TalentLMS, a leading employee training platform, in partnership with employee experience platform WorkTango, released a joint study that suggests organizational change is hindered by workers' heightened anxiety, declining trust in leadership, and a lack of support.

Attracting and retaining top talent goes far beyond compensation and perks. Employees crave purpose, authenticity, and the freedom to thrive as individuals. As HR professionals, we have a unique opportunity—and responsibility—to shape the culture, policies, and practices that define the employee experience. So, what does it truly take to build the workplace of your team’s dreams?

Today’s younger generations—Millennials and Gen Z in particular—aren’t driven by the same ideals that motivated workers in decades past. Gone are the days when company loyalty was a primary virtue. Now, younger employees are seeking something far more personal: quality. Not just quality of life, but also quality in  the workplace.

Employee volunteer programs are no longer just a “nice to have”—they’re a strategic investment with measurable returns. From boosting employee engagement and skill development to enhancing brand reputation and attracting top talent, these programs offer tangible benefits for both organizations and their people. This article will dive into those benefits and offer some best practices to get you started.

Employee engagement surveys are essential tools for organizations to gauge the level of investment and motivation among their employees. Engaged employees are not only more productive but are also more likely to remain with the company long-term. By conducting these surveys regularly, organizations can gain valuable insights into employee satisfaction, enabling them to identify issues and improve the workplace environment. The benefits of employee engagement surveys are numerous, making them...

Workplace culture is evolving, and HR professionals are at the forefront of this transformation. The old norms – fake empathy, hustle culture, and an obsession with productivity – are being replaced with a more human-centered approach. What’s driving this change? A simple yet powerful idea: love as a business strategy.

Employee turnover is costly for companies, posing significant business risks. A new analysis by The Conference Board highlights the strong business case for investing in talent retention – not just to mitigate turnover costs but to enhance competitiveness as well.

The last few years have been transformative for workforce management. Remote and hybrid work models are now commonplace, artificial intelligence became deeply integrated into workflows, and multi-generational teams brought new complexities to team dynamics. Unsurprisingly, many managers are feeling overwhelmed by these expanding responsibilities.

Every generation enters the workforce with its unique characteristics, shaped by distinct experiences and societal shifts. When the youngest members of society step into their professional roles, there’s often a period of adjustment as they and their employers navigate differences in expectations, communication styles, and work habits. For Gen Z—those born between 1997 and 2012—this transition has proven to be particularly rocky.

Experiencing boredom at work might seem harmless, but it can actually have serious consequences. The main difference between burnout and boreout is the contrast between feeling overworked and feeling unfulfilled.

Earlier in my career I reported to the owner of a small privately held firm who was laser-focused on significantly growing the business.  With a foot seemingly always on the gas pedal, their work ethic was well-known and well-discussed throughout the organization.  While the company did impressively scale, direct reports to this individual often confided in being exhausted from the pace and the disruption to sleep.  It was common to receive emails in the middle of the night....

A new survey release by Indeed and Harris Poll shows that nearly 40% of Gen Z and millennial workers (ages 18-34) said they would leave a job because of political differences at work, and 40% said they would leave if their CEO expressed political views they disagreed with. Overall, 28% of workers would consider resigning over political differences, and 32% might leave if the CEO expressed views they disagreed with, Indeed found.

This past June, Deloitte released the results of a new survey that reveals workplace volunteer opportunities are important to employees and can help them feel more positive about their work experience, more connected to their colleagues, and have a greater sense of personal fulfillment and purpose.

Many organizations have a recognition program of some kind, but the majority focus on recognizing tenure. This form of recognition is a dated way of recognizing employees and has less of an impact on organizational performance. Additionally, 81% of organizational leaders do not see recognition as a strategic priority. However, studies show that companies can save up to $16.1M in turnover when recognition is prioritized. Employees who report high recognition are 2.9x more likely to be engaged...

While ASE’s latest Employee Turnover Survey shows that voluntary turnover has significantly reduced over the past year – from 20.1% in 2022 to 10.1% in 2023, it is still a crucial data point for organizations to keep track of and continually work to improve. Talent is increasingly hard to find so it’s important to retain your top employees.