Events

In light of the events of 2020, organizations and leaders face greater expectations to act on diversity, equity, inclusion, and belonging (DEIB), expand their current efforts, and enable honest conversations on DEIB topics. As they prepare for 2021, DEIB leaders looking to develop their strategy should approach it by focusing on six areas. This infographic summarizes our findings on those 6 areas and what leaders can expect in 2021. For more, read our report Diversity, Equity, Inclusion & Belonging: Creating A Holistic Approach For 2021 

Click on the image below to get the full infographic. As always, we would love your feedback, which you can provide in the comments section below the infographic. 

The global pandemic and major social shifts have brought learning to the top of many orgs' agendas. Leaders are seeking to support their employees through these changes and retain great talent. But they're also facing a survival imperative: put the right people with the right skills in the right places—fast—or face possible failure. Learning is key to all three goals.

The learning tech market was already growing quickly; the pandemic is helping it explode. We are seeing more market participants, more functionalities, more choice, and more experimentation.

This infographic summarizes our report on this topic, The Learning Tech Landscape: More, Just More.

Click on the image below to get the full infographic. As always, we would love your feedback, which you can provide in the comments section below the infographic.

COVID-19 has changed how employees are working and interacting with their managers. Additionally, managers are now expected to be responsible for ensuring employees safety, support mental wellness, and facilitate difficult conversations. As in all situations, some folks have done it better than others. This infographic summarizes our report on this topic, Managing Better: Piercing the Fog of Today’s Uncertainty.

Click on the image below to get the full infographic. As always, we would love your feedback, which you can provide in the comments section below the infographic.

The flurry of significant events in 2020 have built a sense of urgency to act for the greater good of humankind. As a result, we’ve seen innumerable organizations rise to the occasion — acting with a greater and broader purpose, serving many stakeholders, not just shareholders. We wanted to understand better what is happening now, what we can learn from purpose-driven organizations’ approaches in the past, and what HR’s role is in making organizations purpose-driven.

Click on the image below to get the full infographic. As always, we would love your feedback. If you have thoughts, please share in the comments section below!

Women are having a different work experience during the current COVID-19 pandemic, which is something leaders need to take into account as they update performance management practices. This infographic summarizes our report on this topic, The Double-Double Shift: Supporting Women's Performance Management During a Pandemic.

Click on the image below to get the full infographic. As always, we would love your feedback. If you have thoughts, please share your comments in the Feedback section on the right!

Our research on performance management (PM) revealed, like so many others have found before us, that men and women have different experiences with it, resulting in women experiencing systemic inequality. This is despite changes to make PM more “modern.”

We undertook a holistic study of women and PM, to understand:

• Are the changes to modern PM practices resulting in women and men having the same experience?
• And, if not, then what are the differences and what can organizations do about them?

This infographic is a summary of what we learned. As always, we would love your feedback. If you have thoughts, please share in the comments section below!

Beginning in 2020, we decided to dive into a topic that we'd been thinking about for a while. Why are some organizations able to continue performing effectively and sustain themselves in the face of disruptions and external changes, while others are not?

We call such companies “responsive organizations” – and we launched our study with the aim to understand why responsivity is so important, what are the characteristics of organizations with high levels of responsivity, and how can we build for it. After collecting data from and interviewing more than 100 leaders, our findings revealed that there are 4 lenses through which organizations need to evaluate their people practices in order to become more responsive. Read about our findings in detail by accessing our report.

As always, we would love your feedback. If you have thoughts, please share in the feedback section!

We've been asked for a glossary, of sorts, of the types of tech functionalities that are available in the market. This infographic outlines the 8 tech functionality categories – both those used to engage employees with their own development, and those that L&D functions use to keep the proverbial trains on the tracks. Let us know what you think!