Barbara Jahncke - February 17, 2015

Eleven Years and Still Going Strong: Finding Conference Value Year After Year

Building Relationships and Sharing Wisdom with Fellow Great Workplaces

Jessica Rohman - February 12, 2015

Are Your Company’s Leaders Ready For Greatness?

Being the Change You Wish to See

China Gorman - February 11, 2015

Candidates First, Employees Second and Customers Third?

The candidate experience is a growing priority. Between 2013 and 2014, organizations increased their amount of focus on building strong relationships with candidates by more than five times. But the Aberdeen Group opines in their recent report, “Why the Candidate Experience Needs to be a Priority ASAP,” organizations still need to up their ante. No matter the industry, a candidate’s application experience should be a top priority simply because their perceptions of the process (whether they get the job or not) can have a serious impact on an organization’s brand, customers, and success. In this hyper-connected age of social media, it can take only one voice to significantly damage a big brand… The importance of the candidate experience is not lost on Best-in-Class organizations. These companies are 30% more likely to invest in new technologies such as social, mobile and video to make recruiting engaging for candidates, in comparison with all other organizations (60% vs. 46%).

Jessica Rohman - February 9, 2015

The Truth about Great Workplaces

Being a Great Workplace isn’t about Perks—it’s about Trust

Jessica Rohman - February 5, 2015

Trust-Based Leadership

What is More Inspiring: Leading with Shared Values or Rules and Policies?

China Gorman - February 4, 2015

Key Drivers & Changes in New Ways of Working

“New Ways of Working,” a report released last month by The B Team and Virgin Unite, offers up some provoking insights by businesses and The People Innovation Network (a group of 30+ global businesses passionate about re-defining work) on better ways of doing business, for the wellbeing of people and the planet. The report explains the key drivers that are changing the way we work, and the key changes resulting from those drivers. These “key drivers” for new ways of working should likely come at no surprise, as they are: The Tech Revolution (allowing us to work anytime/anywhere, massively redefining scale, and creating new ways to problem solve), Global Changes (population growth, climate change/resource degradation, megacities and shifting economic powers) and the Multi-Generational Workforce (Millennials expected to make up 50% of the workforce by 2020; mature workers staying in the workforce longer than ever). However while these key drivers may come as no surprise, some of the key changes resulting from these drivers (and their implications) may not be as obvious, making this report a great read for anyone interested in workplace trends and organizational culture. Let’s explore a few key changes…

Lillian J. LeBlanc - February 2, 2015

The One Conference You MUST Attend

It’s always energizing to attend a professional conference. The opportunity to meet like-minded individuals, a chance to gain new insights and the ability to enjoy a change of scenery are just a few of the benefits that most conferences offer. However, many business leaders utter a consistent theme about professional conferences:

Jessica Rohman - January 29, 2015

The Top 7 Workplace Factors that Impact Employee Health

Tips for Better Employee Health & Wellness

China Gorman - January 28, 2015

The Global Workplace of 2030

CBRE and Genesis recently released a report “Fast Forward 2030: The Future of Work and the Workplace,” which provides meaningful insight on the behaviors, ideas, and trends, that will shape work and the workplace in 2030. Their report analyzes responses from 220 experts, business leaders and young people from Asia Pacific, Europe and North America who shared their views on how the current workplace is evolving. That report’s focus was to look towards the future and identify trends that will change the way we work over the next 15 years globally, with a key focus on China and Asia. CBRE and Genesis aimed to capture the thoughts and aspirations of this next generation by holding focus groups, instead of traditional surveys or interviews, in 11 cities worldwide, where “more than 150 corporate youth between the ages of 23-29 gave their frank opinions about current work practices, and in particular, what is and isn’t working for them and more importantly how they would like this to change in the future.”

China Gorman - January 21, 2015

Which Comes First, Economic Performance or Best in Class HR?

The Boston Consulting Group recently released the eighth report in their Creating People Advantage series. This year’s survey report, “Creating People Advantage 2014-2015: How To Set Up Great HR Functions: Connect, Prioritize, Impact” included responses from 3,507 people in 101 countries across industries such as industrial goods, consumer goods, and the public sector. 64 HR and non-HR executives from leading companies across the world were also surveyed. The result was a report that explores key trends in people management by considering 10 broad HR topics and 27 subtopics. Key findings from the report included the following:

China Gorman - January 14, 2015

Why Aren’t We Developing More Global Leaders?

The Institute for Corporate Productivity (i4cp) recently released its 5th iteration of their GLD (Global Leadership Development) study. The report, “Global Leadership Development: Preparing Leaders for a Globalized Market”, examines opportunities and challenges for organizations working to develop “global leaders,” or leaders who have global expertise and can perform in an international environment. With factors like technology making the workforce increasingly global, this is an area of leadership development that organizations should consider adding to their focus. As i4cp discusses in the report, “The purposeful development of global competencies and capabilities among leaders is essential to organizational effectiveness and competitive edge.” Attention is certainly shifting towards GLD. However, despite that the number of organizations focusing on global leadership (through either general leadership development programs or specific GLD programs) has grown from 31% in 2010 to 44% in 2014, this figure still equates to less than 50% of organizations addressing global leadership development. Even among large corporations who may have greater resources to dedicate towards GLD programs, less than 54% report addressing GLD.

China Gorman - January 7, 2015

Use of Technology at Work: Counter-intuitive Findings

A recent Pew Research Center report examines the impact that technology has on workers and provides some counter-intuitive data. “Digital Life in 2025: Technology’s Impact on Workers” looks at a representative sample of adult Internet users and the role or impact of digital technology on their work lives. The report helps to identify the role of technology in different areas of business, what certain workers find most valuable, and provides surprising perspective on the discussion of whether technology is keeping employees productive, or spreading them too thin and negatively pressuring them to stay constantly connected or “plugged in.” Among online workers, the Internet and email are deemed the most important information and communication tools, though it may be surprising that social media was ranked very low in importance. 61% of American workers who use the Internet stated that email is “very important” for doing their job, while 54% said the same about the Internet. Only 4% reported that social networking sites like Twitter, Facebook or LinkedIn were “very important” to their work.

China Gorman - December 24, 2014

Social Recruiting: It’s All About the Mobile

69% of recruiters expect competition to increase in 2015. The demand for highly skilled workers is on the rise, with no indication of plateauing anytime soon. With the fiercely competitive nature of talent acquisition, what can organizations do to make sure their recruiting and organizational talent management functions are up to speed? JobVite’s 2014 Social Recruiting Survey highlights trends, tools, and practices that are making a splash in recruiting effectiveness right now. The annual survey was completed by 1,855 recruiting and human resources professionals across most industries. To succeed in this hyper competitive market, JobVite found that recruiters plan to invest more in social recruiting (73%), referrals (63%) and mobile (51%). JobVite’s key message however, may be that recruiters won’t find just one platform that overwhelmingly wins the quest to engage with candidates. Rather, successful recruiting efforts will involve showcasing the employer brand and engaging with candidates across multiple platforms.We’ve said it again and again at Great Place to Work®, and JobVite says it also: culture matters. When recruiters were asked what steps they take to compete against other employers, the #1 response was that they highlight company culture, followed by better benefits, and flexible hours.

China Gorman - December 16, 2014

Global Workforce Gender Diversity: It’s Not Happening

How can organizations change their approach to diversity in a way that effectively combats these gaps? Mercer’s study highlights the current key drivers of gender diversity, aiming to help organizations understand what drives diversity the most and help focus their approach.

John Michel - December 15, 2014

Model the Change You Want to See

The history of free men is never really written by chance, but by choice; their choice!

Peter Barnes - December 11, 2014

Teach for America: A Nonprofit Workplace Keeping Pace with its Corporate Counterparts

People at Teach for America are all about the kids. By supporting the educators participating in this celebrated program, TFA employees are deeply proud of their part in a nonprofit that seeks to make high-quality education accessible to all. To accomplish that work, the organization must attract not only its teaching recruits, but also the dedicated staff members who keep the program running.

China Gorman - December 10, 2014

Flexible Work Arrangements Fever

How would you describe flexible scheduling? Does a standard definition come to mind? In a new SHRM survey on FWAs (flexible work arrangements), which surveyed 525 HR professionals from a randomly selected sample of SHRM’s membership, “FWAs,” “flextime,” “workplace flexibility,” “flexible scheduling,” etc. are defined under the following definition: “… a dynamic partnership between employers and employees that defines how, when and where work gets done in ways that work for everyone involved (including families, clients and other stakeholders).” This seems a definition with an interesting amount of ambiguity to describe a practice that ultimately, is extremely different from company to company.

Peter Barnes - December 10, 2014

Great Companies Show Finance Can Be Fun

From talking ducks to giant flagpoles, companies in finance and insurance work hard to differentiate their brands in the eyes of potential clients. At the same time, some of the most successful organizations also realize the potential in promoting the unique and supportive workplaces of the people who make their policies possible.

Ed Frauenheim - December 9, 2014

The Ultimate Talent Magnet

Scott Scherr, the CEO of Ultimate Software, is clear on the kind of employee he wants at his business software firm. Scherr, a sports fan who has had basketball legend Pat Riley speak to his employees and customers, is looking for “A players” only.

Peter Barnes - December 8, 2014

Workrite Ergonomic: Walking the Talk With a Healthy Workplace

Offices look to Workrite Ergonomic for adjustable-height desks, monitor supports and similar systems to prevent injury and discomfort on the job. So when it comes to the company's own employees, Workrite knows well the importance of maintaining a healthy work environment.