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Did you know that companies with highly engaged employees bring in 23% more profit than those with disengaged workers? That number alone should grab your attention. In today's world, employee engagement is not just a nice-to-have; it is one of the biggest factors that decides whether a business grows or falls behind. But here is the thing: knowing that engagement matters and actually measuring it well are two very different things. Many co....

Most leaders feel that they have a good understanding of what their impact is. They know how they show up in meetings. They understand the values they stand for. They know the choices they make under pressure. As far as they are concerned, leadership feels thoughtful and mostly consistent. And yet, in organizations of all sizes, there is a persistent gap between how leaders perceive themselves and how they are experienced by others. This ga....

For anyone stepping into their first leadership role, it will likely be an overwhelming experience. The shift from being an individual contributor to a first-time manager means new challenges, new relationships, and a whole new set of expectations. That's why having an emerging leader development plan is essential. In this article, we’ll explore what such a plan is, why it matters, and how you can build one that helps you grow your foun....

MultiRaterSurveys and the HR Research Institute over at HR.com partnered up for a dive into the strategic needs of HR professionals in 2025. Between October 2024 and January 2025, HR professionals across various industries all over the world were surveyed for their thoughts and perspectives on where HR is heading. And more importantly: “What do HR professionals need to do to have more say in the business planning process?” One o....

Organizations seem to be placing a greater emphasis on performance management and employee development than ever before. A key component of this process is the annual performance review. When done correctly, allows managers to assess employee performance, collaborate to set goals for the future, and work through constructive feedback. It’s a formal “conversation” that is a MUST for any organization, regardless of their size and ....

The purpose of a 360 degree survey is to collect feedback from multiple sources about an individual's leadership performance. This should include their peers, the people that report to them and the people they report to. In some circumstances, it is even worth surveying clients and customers (for example, when the individual and their team is working on the client’s site for an extended period of time). Remember: the goal of these su....

Demand for 360 degree survey software is growing rapidly at the moment. Research shows that the market will grow at a double-digit rate (11.2 per cent) through to 2029, which is an incredible rate of growth over the course of nearly a decade. The reasons driving the demand become clear when you consider that 360 degree software helps organisations in addressing two key modern business challenges. Firstly, employee retention is more critical t....

For businesses that want to truly understand the dynamics within their organisations, 360 degree surveys are essential. 360 degree feedback surveys have become a common practice in many organisations because the right application can gather detailed and actionable feedback from an employee’s peers, supervisors, subordinates, and even customers. That data can then be used for training, improvement, and driving a healthier culture across the ....

In a recent study by Gallup on the State of the American Workforce, Gallup estimated that “disengaged employees cost the USA between $483 billion and $605 billion each year in lost productivity.” This quantum of lost productivity would be relative on a pro-rata basis to all western economies. $605 billion is a staggering amount in anyone’s language, especially when it equates to $4,800 per full-time employee, but the great ne....

No one has ever purposely hired a poor performer, and yet about 25% of all employees are considered as not-yet-competent by their managers. You would think that these same managers would then look at how the hiring process went wrong and investigate how they could improve the outcome in the future. Because surely everyone would love to only hire top performers. Apparently not.   For most hiring managers, “99.4% of an....