Investments and Business

Whether you're a seasoned DEI professional or diving in for the first time, it pays to familiarize yourself with the guiding principles of diversity, equity, and inclusion. These principles form a foundation from which diversity, equity, and inclusion work can begin and provide a framework for DEI leaders to use when developing DEI strategies and statements. By focusing on diversity, equity, and inclusion, organizations create a workplace where employees feel like they belong, which helps with employee engagement, increases trust, and supports innovation. 1. Bias What is bias in the workplace? Workplace bias is holding opinions, beliefs, or attributes about…

Any good diversity, equity and inclusion (DEI) strategy starts with employees. After all, they are the people who work in your organization and will be affected by your DEI efforts. So, to gain insights to help make your DEI work, it's worth running a DEI survey to understand the current state of DEI in the workplace, gather employee sentiment, and make data-driven decisions about your sourcing strategy. DEI. That is how. What is a DEI survey? A DEI survey collects information and views related to diversity, equity, and inclusion within an organization. The survey collects data on employee demographics, including…

You see a need or problem in the business and have a great plan to solve it. Your initiative requires additional investment (for example, you need to add staff, buy a new software tool, etc.). Present your brilliant initiative to the CFO for his monetary blessing... it's a no. Your CFO doesn't give budget approval and your idea is dead in the water. Sounds familiar? A common obstacle for HR teams trying to get new initiatives off the ground is a lack of resources. To overcome this and "get yes," HR leaders need to learn how to talk to their…

We are pleased to announce that 15Five has won the prestigious Talent Management HR Tech Award from Lighthouse Research and Advice. For more than ten years, the Lighthouse team has been serving HR, talent and learning professionals with practical research and advice. The purpose of this awards program is to help buyers and employers understand some of the best companies in the industry for technology selection needs. As part of the application process, we explain the problems our technology solves, submit this customer case study, share a demo, list key differentiators, and provide some insight into our unique people-centric culture.…

One-on-one is an essential part of performance management. The meeting between a manager and a direct report is a non-stop, pre-scheduled time to discuss work projects, solve problems, remove obstacles, and discuss professional goals and career development. There is no one size fits all template to follow. But by using the framework outlined below, you'll get the most out of your one-on-one meetings and host a custom meeting that meets the needs of your organization and your direct reports. The most crucial part of using this one-on-one template is creating a space where employees feel comfortable discussing their job performance…

"But where are you In fact of?" "You have to be a man!" "You guys are so aggressive." We have all heard phrases and sayings in the office that made us feel uncomfortable. Microaggressions in the workplace are a common problem. A 2019 study reports that more than one quarter of Americans have experienced a microaggression at work, and 60% say they have seen or could have seen a microaggression in the workplace. Microaggressions are most likely occurring in your workplace, and as HR leaders, it is your responsibility to create an inclusive workplace for all. Read on to learn…

Is your performance management program really moving the needle on employee performance? Research shows that many organizations (more than half by some estimates) are falling short. in a McKinsey and company survey, 54% of respondents said that performance management in their organization had not had a positive effect on performance. (if not for improve employee performance, what exactly is the point of "managing" it?) Today's workers need more than many companies offer in terms of goal setting, feedback, coaching, and career development. Read on for six proven best practices for developing a performance management process that gets results. What is…

It would be hard to find a business executive today who doesn't believe that their people are the organization's most valuable asset. So why don't so many of those same leaders view human resources as a strategic function? Why HR leaders still Do you have to fight for a seat at the table? According to Gartner, 58% of organizations say that a lack of relevant metrics tracking HR progress is one of the main barriers to effective strategic planning. To earn their rightful place in high-level conversations, HR leaders must be equipped with a set of definitive metrics on which…

Are you running a matrix management structure and feel like your performance management needs a boost? Unfortunately, there is never a clear answer to improving employee performance, and a matrix structure is often confusing. But by understanding the challenges of running a matrix organization and following our recommendations for better performance management, you and your employees will feel more aligned, connected, and functional. What is a matrix management structure? A matrix management structure is an organizational structure where employees report to more than one manager and there is a strong emphasis on cross-functional teams and collaboration. In matrix organizations, the…