More than ever before, companies are turning to employee engagement pulse surveys for employee feedback and, empowered by new technology, they are soliciting it more often and on more topics than ever. No longer requiring support from specialists, they are keeping their costs low and their options open.

Picture this: John, one of your most talented junior managers, has had a number of life changes recently, both happy and challenging. He’s gotten married, moved into a new condo, and has started caring for an aging relative. He’s got a lot on his plate, personally, professionally, and financially.

Hiring the right employees for your organization is critical and using behavioral-based interview questions can improve your interview process. It’s important to assess candidates for the job as well as for overall fit with your organization’s culture. But did you know that 46% of companies are not using organizational or functional competencies to assess candidates? (2016 Willis Towers Watson Global Talent Management & Rewards Study – U.S.) Talk about a missed opportunity!

Does this sound familiar?

Each day you show up at work with good intentions of making great progress on key initiatives. Only to face the reality of getting bogged down in the details of the day to day.

More often than not, change initiatives fail. In fact, the brutal truth is that over 70% of change initiatives fail because they focus solely on rational aspects such as systems, processes and skills. Leaders often neglect to address the human elements that accompany major transitions, including the different emotional journeys people experience, multiple vested interests that are often present, and a whole diversity of perspectives on, and reactions to, any particular change.

Career advancement is important. Really important. In fact, both employees and companies rank career advancement opportunities among the top three drivers of attraction and retention (2016 Willis Towers Watson Global Workforce and Global Talent Management & Rewards Studies – U.S.).

Informal training, mentoring, technical training, skills, leadership development, modules, e-learning, burst sessions...INFORMATION OVERLOAD!

When you are reviewing your organization's training programs, your list can seem like a never ending road to nowhere. How do you set a clear path forward for building or improving your training program in your organization?

The leave landscape continues to shift for employers and employees alike. While the landmark 1993 Family and Medical Leave Act (FMLA) provided job security for up to 12 weeks for leave, it has always been unpaid. Recent trends, however, have seen many states upping the ante with paid leave arrangements supporting a broader range of need.