Events

You, like us, may have been hearing a lot about connection at work recently. One leader said she feels bombarded by messages about the importance of connection at work. We feel the same.

It’s almost as if the floodgates have opened on a topic that’s been on everyone’s minds for a while.

And for good reason: Connection is good for employees and organizations alike. This research found that organizations with more connection were:

• 5.4x more likely to be agile
• 3.2x more likely to have satisfied customers
• 2.3x more likely to have engaged employees

In this context, many leaders are thinking about how to enable more connection in their organizations. That's not an easy task, especially in a hybrid work environment. Simply bringing people together in person won't build the kinds of connection that organizations need. Connection requires intentionality, planning, and thought. You need to know exactly what types of connection need to be enabled, where, and why.

This infographic, we hope, will help you more effectively enable connection in your organization. It summarizes key findings from our research report, Rethinking Connection for a Hybrid Work World. Click on the image below to expand the view.

As always, we'd love your feedback in the comments!

If you're interested in skills and skills tech, this infographic summary of our latest skills tech research (full report here) is for you.

Skills tech is hot right now for good reason: It has the potential to help transform many of our longest-standing people practices, helping organizations be more responsive, agile, and flexible in ever-changing environments.

Click on the image to view more closely. And please share your thoughts and insights!

As organizations move toward hybrid work, they need to ensure that employees can perform as effectively as possible and managers can support them fairly. To do this, leaders must make sure performance management works for all in this new hybrid work world.

There are 3 levers that are critical for today’s performance: Culture, Capability of managers, and Connection.

This infographic highlights key findings from our report: Performance Management for Hybrid Work. Read the full report to find out why the "3Cs" are critical for performance management and what are the specific practices under each lever that organizations should focus on.

Click on the individual images below for an expanded view. As always, we'd love your feedback at [email protected].

Organizations can help employees develop new skills in all kinds of ways. Which ones do employees rely on? We looked at 49 different learning methods to find out.

When choosing learning methods, L&D should consider their audience and the methods their employees use. But the audience isn't the only consideration, there are 3 more: business needs, culture, and available resources.

In our final report, Choosing learning methods that 'fit' your org, we describe how L&D functions can use 4 considerations when choosing learning methods that fit.

Click on the image below for an expanded view. As always, we'd love your feedback at [email protected].

As leaders navigate uncertainty and volatility, they are increasingly turning to people analytics. As more and more organizations begin to leverage technology to support their people analytics efforts, it is crucial for them to understand the market.

This infographic (click on the image below to get the full version) is a summary of our report People Analytics Technology 2022.

As always, we’d love your feedback at [email protected]!

9 common and systemic obstacles make it harder for some employees to find, access, and participate in development opportunities.

L&D functions can reduce or remove these obstacles to make employee development more equitable and inclusive–ensuring more employees have the skills they (and their organizations) will need in the future.

This infographic summarizes key findings from our research report, Less DEIB Training, More Learning Equity. Click on the image below for an expanded view.

As always, we'd love your feedback at [email protected].

Organizations need to show that they are making good, or some level of progress, on their diversity, equity, inclusion, and belonging (DEIB) commitments. While DEIB metrics are the obvious answer, how to select, collect, use, and maintain them is not so clear.

This infographic (click on the image below to get the full version) is a summary of our report DEIB Metrics: An Essential Guide.

As always, we’d love your feedback at [email protected]!

Click on the image below to get the full version of this infographic.

As always, we’d love your feedback at [email protected]!

Over the past few years, several orgs have dramatically changed their existing practices, including those around performance management. Our latest study on performance management trends compares our fall 2019, fall 2020, and new fall 2021 data on performance management practices. We also conducted a literature review of more than 60 articles, a roundtable discussion with over 25 leaders, and a quantitative survey of 621 HR leaders and employees and conducted over the summer and fall of 2021.

This infographic (click on the image below to get the full version) highlights key insights from our report Modern Performance Management Trends.

As always, we’d love your feedback at [email protected]!