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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
2
workplace
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
3
workplace
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
6
workplace
2024CHROEmployeeSuccessPlanner
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
8
REFLECTIONS
BecomingaMoreStrategicHRLeader
Listthreestepsyouandyourteamcantaketolearnmoreaboutyourbusiness.
Whatwillthebusinessneedfromyourteaminthenext1/3/5years?
1YEAR
3YEARS
5YEARS
Whatdataisavailabletoyounow?Whatdatadoyouneedtohelpthe
businessmakebetterdecisions?
AVAILABLEDATA
NEEDEDDATA
Quantum
9
workplace
2024CHROEmployeeSuccessPlanner
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
OwnsEmployeeSuccessseries
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REFLECTIONS
EmpoweringEveryonetoOwnEmployeeSuccess
Reflectonthemission&purposeofyourHRteam.Whatroledoyouplay
inemployeesuccess?
Whatyouneedfromyourleaders,managers,andemployeesthisyeartobesuccessful?
LEADERS
MANAGERS
EMPLOYEES
HowcanyourHRteambetterempowerandequipyourmanagersto
driveemployeesuccess?
Quantum
12
workplace
2024CHROEmployeeSuccessPlanner
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
13
orkpace
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:
TheImportanceofOrganizationalCulture
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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
Quantum
15
workplace
2024CHROEmployeeSuccessPlanner
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
18
workplace
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?
Quantum
21
workplace
2024CHROEmployeeSuccessPlanner
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
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