There’s no question about it – employees expect flexibility in their work environment. Now more than ever organizations must evaluate how work is done, how to support the varying needs of their workforce, and how … Read More
What was it like the last time you got together with a close group of friends? Likely, you were relaxed and open – contributing to the conversation by sharing your experiences and actively listening as … Read More
When we look for a job or evaluate our decision to stay in a role, we often start with a list of what we want and need: a short commute, a flexible schedule, an opportunity … Read More
In a year marked by difficulty and crisis, we enter this season of thanks with a deeper understanding of what matters most and a heightened appreciation for the power of connection. Across industries and geographies, the message from employees in survey after survey has been clear: leaders and organizations have stepped up. Your teams see it and are expressing thanks for how they have been supported.
Your organization’s employer brand and value proposition might not be the first thing you think of when running an employee engagement survey. And, arguably, it shouldn’t be. But that doesn’t mean that the data and insights you gain from the process can’t also serve a dual purpose and inform how you position yourself as a great place to work. After all, your results highlight unique aspects of your culture and work environment straight from the source – your people.