemustreinforceeachdaythatwe’recommitted

toemployeesuccess.Andit’simportantthatemployeesfeel

thatsupport.Creatingthatenvironmentisconstantwork.

Somedaysit’sanuphillbattle.Butwhenyousetyourtarget

onemployeesuccess,theorganizationisbetteroutfittedto

accomplishitsgoals.

LEARNMOREABOUTHOWTOUNLOCK

EMPLOYEESUCCESSINYOURORGANIZATION:

EmployeeSuccess:WhatItIs&

HowtoUnlockItinYourOrganization

Quantum

2024CHROEmployeeSuccessPlanner

?Wrkplace

5

REFLECTIONS

BuildingaCultureofEmployeeSuccess

Ofthethreecomponentsofemployeesuccess—experience,impact,andmagnetism—whichareaisyourorganizationmostfocusedon?Whataresomekeywinsinthisarea?

KEYWINS:

1.

2.

AREAWE’REMOSTFOCUSEDON:

Creatinganengagingemployeeexperience

Inspiringemployeeimpactandperformance

Creatingamagneticculture

3.

Whicharea(s)isyourorganizationunder-investingin?Why?

AREAWEAREUNDERINVESTINGIN:

CreatinganengagingemployeeexperienceInspiringemployeeimpactandperformanceCreatingamagneticculture

WHYWE’REUNDERINVESTING

Whataresomekeystepsyoucouldtakein2024tobringmorebalanceandconnectionacrossallthreeareas?

Quantum

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ASSESSINGYOURTECHINVESTMENTS

DoourtoolshelpmesavetimesoIcanspendmoretimeonstrategyandlesstimeonprocess?

Doesourplatformsetusupfor

speed,agility,andadaptabilityinourpeoplestrategies?

DoIhavethedataandanalyticsI

needtohelpmyorganizationmakesoundbusinessdecisions?

IsiteasytouncovertheinsightsIneedwhenIneedthemmost?

IsourtechproviderleadingthewayonhowHRcanuseAItobemore

efficientandimpactful?

FEBRUARY

BecomingaMoreStrategicHRLeader

TheChallenge

70%ofCEOs

expecttheirCHROtobeakeyplayer

in

enterprisestrategy,butonly55%saytheirCHROmeets

thisexpectation.Diggingalittledeeper,morethan2/3

ofbusinessleadersreport

thefocusoftheirHRteamis

process

.ButleadersalsosaytheyneedHRtobesetupfor

speed,agility,andadaptability.

WhyInvestHere

Businessleadersknowhowessentialtalentistobusiness

success.ButorganizationsneedstrategicHRleadershipto

trulymaximizetalentpotential.HRhasahugeopportunityto

earnthetrustoftheC-Suite.Todoso,theymustbeableto

clearlyshowhowemployeesuccessconnectstobusiness

success—andguidestrategicactiontooptimizeit.Your

focusshouldbeonbuildinganengaged,high-performance

culturedesignedtohelpthebusinesswin.

WheretoInvest

KNOWYOURBUSINESS,INSIDEANDOUT.

Todriveimpact,youneedtodevelopadeepunderstanding

ofyourbusiness,itsgoals,andthecapabilitiesneededfrom

everyteamtodriveoverallsuccess.Maketimeandspaceto

getoutoftheweedsandeducateyourselfandyourteamon

thewhat,why,andhowofyourbusiness.

BEPROACTIVE.

Youcannotbestrategicifyouareconstantlyputtingout

fires.Youmustbeintentionalinthinkingaboutthefuture.

WhatwillthebusinessneedfromHRinthenext1-5

years?Howcanyoubuildprogramsandprocesses—over

time—tohelpyourorganizationwin?Whatstrengthsand

opportunitiesexistforyouandyourteam?

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“

BEANAGENTFORCHANGE.

Changeishard—andmostpeoplearenotactivelyseeking

itout.Don’twaitforotherstoinviteyouin.Stepupand

offertohelpotherleadersandtheirteamswhenyousee

“ThetimeI’mnowinvesting[afterpartnering

withQuantumWorkplaceonemployee

successsolutions]ismuchmoreinteresting

tomeasatalentprofessional,becauseI’m

startingconversationsinthebusinesswe

neverhadbefore.Iwouldnotbeableto

havethoseconversationsifIwerestuckin

thatreactiveHRcycle.”

–NICOLEDAVIES,VICEPRESIDENTTALENTOPTIMIZATIONVALETLIVING

opportunity.Bringcreativesolutionstothetableandmakeit

yourmissiontohelpyourorganizationgrow.

MAKEDECISIONSBASEDONDATA.

Therearemountainsuponmountainsofinsightinyour

peopledata.Understandwhattypesofdataareavailableto

youandidentifythedatayouneedtomakebetterbusiness

decisions.Learntozeroinonwhatmattersandfindstories

thatresonatewithleaders—anddriveactionintheright

areasattherighttime.

MAKEDOLLARSANDSENSEOUTOF

YOUREMPLOYEESUCCESSINVESTMENTS:

Checkoutourfreeemployee

successROIcalculator!

2024CHROEmployeeSuccessPlanner

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REFLECTIONS

BecomingaMoreStrategicHRLeader

Listthreestepsyouandyourteamcantaketolearnmoreaboutyourbusiness.

Whatwillthebusinessneedfromyourteaminthenext1/3/5years?

1YEAR

3YEARS

5YEARS

Whatdataisavailabletoyounow?Whatdatadoyouneedtohelpthe

businessmakebetterdecisions?

AVAILABLEDATA

NEEDEDDATA

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ASSESSINGYOURTECHINVESTMENTS

Isourplatformeasyforallouruserstonavigateandplaytheirpart?

DoourtoolshelprelieveburdenforourHRteam?

DoesourplatformprovideadequatevisibilityforleadershipandHRtogettheinfoweneed?

Doourtoolsempowerourmanagersandteamstostayconnectedaroundemployeesuccess?

Canourtechvendormeetuswherewe’reatandhelpusmanagechangeeffectively?

MARCH

EmpoweringEveryonetoOwnEmployeeSuccess

TheChallenge

57%ofHRleaders

saytheyloveworkinginHR

,yet62%are

consideringleavingHR.It’snosecretthatHRhasaloton

theirplate.Andthepressureandprioritiesjustkeeppiling

onas:

?Leadersworryaboutdisconnectionandproductivity

?Managersstruggletoleaddistributedteams

?Employeesaredoubtingthatleadersactuallyvalue

theirpeople

WhyInvestHere

HRcan’townemployeesuccess.Butyoudohaveamission-

criticalresponsibilitytoempowerotherstoplaytheirpart

inmakingworkbetter.Youneedeveryone—leaders,HR,

managers,andemployees—toleaninifyouwanttobuild

athrivingculture.Whenit’seasyforeveryonetoplay

theirpart,youevolveintoa“cultureofus.”Everyonefeels

investedinproblemsandopportunitiesandit’seasytostay

connected,buildtrust,andnavigatechange.

WheretoInvest

CLARIFYYOURHRTEAM’SROLE.

HRshouldactasadriverandacoach,workingtoengage

alllevelsoftheorganizationinemployeesuccessinitiatives.

Partnerwithleadersandteamstoputstrategiesinto

action—helpingtodefine,launch,communicate,measure,

andadjustasneeded.You’llneedtobuildprocessesand

systemsandsecuretherighttoolstohelp.

RALLYYOURLEADERSHIPTEAM.

Yourleadersshouldserveastheorganization’sbiggest

advocatesforemployeesuccess.Theyarethemost

powerfulinfluencersofculture,andtheirattitudeswill

trickledownthrougheverylayeroftheorganization.

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“

Pullleadersintohelpstrategizeandencouragethemto

articulatethevisionandanychangesalongtheway.

EMPOWERYOURMANAGERS.

Mobilizingyourteamsisacritical

componenttoyoursuccessasanHRleader

andasanorganization.Employeesuccess

isnotsomethingyoucanrunsolo—it’snot

foryoutoownindependently.Itrequiresthe

entireorganizationtobecommittedandto

becomechampionsofengagement.

–ANGELBIRCH,SVP,DIRECTOROFLEARNING&LEADERSHIPDEVELOPMENT,SEACOASTBANK

Yourmanagersarethenumberonetouchpointfor

employeecommunicationandfeedback.Youneedtoarm

themwithinsightsthathelpthemunderstandtheirteam’s

engagement—andtoolstohelpthemactonwhattheylearn.

Helpthembuildtrustingrelationships,giveandreceive

feedback,andrecognize,coach,align,anddevelopteams.

INCLUDEYOUREMPLOYEES.

Yourindividualcontributorsareessentialtoyoursuccess.It

startswithtrustandwillingnesstoprovideopenandhonest

feedbackabouttheirexperienceatwork.Createasafe

space,throughmultiplechannels,foremployeestoshare

theirideasandconcernsandhelpthemworkwithmanagers

andleaderstodevelopsolutions.

EVERYONEOWNSEMPLOYEESUCCESS!

LearnmoreinourEveryone

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REFLECTIONS

EmpoweringEveryonetoOwnEmployeeSuccess

Reflectonthemission&purposeofyourHRteam.Whatroledoyouplay

inemployeesuccess?

Whatyouneedfromyourleaders,managers,andemployeesthisyeartobesuccessful?

LEADERS

MANAGERS

EMPLOYEES

HowcanyourHRteambetterempowerandequipyourmanagersto

driveemployeesuccess?

Quantum

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ASSESSINGYOURTECHINVESTMENTS

Doourtoolshelpelevateourvaluesandhowwegetworkdone?

Dowehaveaclearunderstandingofwhatdrivesengagementand

connection?

Doesourapproachtoperformance

drivealignment,growth,and

engagement?

Doourtoolsempowereveryonetocontributetoapositiveculture?

Areweabletounderstand,analyze,andactonourculturewithgooddataandreporting?

COMMUNICATE

MAKE

HOWWE

DOTHINGS

REWARD

AND

RECOGNIZE

BEHAVE

APRIL

Assessing&ImprovingYourCulture

TheChallenge

Culturehasbecomeatoppriorityforleadersacross

industries.66%ofexecutivesbelieve

cultureismore

importantthananorganization’sbusinessstrategy

or

operationmodel.Whilemostleadersagreeastrongculture

iskeytobusinesssuccess,manyhavedifferentideasabout

whatculturereallyis.

WhyInvestHere

Alackofclarityaroundculturemakesitdifficulttomake

changesthatmovetheneedle.Leadersneedtotakea

goodlookattherolecultureplaysinattracting,retaining,

engaging,andempoweringtalent.Theyneedtofocuson

thespecificaspectsofculturethatdriveemployee,team,

andbusinesssuccess—andworktoimprovethem.

WheretoInvest

DEFININGORGANIZATIONALCULTURE

DECISIONS

CELEBRATE

UNDERSTANDWHATCULTUREREALLYMEANS.

Companyculturehashistoricallybeendefinedas

organizationalritualsandnorms.Butcultureismuchmore

deeplyingrainedintheday-to-dayhappeningsofyour

workplace.It’sthewayyougetworkdone—includinghow

youmakedecisions,communicate,celebrate,behave,

andrewardandrecognizeemployees.

Quantum

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2024CHROEmployeeSuccessPlanner

“

AIMYOURCULTUREATENGAGEMENT.

Ahealthyculturedrivesemployeeengagementfirstand

foremost.Whenyouevaluate“howworkgetsdone”at

yourorganization,trytounderstandhoweachaspect

couldimpactemployeeengagement.Engagementisall

Wesawanopportunitytocreate

aboutconnectingemployeestotheirwork,team,and

anincrediblecompanycultureby

organization—ensureyourculturestrategiesdothesame.

communicatingbetter,leadingbetter,

enhancingmulti-directionalfeedback

REEVALUATEYOURAPPROACHTOPERFORMANCE.

Ourresearchshowsthatperformancemanagementisa

keycomponentofculture.Withtherightpractices,youcandrivealignment,motivation,growth,andengagement.Withthewrongapproach,yourisktoxicity,distrust,andburnout.Useperformancemanagementasatooltostrengthenandenhanceyourculture.

channels,aligningonpurpose,andmost

importantly,ensuringallemployeesfeellike

theyownengagement.”

–NATALIESCHWIMER,

CHIEFHUMANRESOURCESOFFICER,

EARLYWARNING

GETMOREIN-DEPTHRESEARCHANDADVICE

FORIMPROVINGYOURCULTURE:

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REFLECTIONS

AssessingandImprovingYourCulture

Howwouldyoudefine“thewaywegetworkdone”atyourorganization?

Howwecommunicate:

Howwemakedecisions:

Howwecelebrate/reward/recognize:

Howwebehave:

Whatarethekeyengagementdriversatyourorganization?Howdothey

impactyourculture?

DRIVER#1

DRIVER#2

DRIVER#3

Howmightyourapproachtoperformancemanagementbeimpactingyourculture?

POSITIVEIMPACT

NEUTRALORNEGATIVEIMPACT

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ASSESSINGYOURTECHINVESTMENTS

Dowehaveaclearunderstandingofwhypeoplechoosetoleaveourorganization?

Doourtoolsenableustocollect

feedbackthroughouttheemployeelifecycle?

Doourtoolshelpuspredictwhereturnoverismostlikelytooccur?

Doourleadersandmanagershavethetoolsandinformationtheyneedtopreventturnover?

MAY

Predicting&PreventingTurnover

TheChallenge

1in3employeessaytheirdeparturefromtheirlast

organizationcouldhavebeenprevented.

Turnover—

especiallyunwantedturnover—isexpensive.Itaffects

productivity,morale,customersatisfaction,andmore.

WhyInvestHere

Yourtalentisyour#1expense—andyourbiggestleverfor

success.Withtherightintel,insights,andaroadmapfor

change,youcanbuildaculturethatdrawsinandretains

yourbesttalent.Unwantedturnoversucks—butalotofit

isunavoidablewithamoreproactivemindset.Thismeans

takingatargetedapproachtounderstandingwhatdrivestop

talenttoleave,who’satrisk,andcontinuouslyimplementing

strategiestoretainyourbestemployees.

WheretoInvest

SPELLITOUT.

You’vehearditbefore.Ifyoucan’tmeasureit,youcan’t

manageit.Andinthiscase,it’strue.Youneedacrystal-

clearpictureofwhatisdrivingpeopletoleaveandtostay.

Whatishappeningwithturnoveratyourorganization?Who

isleaving?Whyaretheyleaving?Wherearethebiggest

troublespots?

LISTENTOYOUREMPLOYEES.

Employeesknowbetterthananyonewhatmightbecausing

peopletoleave.Andmanywillsharetheirideasand

concernsdirectlyifyouask.Youneedtoopenavarietyof

channelstohelpleaderslistencontinuously.Thisincludes

engagement,pulse,andlifecyclesurveys—butitalso

includesmoreinformalconversationslike1-on-1s.

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MAKEDATAYOURFRIEND.

Whenyouhavegooddatatodigintoinreal-time,it’smuch

easiertomakeanimpactonturnover.Youshouldbeableto

sliceanddiceyourdataacrossdifferentgroupsandareas

Retentionisoneofourhighest

organizationalpriorities.Quantum

Workplaceenablesustofocusourefforts

onthemostimpactfuldriversofemployee

engagementandretentionthrough

engagementsurveysandactionplanning,

employeefeedback,andemployee

recognition.

–JIMCARLINOCHIEFHUMANRESOURCESOFFICERATBANCROFT

tounderstandexactlywhatishappening,where,andhow

youmightaddressit.Leanintopredictiveanalytics(suchas

QuantumWorkplace’sflightrisktool)tohelpyouunderstand

notjustwhatishappeningbutalsowhatmighthappennext.

LEARNHOWTOAPPROACHRETENTIONWITHINTENTIONWITHTHISEBOOK:

HowNottoKeepYourBestTalent

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REFLECTIONS

Predicting&PreventingTurnover

Spelloutasmuchasyouknowaboutwhatishappeningwithturnoverinyourorganization.

Whatisourturnoverrate?

Whoisleaving?

Whyaretheyleaving?

Whereareourturnoverhotspots?

Whatinsightshavewegleanedfromemployeefeedbackwhenitcomestoturnover?

ENGAGEMENTSURVEYINSIGHTS

EXITSURVEYINSIGHTS

ANECDOTALINSIGHTS

Whataresomekeystrategiesweshouldputinplacethisyeartoimprove

retentionofkeytalent?

Quantum

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2024CHROEmployeeSuccessPlanner

ASSESSINGYOURTECHINVESTMENTS

Dowehaveaclearunderstandingofwhyemployeeschoosetostayatourorganization?

Caneveryemployeeaccesstools

thathelpthemgrowanddevelopintheircareer?

Areemployeesfrequentlyrecognizedandcelebratedformeaningfulwork?

Doourtoolsenableustoeasilypromoteourcultureandattracttalent?

JUNE

MakingYourCultureaMagnetforTalent

TheChallenge

77%ofemployeessay

itwouldtakealottogetthemto

leave

theirorganization—makingnearly1in4employeesa

retentionrisk.WhilemanyHRleaders(77%)sayemployee

retentionisatopthreepriority

,theyalsoadmittheir

retentionstrategiesarenotveryeffective.

WhyInvestHere

Fillingopenrolesandretainingtoptalentareespecially

challengingwhenlabormarketconditionsaretight.

Organizationsneedtoleveluptheirengagementand

retentionstrategiesinatimewhenemployeesstillhave

manyoptions.Highlyengagedemployeesaremuchless

likelytosearch,interview,orleavetheircurrentorganization.

WheretoInvest

STRENGTHENYOUREMPLOYEEVALUE

PROPOSITION.

CenteryourEVParoundthethingsyouknowyouremployees

careaboutmost.Thisincludestraditionalfactorslikepayand

benefits.Butitalsomeansprioritizingkeyretentiondrivers

likeflexibility,careergrowthanddevelopment,recognition,

andmeaningfulwork.StrengtheningyourEVPisnota

one-and-doneactivity—it’sanongoingprocessoflistening

toemployeeexpectationsandcommunicatinghowyour

organizationisaddressingthem.

INVESTINGROWINGANDDEVELOPING

YOURTALENT.

Lackofcareergrowthanddevelopmentisoneofthe

primaryreasonsemployeesleavetheirorganization.

Employeesdon’twanttofeelstagnant.Iftheydo,the

resultisalackofengagementandimpact.Itiscrucialto

leveragetoolsthathelpmanagersandemployeesmap

andtrackdevelopmenttogether.

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BUILDACULTUREOFCONNECTION

ANDCELEBRATION.

Yourculturecomestolifethroughthewaysyoucelebrateandrecognizegreatwork.Buildingacultureofconnectionandappreciation—centeredaroundyourorganization’s

corevalues—notonlyboostsemployeemorale,butalsoengagementandimpact.Makeiteasyforanyoneto

recognizesuccesswhentheyseeitwithapublicrecognitionfeed.Andempoweryourmanagerstobuildconnectionandmutualtrustwithmeaningful1-on-1s.

MAKEITEASYTOSTANDOUTAND

COMPETEFORTALENT.

Youremployeesareyourmostvitalbusinessasset.Youneedtohaveadynamicstrategyinplacetostandoutagainstyourcompetitorsandattracttoptalent.Benchmarkingcanhelp

youunderstandtheuniquestrengthsandopportunitiesof

yourEVPcomparedtoyourcompetitors.TransformyourEVPintoonethatcannotbeimitated.

“

Ultimately,wechoseQuantumWorkplace

forseveralreasons,butprimarilybecause

theyhadaverycommon-senseapproach

toengagementandafocusonkeeping

thingssimple.Theirshorttagline“makework

awesome”resonatedwithourbrandandour

leaders.Theyalsodeliveredtheflexibleplatform

andphilosophythatweneededtoembed

engagementmoreseamlesslyintoourculture.

–WILLOWTERRY,VPOFORGANIZATION&TEAMEFFECTIVENESS,BUFFALOWILDWINGS

DIVEDEEPERINTOKEYRETENTIONSTRATEGIESINTHISBLOGARTICLE:

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REFLECTIONS

MakingYourCultureaMagnetforTalent

Whatarethreekeycomponentsofyourcurrentemployeevalueproposition?

Howareyouinvestinginemployeegrowthanddevelopmentinyourorganization?What’snext?

TODAY

TOMORROW

Howareyoucelebratingemployeeandteamaccomplishments?What’snext?

TODAY

TOMORROW

Whataresomeareasthatmakeyoustandoutagainstyourcompetitorswhen

itcomestotalent?

Takingalloftheaboveintoaccount,howmightyoureworkyouremployee

valuepropositionin2024?

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ASSESSINGYOURTECHINVESTMENTS

Doourtoolsenableustocollect

feedbackfromemployeesthroughouttheyear?

Arewegettingmeaningfulinsights

fromsurveysthathelpustakeactionasanorganization?

CanweautomateanyofoursurveysorfeedbackprogramstoreducetheburdenonourHRteam?

Doourtoolsempowerleaders,

managers,andindividualstotake

actiononsurveyresultsalongsideHR?

JULY

BuildingYourEmployeeListeningStrategy

TheChallenge

Theannualemployeeengagementsurveyhasbeenwidely

usedbyHRtoevaluateemployeeexperience.Butthis

isn’tanoptimalapproachintoday’sdynamicandrapidly

evolvingbusinessenvironment.Ourresearchshows

employeeswhoaresurveyedmoreregularly

havehigher

levelsofemployeeengagement.

WhyInvestHere

Theneedforeffectiveemployeelisteningisgreaterthan

ever.It’simperativeinhelpingy