HRSpotlight-Logo
Menu

Management

Improving the Employee Experience: Leaders Explain Their Organizational Initiatives

by

Improving the Employee Experience: Leaders Explain Their Organizational Initiatives

How are leading organizations prioritizing the employee experience? 

What specific initiatives are they launching to foster a more supportive, engaging, and productive work environment? 

In this post, we explore these questions through the lens of experienced HR and business executives. 

We asked them to share details about their most recent significant employee initiative, revealing not only the specifics of the program but also the underlying objectives and strategic factors that motivated its creation. 

Their responses offer real-world examples and actionable insights for organizations seeking to enhance their own employee experience.

Read on!

Steve Payerle
President, Next Level Technologies

Enhance Cybersecurity Training for Staff

At Next Level Technologies, our most recent significant employee initiative focused on enhancing cybersecurity training for our staff. 

Recognizing the rising threats in our industry, we developed an intensive training program aimed at equipping our employees with the latest knowledge and tools to bolster our defense mechanisms against cyber threats. 

This initiative was driven by our core value of “Doing It Right Every Time,” ensuring that our employees are not just reactive but proactive in safeguarding our clients’ data. 

We implemented a dynamic training module that included real-time simulations and vulnerability assessments. 

Post-training evaluations showed a 40% reduction in potential security breaches across our managed client networks. This program not only fortified our cybersecurity workforce but also increased client trust as businesses saw measurable improvements in their IT defenses. 

By prioritizing cybersecurity education, we’ve created a robust infrastructure where every team member is a guardian of data integrity. 

This initiative aligns with our goal to transform technology from a functional tool to a transformative force in business, highlighting our commitment to innovation while adapting to the changing tech landscape.

Meghan Calhoun
Co-Founder & Director of Partner Success, Give River

Integrate 5G Method for Employee Engagement

At Give River, our most recent significant employee initiative was the deployment of our comprehensive 5G Method. This initiative focuses on integrating recognition, wellness, growth, gamification, and community impact, aimed at creating a more fulfilling workplace. 

Our motivation was driven by alarming strides in disengagement, costing industries up to $550 billion annually. This data-driven approach addresses retention and productivity by fostering an inclusive, engaging work environment.

For example, we’ve seen great results in companies focusing on employee wellness with a 34% higher profit rate compared to peers. By using recognition tools, we significantly improve employee loyalty and reduce turnover costs that can reach up to 2x an employee’s annual salary. 

Companies using the 5G Method report noticeable improvements, not only in morale but also in team performance and community involvement.

From my diverse background in high-pressure roles, I understand the importance of creating balance and joy in work environments, something the 5G Method effectively addresses. This platform is designed to cater to team needs, promoting continuous growth through integrated learning and measurable results. Our goal is to leverage workplace engagement to drive tangible business outcomes and employee satisfaction.

Tamar Blue
Chief Executive Officer, MentalHappy

Enhance Work-Life Balance with Wellness Sessions

At MentalHappy, we recently launched an initiative focused on enhancing our employees’ work-life balance, recognizing its critical impact on mental health. 

This initiative was motivated by observing patterns of burnout and stress, which not only affect productivity but also the quality of care our team provides to our users.

We introduced scheduled wellness sessions, where employees engage in mindfulness exercises and group therapy. This stemmed from noticing that structured peer support significantly improves mental resilience, mirroring our platform’s success. 

For example, among our own team members, we’ve seen a 30% reduction in reported stress levels since implementing these wellness sessions.

Moreover, we initiated regular feedback cycles directly with our staff to tailor these sessions better and address specific concerns. This personal and professional support approach not only boosts morale but also ensures our team embodies the supportive nature we offer to our users. 

By prioritizing employee well-being, we’re aligning internal culture with our mission to provide compassionate mental health support.

Sean Swain
Company Owner, Detroit Furnished Rentals LLC

Develop Comprehensive Guest Feedback System

At Detroit Furnished Rentals, our recent significant initiative was the development of a comprehensive guest feedback system aimed at enhancing guest satisfaction and refining our offerings. 

From my diverse background in hospitality, business, and logistics, I’ve always understood the value of feedback in driving business improvements. 

This initiative focuses on gathering detailed, actionable insights from guests through targeted surveys that assess their stay experiences, specific amenities, and service interactions.

The key objective behind this initiative is to continuously improve the quality of our rentals by integrating direct guest suggestions and preferences. 

For instance, feedback pointed out the absence of certain kitchen amenities in some units, and we promptly addressed this by upgrading our kitchens to include those items. 

This has led to increased positive reviews and higher satisfaction scores, reflecting the importance of listening to and acting on customer feedback.

Motivated by the realization that incorporating customer feedback is crucial in maintaining high service standards and staying competitive, this initiative ensures we remain guest-centric. 

By allowing guests to feel heard and valued, we foster loyalty and attract repeat bookings, ultimately leading to a more sustainable and thriving business. 

This approach is applicable to any service-focused business looking to improve customer satisfaction through direct engagement and feedback integration.

Michelle M. Henson
Head of Copywriting, Legal Compliance Editor, Juvenon

Launch Digital Wellness and Mental Health Initiative

At Juvenon, we’ve recently launched a comprehensive digital wellness and mental health initiative customized specifically for our employees. 

The goal was to promote psychological well-being and mental resilience, supported by insights derived from our research on longevity and health supplements. 

Given my background in bringing narratives to life, I spearheaded the development of engaging content that communicates the importance of mental well-being in parallel to our physical health focus.

One effective strategy involved incorporating findings from studies—such as those highlighted in our article regarding the mental health benefits of practices like TV watching during stressful periods—which we adapted into interactive digital workshops. 

These sessions offer practical stress reduction techniques and tips for balanced living, inspired by the latest psychological and physiological research.

We’ve also leveraged the PERMA model in our self-care content, encouraging employees to explore activities that engage and fulfill them personally and professionally. 

This initiative was motivated by an understanding that a holistic approach, combining both mental and physical health, improves overall employee output and satisfaction, aligning with Juvenon’s mission to support healthy aging and wellness.

Spencer Gordon
CEO & President, NextEnergy.ai

Enhance Adaptive Learning System Through AI

At NextEnergy.ai, our latest employee initiative focuses on enhancing our adaptive learning system through AI technology. The aim is to empower our team by continuously improving the AI algorithms that manage our solar panels’ energy output. 

This initiative is driven by our commitment to providing top-tier intelligent solar solutions that adapt to user needs over time.

A key motivating factor was our desire to elevate the customer experience by lowering energy costs and optimizing energy efficiency. For instance, by analyzing vast datasets, our AI system can predict weather impacts and seasonal energy demands, thus allowing precise adjustments that maintain peak performance. 

This initiative has improved our service delivery and positioned us as leaders in AI-driven solar solutions in Northern Colorado.

Encouraging employee involvement in this initiative has been pivotal. 

It has fostered a culture of innovation where every team member’s insights contribute to our AI developments, enhancing both personal growth and the company’s value offering. 

By integrating real-time feedback and technical expertise from our employees, we ensure that our solutions remain ahead of industry trends.

Nikita Sherbina
Co-Founder & CEO, AIScreen

Support Remote Workforce with Well-being Program

The most recent employee initiative we launched is our Remote Well-being Program, which was designed to support the mental and physical health of our remote workforce. 

With the challenges of working from home, we realized it was crucial to help our team stay connected, productive, and balanced.

Our main objectives were to create a supportive work environment, reduce burnout, and promote a healthier work-life balance. To achieve this, we introduced flexible work hours, virtual wellness challenges, access to mental health resources, and monthly team-building events.

The driving force behind this initiative came from the feedback we gathered during our quarterly surveys. Employees expressed concerns about isolation and stress, and we noticed that remote work was leading to an increase in workload as the lines between personal and professional lives became more blurred.

By prioritizing well-being, we’re not only boosting employee satisfaction but also fostering long-term productivity and retention. 

It’s been a win-win for us—our team feels supported, and we’re maintaining high levels of performance across the board.

Dave Brocious
Managing Partner, Sky Point Crane

Enhance Safety and Efficiency with 3D Training

At Sky Point Crane, our most recent significant employee initiative focused on enhancing safety and operational efficiency through technology-driven training programs. 

Our initiative, the 3D Lift Planning and Project Management Training, aimed to provide our team with the skills to use advanced lifting technology, ensuring precise planning and execution. This program was developed in response to the growing complexity of crane operations and the need to improve accuracy and safety on job sites.   

The key objectives were to minimize on-site risks and improve project timelines by equipping our operators with cutting-edge tools such as GPS tracking and remote control systems. 

By leveraging these technologies, our operators could simulate different lifting scenarios, which not only increased safety awareness but also optimized crane performance and project planning. 

For example, real-time data analysis allowed us to reduce lift time by approximately 15%, resulting in significant cost savings and boosted efficiency.   

This initiative was motivated by our core value of safety and the drive to provide exceptional value to our clients. Ensuring that our operators are well-trained and proficient with the latest technology helps us maintain a zero-accident workplace and support our clients effectively in achieving their project goals. 

It’s about continuously adapting to the evolving demands of the construction industry while keeping safety and efficiency at the forefront.

Courtney Zalesak
Vice President, Malek Service Company

Improve Customer Service Through Personalized Interactions

In my role as Vice President at Malek Service Company, I spearheaded an initiative to improve our Customer Service Representative (CSR) division. We aim to foster a culture of genuine connection and superior customer care through personalized interactions. 

Key to this initiative are thank-you cards, personalized warranty books, and care packages for our Malek Club Members, making each customer feel valued and heard.

The motivation behind this was simple: to improve customer retention and satisfaction by creating memorable experiences that go beyond typical service touchpoints. 

By implementing personalized reminders and customer gifts, we’ve not only increased customer loyalty but also created a more engaged and motivated CSR team.

This initiative underlines our commitment to an exceptional customer experience by focusing on thoughtful, sincere interactions rather than traditional, impersonal customer service methods. 

It has set a new standard for customer engagement and satisfaction in our industry, which others can emulate by prioritizing personalization and solid customer relationships.

Ernie Lopez
Founder & CEO, MergerAI

Enhance Role-Based Access Control System

Our most recent significant employee initiative at MergerAI has been enhancing our role-based access control system to facilitate seamless collaboration while ensuring data security. 

This was initiated to empower our teams with the necessary tools to work efficiently across departments and with external advisors. It’s an essential development custom to address the complexities of M&A processes that we frequently manage. 

One motivating factor was to ensure that sensitive information remains protected without stifling collaboration. 

By introducing customizable access levels, we’ve improved task management across integration teams and achieved a 30% boost in task completion rates. This initiative stands out as we’re constantly refining our infrastructure to meet the dynamic needs of the M&A landscape. 

Engaging with our technical team and integrating their feedback into development was crucial. It fostered an environment of innovation and adaptability, significantly enhancing technical skills and cross-functional collaboration within MergerAI. 

This proactive approach allows us to maintain our competitive edge by delivering more streamlined, secure integration solutions.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

Optimizing Employee Performance: Leaders’ Tips for Effective Evaluations

by

Optimizing Employee Performance: Leaders’ Tips for Effective Evaluations

What’s the optimal frequency for employee performance evaluations? 

And what are the most effective methods and tools for conducting these reviews? 

These are crucial questions for any organization seeking to foster a high-performance culture and support the growth and development of its employees. 

In this post, we seek answers from those leading the way. 

Here, HR and business leaders share their current practices, revealing how often they conduct performance evaluations and detailing the preferred methods and tools they utilize. 

Their insights provide a practical guide for organizations looking to optimize their performance management processes and create a more meaningful and impactful experience for both employees and managers.

Read on!

Khurram Mir
Founder & Chief Marketing Officer, Kualitatem Inc

Quarterly or Biannually

In order to give regular feedback and guarantee consistency with business objectives, employee performance reviews are usually carried out on a quarterly or biannual basis. 

A combination of techniques, including one-on-one meetings, self-evaluations, and 360-degree feedback, enables a thorough review of an employee’s contributions and opportunities for improvement. 

The process is streamlined by tools like Lattice, BambooHR, or 15Five, which track performance data, provide clear goals, and enable ongoing feedback. 

In addition to increasing employee engagement, regular evaluations help the company develop a culture of accountability and progress.

Amaury Ponce
Business Owner, Ponce Tree Services

Top-Notch Service with Semiannual Reviews

At Ponce Tree Services, we conduct employee performance evaluations semi-annually to ensure our team consistently delivers top-notch service. 

With over 20 years of experience in the industry and as a certified arborist with TRAQ certification, I’ve developed a structured approach to these evaluations. 

Each session includes both a formal review and a hands-on assessment in the field. We use a combination of key performance indicators like safety adherence, customer feedback, productivity, and technical skill improvement to measure success. 

Tools such as checklists tailored to our services and 360-degree feedback help us gather well-rounded insights. By incorporating regular coaching sessions throughout the year, we ensure our employees are prepared for the review process, making it constructive rather than intimidating.

One example of how this approach has created positive outcomes involves a crew member who struggled initially with advanced pruning techniques. Through our hands-on evaluations, we identified the issue and tailored a training plan, pairing them with an experienced team lead for mentorship. 

Within six months, their skill level improved significantly, and their customer ratings went from good to excellent. My years of experience allowed me to spot potential and provide the right resources to unlock it. 

These evaluations aren’t just about critiquing performance; they’re an opportunity to build confidence, address gaps, and empower the team to grow. 

This commitment to development is a big reason our employees stay with us long-term and take pride in their work.

Ronald Osborne
Founder, Ronald Osborne Business Coach

A Mix of Quantitative KPIs and Qualitative Feedback

I conduct employee performance evaluations quarterly because businesses move fast, and waiting a year to address performance issues or recognize achievements is too slow. 

My preferred method is a mix of quantitative KPIs and qualitative feedback. I use structured one on one meetings, peer reviews, and self assessments to get a full picture of an employee’s contributions. Tools like performance management software help track progress, but real conversations matter most. 

My background in running multimillion-dollar businesses and coaching companies across different industries has shown me that a strong evaluation process drives both individual and business growth. 

A great example of this was when I worked with a struggling mid-sized company in the UAE that had issues with employee accountability. By implementing structured quarterly evaluations, setting clear performance metrics, and training managers to give constructive feedback, we saw a 40% increase in productivity within six months. 

Employees felt more engaged, turnover dropped, and the company’s profitability rose significantly. 

My years of experience in business coaching and my MBA in finance helped me design an evaluation system that aligned individual goals with business objectives, ensuring both the employees and the company thrived.

Peter Hunt
Director & Physiotherapist, The Alignment Studio

Biannual Evaluations for Regular Progress

At The Alignment Studio, we conduct employee performance evaluations biannually. 

This schedule allows us to regularly assess progress, set new goals, and provide timely feedback to ensure our team remains engaged and supported. 

These evaluations are a collaborative process, blending formal one-on-one discussions with ongoing informal check-ins throughout the year. We use a combination of structured performance metrics, tailored to each role, and qualitative feedback from both team members and clients. 

For instance, we track client satisfaction scores, professional development progress, and each employee’s contributions to our integrated care model. This approach ensures that evaluations are comprehensive and aligned with our mission to provide exceptional, multidisciplinary care. 

An example of this process in action is when I identified one of our newer physical therapists struggling to confidently manage complex cases. 

Leveraging my more than 30 years of experience, I mentored them through case studies and invited them to shadow me with athletes recovering from post-surgical rehabilitation. 

We incorporated a professional development plan into their evaluation, including additional training and regular case reviews. Within six months, their confidence had grown significantly, and they received glowing client feedback, particularly from patients dealing with similar challenges. 

This success story highlights how combining structured evaluations with tailored mentorship not only benefits the employee but enhances the overall quality of care we provide at The Alignment Studio.

Andrew Osborne
Owner, Ozzie Mowing & Gardening

Quarterly Evaluations for High Standards

At Ozzie Mowing & Gardening, I conduct employee performance evaluations on a quarterly basis. 

I believe regular feedback is key to maintaining high standards and ensuring the team consistently delivers exceptional results for our clients. 

With over 15 years of experience in the industry and a strong foundation in horticulture, I’ve developed an evaluation system that combines practical observation, client feedback, and employee self-assessment. 

During the evaluation process, I spend time working alongside each team member to see their skills in action, assess their knowledge, and provide on the spot coaching where needed. This hands-on approach ensures I can tailor feedback to their strengths and areas for improvement. 

Additionally, we collect client reviews and comments regularly, which give us valuable insights into how well we’re meeting expectations.

One example that stands out is when we hired a new team member who had little professional gardening experience but a clear passion for the field. 

Through regular evaluations and mentoring, I was able to guide them in developing essential skills like plant care techniques and efficient lawn maintenance. 

By setting measurable goals during each evaluation and using visual tools like before and after photos of projects to track progress, this team member quickly became one of our most reliable staff members. 

This structured, supportive process not only improved their performance but also enhanced the overall quality of our services. 

My qualifications and experience gave me the ability to spot their potential early on and provide the tools they needed to succeed, which ultimately strengthened our team as a whole.

Meghan Calhoun
Co-Founder & Director of Partner Success, Give River

Continuous Feedback and Real-Time Recognition

At Give River, we conduct employee performance evaluations with a focus on fostering a culture of gratitude and emotional intelligence, rather than limiting ourselves to traditional timelines. 

How frequently we evaluate isn’t set in stone—sometimes it’s weekly, other times it aligns with milestones like project completion. 

Our Insights Dashboard helps track real-time engagement and feedback, allowing us to adapt our evaluation frequency and approach continuously. 

Using tools like our Feedback Friday, we capture the team’s pulse regularly, ensuring concerns are addressed promptly. This encourages open dialogue and continuous improvement, aligning with our mission to create supportive environments. 

The positive loop of feedback from gamified challenges and recognition efforts has, for example, revealed an 88% increase in motivation and engagement among employees who felt valued. 

Making employee recognition a natural part of daily communication has been facilitated through integrations with platforms like Slack and MS Teams. 

These methods not only improve real-time evaluations but also instill a sense of belonging and appreciation across teams, which bolsters performance. 

My podcast and broader initiatives also emphasize these strengths, helping working moms integrate career growth and personal joy seamlessly. 

At Give River, we prioritize ongoing employee development rather than traditional performance evaluations. 

Inspired by Positive Intelligence and emotional intelligence principles, we emphasize continuous feedback and real-time recognition. This approach stems from my diverse career experiences, where recognizing and appreciating individual strengths significantly boosted team morale and productivity. 

We use our own platform’s innovative features, such as Feedback Friday, to capture regular employee insights. This method ensures feedback is timely and actionable, fostering a culture of open communication and continuous improvement. 

Our unique ‘drops’ system rewards team contributions, promoting engagement and motivation. For instance, after implementing a pilot of our gamified recognition tools, we noted a 20% increase in employee engagement within a month. 

This reinforces the belief that continuous, meaningful recognition can reduce burnout and increase overall workplace satisfaction.

Wayne Lowry SBS
CEO, Scale by SEO

Aligning Evaluations with Milestones and Initiatives

In my previous role as the head of a company with over 500 employees, I learned the importance of integrating innovative solutions into our operations. 

We didn’t follow a traditional performance evaluation schedule. Instead, we aligned assessments with specific company milestones and healthcare initiatives that directly impacted our bottom line. 

For instance, when we implemented the Frontier Direct Care program, we closely monitored employee health engagement and related performance metrics, which significantly reduced healthcare costs. 

I found that direct feedback and engagement were more effective than formal reviews. We encouraged open communication between employees and managers, allowing real-time adjustments and support. 

This approach fostered a culture of continuous improvement and accountability, aligning personal development with the company’s strategic goals. 

Incorporating DPC principles into our evaluation process also highlighted the importance of personalized care—not just in health but in professional development. 

By focusing on individual needs and strengths, we created a supportive environment that empowered employees to excel, much like the personalized healthcare model we advocate at Best DPC.

Matt Meadows
Founder, WorkStory

Monthly or Quarterly Check-Ins

In our experience, the traditional annual review often falls short in fostering meaningful growth. Instead, we’ve seen the most success when organizations embrace more frequent conversations—monthly or quarterly check-ins. 

These regular touchpoints allow for timely feedback, reduce recency bias, and create an ongoing dialogue that supports both employees and managers. 

To make this approach effective, it’s helpful to combine methods like one-on-one conversations and peer feedback with tools that simplify the process. 

Finding tools that help to aggregate all of that information helps to make the process more effective while also alleviating managers’ workloads. 

When feedback becomes part of the rhythm of work rather than a once-a-year event, it drives performance improvement in a way that annual reviews simply can’t match. The employee improves more quickly and the organization benefits as a result.

Dennis Lenard
CEO & Co-Founder, Creative Navy UX Agency

Uncovering Real Value of Daily Interactions

Managing an international remote team of design professionals means rethinking performance reviews to make them collaborative, continuous, and supportive. 

Rather than rigid, top-down evaluations, we focus on fostering open communication and empowering the team to thrive.

Formal check-ins happen every three months, where we review goals, align on priorities, and map out personal growth. 

However, the real value lies in our day-to-day interactions, which cover ongoing feedback, and problem-solving sessions. I trust my team to voice their needs and challenges, and my role is to provide the resources, guidance, and space for them to succeed.

We rely on simple yet effective tools like Calendly for scheduling and Notion for tracking progress, sharing updates, and maintaining transparency. 

This approach creates an environment of trust and agility, where feedback flows both ways, and performance is less about a singular review and more about continuous improvement and collaboration.

Courtney Zalesak
Vice President, Malek Service Company

Biannual Evaluations with Seasonal Alignment

In my role as Vice President at Malek Service Company, we conduct employee performance evaluations biannually as part of our Total Protection Plan initiative. This approach allows us to align evaluations with key seasonal maintenance periods in our industry. 

By evaluating performance alongside these critical business operations, we ensure our team is effectively contributing to our core services of HVAC, plumbing, and electrical maintenance.

I prioritize using a blend of qualitative feedback from customers and quantitative performance metrics. 

For instance, we analyze customer feedback forms and service completion rates to assess technician performance. This dual approach provides a comprehensive view of employee effectiveness, ensuring our high standards of customer service and technical expertise are maintained.

We also incorporate continuous skills training and technology updates into our evaluation process. 

By doing so, we not only assess past performance but actively support future growth, ensuring our team is prepared to use and implement the latest industry innovations. This proactive strategy keeps us at the forefront of service excellence.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

Jeffrey Beeson – Talent Labs: Pioneering Network-Centric Talent Management

by

Talent Labs: Pioneering Network-Centric Talent Management

Jeffrey Beeson

In today’s business environment, talent management has become a critical priority for organizations. As the demand for a skilled, adaptable workforce intensifies, the complexities of finding, developing, and retaining suitable talent increase as well.

One major obstacle is the relentless pace of technological change. Automation, AI, and digitalization are reshaping roles and skills at an unprecedented rate. One example of addressing such rapid change is Deutsche Bank. To remain competitive in a tech-driven financial landscape, it has invested in AI capabilities in addition to upskilling employees. The rapidly changing skill requirements in this industry underscore the urgent need for continuous learning throughout organizations. Business success depends on fostering a culture of adaptability that bridges imminent skill gaps.

Furthermore, a profound demographic shift compounds the talent challenge. As the current workforce ages and employees retire, companies are faced with critical knowledge gaps. SAP, a cloud-based service provider, has successfully navigated such workforce transition. To meet its demands, the company attracts younger talent while re-skilling existing employees to support its digital transformation and sustainability goals. Flexibility, meaningful work, and a values-based culture are all key drivers of cross-generational retention.

Going one step further, SAP recognizes that holistic support is essential to sustain employee engagement. Its Global Mindfulness Practice is one example of SAP’s cutting-edge approach to supporting the development, engagement, and retention of its multi-generational workforce.

With so much at stake, a pressing question concerning talent management arises: How can organizations not only navigate these talent challenges but also thrive? Addressing this question requires fresh thinking, bold strategies, and a willingness to redefine conventional talent practices from a network perspective.

Why the talent challenge is a network issue

Over the past two decades, network science has revealed that every complex system — including organizations — is structured as a network. In an organizational context, networks consist of individuals who are connected through flows of information, expertise, and influence. Unprecedented connectivity generates continuous information flows across individuals and departments. This creates both opportunities as well as complexities.

The prevailing recruitment challenge provides an example of the impact of information flows. Finding a new job has become easier than ever before with position openings appearing continuously on platforms like LinkedIn. This ease of connectivity and resulting visibility of various employment opportunities means organizations must work even harder to retain talent.

Talent retention is also closely tied to the strength of networks. Research reveals that 76 percent of employees who have close friends at work are more likely to stay with their employer. This underscores the importance of cultivating strong interpersonal connections throughout an organization.

When talent challenges like acquisition, development, and retention are rooted in network dynamics, the solutions to these issues must also address the current network traits.

The role of Talent Labs: A bridge to network-centric talent management

Talent Labs serve as experimental environments in which organizations can explore, test, and refine network-based approaches to talent management. Acting as experimental environments, these labs are tailored to the specific needs of a company and its workforce. They allow organizations to pilot innovative strategies for talent acquisition, development, and retention, and then fine-tune them before scaling the initiative. By bridging traditional and network-centric talent management practices, Talent Labs empower organizations to build a resilient, connected workforce that can thrive amid evolving challenges.

Talent Labs incorporate a range of innovative network-driven strategies, including:

Relationship Mapping – This tool maps the connections between individuals or groups within a network, making it easier to identify key influencers, understand communication patterns, and reveal collaboration opportunities. The strategic visualization enables organizations to leverage existing networks to strengthen internal connectivity and optimize the flow of resources.

Social and Emotional Competence Training – The quality of connections in a human-centric network is deeply linked to social and emotional skills. Social and Emotional Competence Training is a structured approach that improves the quality of relationships within the network, reducing stress and enhancing communication. In fostering these skills, organizations boost network resilience and promote a more supportive, connected culture.

Strength-Based Assessments – In any network, energy flows most effectively through individuals’ strengths. Strength-Based Assessments help leaders tap into these natural energy channels by recognizing and activating what people do best. These assessments focus on individual strengths as a way to improve collaboration quality, resulting in more engaged, productive teamwork.

Network Connection Modules – These small-format, virtual sessions (for 10–25 participants) emphasize peer-to-peer learning and network building. Each 90-minute session follows a structured content plan, guided by a trained Learning Ambassador, to promote active engagement and meaningful knowledge-sharing among participants.

Community Learning Events – Designed for up to 200 participants, these events can run from 90 minutes to a half-day and are adaptable to in-person, virtual, or hybrid formats. They focus on community building and exchanging best practices. Community Learning Events foster a networked learning culture, promote collaboration, and strengthen organizational connectivity.

Through Talent Labs, organizations transition from traditional talent management to an adaptable, network-centered model that not only meets current demands but also positions them for future success. This approach addresses root talent challenges, while building a sustainable, interconnected workforce ready for the complexities of a rapidly evolving landscape.

About the Author

Jeffrey Beeson has spent decades serving thousands of leaders and leading culture transformation initiatives for multi-national corporations. He is the founder of Ensemble Enabler, fostering agile organizational cultures and advanced leadership.

His new book, Network Leadership: Promoting a Healthier World through the Power of Networks (Cambridge University Press, Dec. 31, 2024), describes how newly emerging network science applies to organizational leadership today.

Learn more at networkleadership.eu.

Do you wish to contribute to HR Spotlight? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your experience and expertise.

Recent Posts

Michael Ang – The Importance of DEI and Niche Recruitment Advertising in 2025

by

The Importance of DEI and Niche Recruitment Advertising in 2025

– Michael Ang

As a long-time observer of recruitment advertising trends, I’ve witnessed the evolving landscape of Diversity, Equity, and Inclusion (DEI) in job advertising practices.

The recruitment advertising landscape is transforming in 2025. Resilient teams must be strategic to attract top talent through their job ads.

Organizations that embrace DEI-focused job boards can expand candidate reach and leverage data-driven insights to inform advertising decisions in their job postings to ensure fair and inclusive outreach.

The new DEI recruitment advertising terrain

Recruiters face complex challenges in hiring talent that reflects their diverse communities. Targeted ad placements on diversity-focused job boards offer a dual solution.

These strategic placements help organizations build teams that best serve their communities while streamlining recruiters’ workloads.

By focusing on specialized job boards, recruiters reach qualified candidates more efficiently.

This targeted approach reduces time spent sifting through unqualified applications. It also increases the likelihood of finding candidates with unique perspectives and experiences that match community needs.

Strategic ad placements also allow recruiters to manage their time more effectively. Instead of casting a wide net across generic job boards, they can concentrate efforts on platforms known to attract diverse, qualified talent.

This focused strategy often leads to higher-quality applicants and shorter time-to-hire metrics.

Basic job advertising strategies no longer work. HR professionals must adapt their advertising approaches to navigate this new terrain effectively.

Strategies for better recruitment advertising in 2025

Diversity-focused publications and job boards play a crucial role in 2025.

Partnerships with professional organizations that champion inclusion boost job ad visibility to a wide range of candidates. Strategic ad placement increases the chances of building a workforce that mirrors and best serves the community and customer base.

Data drives better job advertising decisions.

Companies using data to refine recruitment ads see notable improvements. They analyze different ad channels, track applicant pool diversity from various ad spots, and measure focused ad impact on key business metrics.

Impact of refined recruitment advertising

Higher education serves as an excellent case study for the impact of refined DEI recruitment advertising.

Universities using targeted DEI advertising have seen remarkable results.

For instance, one state university refined its DEI recruitment advertising strategy by leveraging data-driven insights and targeted ad placements.

They saw a substantial increase in diverse applicants for faculty positions over two years, directly attributable to their refined advertising approach.

Access to advanced advertising technology, expertise, and data analysis allows organizations to make informed decisions about job ad placements and significantly improve diversity outcomes.

This insight highlights the importance of leveraging specialized tools and partnerships in DEI recruitment advertising efforts.

Recruitment advertising beyond 2025

To adapt to the evolving social and political landscape, organizations need to implement advertising strategies that are agile and informed.

This means regularly reviewing and updating job ad copy, staying tapped into legislative changes that might affect advertising practices, and continuously engaging with diverse communities to understand the most effective advertising channels.

Key strategies for impactful recruitment advertising in the coming years include regularly reviewing and updating job descriptions to ensure inclusive language, leveraging diverse advertising channels, implementing and refining bias mitigation techniques in job postings, and measuring and analyzing the effectiveness of DEI-focused and other niche job ads for continuous improvement.

As the social and political landscape continues to evolve, organizations cannot afford to remain passive in their recruitment advertising. The future of job advertising lies in proactive, inclusive, and data-informed strategies that go beyond checking boxes.

The future of recruitment advertising is diverse, equitable, and inclusive.

By embracing these strategies and staying committed to diversity, equity, and inclusion in their job ads, organizations can attract truly diverse talent pools that drive innovation and success in an increasingly competitive global market.

About the Author

Michael Ang, CEO and Founder of JobElephant.com, Inc., leverages over two decades of recruitment advertising expertise.

Starting as a graphic designer in 1994, he established JobElephant in 2000, propelling it from his garage to national recognition.

Michael’s visionary leadership emphasizes outstanding service, personally managing numerous client accounts.

His focus on streamlining recruitment advertising processes has solidified JobElephant’s reputation for reliability and success.

Michael’s insights and commitment to excellence distinguish JobElephant as an industry leader.

Do you wish to contribute to HR Spotlight? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your experience and expertise.

Recent Posts

Navigating Polyworking: Perspectives from HR and Business Leaders

by

Navigating Polyworking: Perspectives from HR and Business Leaders

What is polyworking, and what does it mean for the future of work? 

Is it a sustainable model for professionals, and how are organizations adapting to this growing trend?

These are just some of the questions we explore in this post, featuring insights from leading business and HR executives. 

These leaders from the HR Spotlight community share their perspectives on the rise of polywork, discussing its implications for talent management, organizational culture, and the evolving relationship between employers and employees.

Read on!

Raymond Anto
Founder, Congruen

Raymond Anto – Congruen

Polyworking is redefining the traditional employment model. Enabled by remote work and a growing desire for flexibility, professionals are now pursuing multiple roles simultaneously. This shift allows for richer, more diverse skill sets and a broader network of professional connections.

The increasing occurrence of polyworking in several industries presents both challenges and opportunities for the workplace. 

Organizations may be required to adapt their policies and management practices to accommodate the preferences of a workforce increasingly engaged in multiple roles. This could result in a more dynamic and interconnected work environment, characterized by enhanced cross-functional collaboration and the cross-pollination of ideas, ultimately fostering a culture of innovation.

In my view, polyworking is not merely a fleeting fad but a significant evolution in work practices. 

It signifies a move towards a more holistic talent management philosophy, where organizational emphasis shifts from hours worked to outcomes achieved. This approach can foster greater job satisfaction and improve retention rates by empowering employees with increased control over their schedules and commitments.

For employees, polyworking offers distinct advantages, such as greater flexibility in scheduling, opportunities for personal and professional growth, and the ability to cultivate multiple income streams. 

Conversely, it also poses potential disadvantages, notably the risk of burnout from managing multiple commitments and the challenge of maintaining a healthy work-life integration.

Managing a polyworking team effectively poses a significant challenge for employers accustomed to traditional management techniques. It demands a reevaluation of established practices, with a greater emphasis on trust, autonomy, and accountability, rather than relying solely on conventional productivity metrics. 

Organizations that embrace this shift, however, may find themselves benefiting from a more engaged and innovative workforce.

In conclusion, while polyworking presents challenges, it also offers exciting opportunities for both employees and employers. 

As we navigate this new landscape, it’s crucial to foster an environment that supports flexibility and innovation.

Adil Advani
Associate Product Owner, Securiti

Adil Advani – Securiti

From my experience managing global teams at Securiti.ai, polyworking isn’t just a trend – it’s a natural evolution of how modern professionals approach career growth. 

I’ve seen firsthand how our hybrid workforce, including those juggling multiple roles, brings diverse perspectives that enhance our product development. While it requires robust scheduling and clear communication boundaries, the benefits of accessing varied skill sets outweigh the challenges. 

The key is having strong project management systems in place. 

Just last quarter, one of our part-time specialists leveraged their experience from their consulting work to completely transform our client onboarding process.

Mohd Zaid Mansoori
Senior Outreach Executive, ProProfs

Mohd Zaid Mansoori – ProProfs

At ProProfs Training Maker, I’ve seen how cross-disciplinary projects and side jobs help employees build new skills and ideas. 

Polyworking, along with new income streams, not only diversifies earnings but lets people work on topics they truly enjoy, boosting job satisfaction.

For employers, polyworking brings fresh ideas, encourages creativity, and helps build adaptable teams. But boundaries are crucial; juggling roles can lead to burnout if not managed well.

What I learn from this experience is that freelance digital marketers who have full-time jobs bring fresh ideas into our campaigns. 

When there is good communication and time management, polyworking benefits everyone. If done the right way, it’s not just a trend-it’s a shift in how we think about work and talent growth.

Saddat Abid
CEO & Senior Property Buyer, Property Saviour

Saddat Abid – Property Saviour

Polyworking is indeed emerging as a significant trend that could reshape the future of work. While it offers potential benefits like increased income and skill diversification for employees, it also presents challenges for both workers and employers.

For employees, juggling multiple roles can lead to burnout, stress, and difficulty maintaining work-life balance. Employers face risks of reduced productivity, conflicts of interest, and challenges in fostering company culture and loyalty.

The prevalence of polyworking, with 46% of employees engaged in side hustles, suggests it’s more than a passing fad. However, its long-term sustainability and impact remain to be seen. Employers will need to carefully consider how to manage polyworking employees, potentially offering competitive compensation and fostering stronger employee engagement to discourage the practice.

As the trend continues to grow, particularly among younger generations, it will likely prompt broader discussions about work structure, employee rights, and the changing nature of the employer-employee relationship in the coming years.

Polyworking reflects the evolving nature of employment in our digital age. While it provides opportunities for workers, companies must adapt their policies and management approaches to address this new reality.

Kurt Uhlir
Chief Marketing Officer, ez Home Search

Kurt Uhlir – ez Home Search

Polyworking may appeal as a means for individuals to grow income streams, but the reality is that true progress often comes from focused effort. 

In high-growth companies I’ve worked with, teams committed to a unified mission achieve remarkable outcomes and share in long-term rewards. 

For employers, managing polyworking employees can be complex—ensuring that external roles don’t impact performance or alignment with company goals is a challenge. 

On the employee side, splitting hours across roles might offer variety and a short-term earnings boost, yet those who focus on adding value to one endeavor tend to see stronger, more sustainable career and income growth over time.

Michael Franco
Chief People Strategist, Quokka Hub

Michael Franco – Quokka Hub

Polyworking is intriguing but it likely will not be dominant in the future of work unless we see a significant shift in contractual or fractional roles. 

Diversifying revenue streams is beneficial for almost anyone but full-time employment structures make it challenging. We did see California recently ban non-compete agreements which would make this more feasible for those in the state. 

For employees, polyworking could allow them some more financial security through multiple income streams. 

However,  the risks are significant, diminishing productivity and burnout could lead to the loss of some or maybe even all revenue streams. Depending on where they live and what they do, they could have to navigate non-competes and NDAs. 

Employers could benefit from having employees with a wider range of skills, but they will likely be more concerned with loyalty and productivity. Another concern with polyworkers is divided attention which will certainly impact engagement.

Tiago Pita
Brand and eCommerce Director, Whole Food Earth®

Tiago Pita – Whole Food Earth

Polyworking offers employees flexibility and the opportunity to diversify income streams, which can boost engagement and creativity. 

For employers, it brings access to a wider talent pool and specialized skills. However, challenges include managing conflicts of interest, ensuring commitment, and addressing potential burnout. 

Employers need clear policies and open communication to navigate this shift effectively while fostering trust and productivity.

Cache Merrill
Founder, Zibtek

Cache Merrill – Zibtek

I see polyworking as more than just a trend—it’s a transformative shift redefining employment. 

Polyworking, where individuals simultaneously juggle multiple roles or projects across companies, is a response to our evolving digital-first, flexible work culture. 

This approach taps into the gig economy’s strengths and marries it with traditional employment’s stability, offering workers enhanced autonomy and career diversity.

With polyworking, employees can gain new experiences and build a strong network base, which is beneficial for advancing in their careers. This is especially true for tech and creatives who prefer working on different projects. 

Challenges exist. Individuals have to juggle many roles which can lead to an increase in the risk of burnout, and having to balance so many things makes it hard to separate work from personal life.

In simple terms, polyworking from an employer’s perspective makes it possible to lean in specialized project based workers with no need for them to be employed fully, so this idea has its own risks too which include issues of confidentiality, loyalty and team bonding. 

There are ways in which polyworking can be successfully integrated into the prevalent system, all leading to disruption but the focus remains on rethinking talent management processes, selecting policies that support flexibility but don’t compromise productivity with the goals of the organization.

John Wilson
Owner & CEO, Wilson Plumbing and Heating

John Wilson – Wilson Plumbing and Heating

I believe polyworking is key to our future. 

Our technicians can learn different systems—like plumbing, heating, and cooling—which makes them more flexible. This helps us serve customers faster and keeps employees interested in their work. They can change roles based on what they enjoy and are good at, boosting morale. 

The main challenge is managing schedules and training across areas. But if we support skill-building, polyworking will improve our service and create a stronger, more skilled team over time.

Andrew Golpys
Co-Founder & Creative Director, MadeByShape

Andrew Golpys – MadeByShape

I firmly believe polyworking is revolutionizing the future of work. This trend, where individuals divide their time between multiple projects or clients, is gaining momentum. I’ve witnessed its impact firsthand, with several team members successfully juggling multiple engagements.

Polyworking offers numerous benefits: diversified income streams, varied work, and enhanced creativity. For employees, it provides autonomy and flexibility, allowing them to pursue passions and interests. Employers, meanwhile, gain access to specialized skills and fresh perspectives.

However, challenges exist. Managing multiple commitments requires exceptional time management and communication skills. Confidentiality and intellectual property concerns must also be addressed.

To mitigate these risks, employers should establish clear guidelines and trust-based relationships. Employees must prioritize transparency and effective time allocation.

At MadeByShape, we’ve adapted by implementing flexible work arrangements and open communication channels. The results are promising: increased job satisfaction, improved work quality, and a broader talent pool.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts

Importance and Impact of EAPs: Investing in Employee Well-Being

by

Importance and Impact of EAPs: Investing in Employee Well-Being

The link between employee well-being and organizational success is undeniable. A healthy, supported workforce is more engaged, productive, and resilient. 

Recognizing this critical connection, many companies are turning to Employee Assistance Programs (EAPs) as a key investment in their human capital. 

In this post, we explore how organizations are leveraging these programs to create a more positive and productive work environment. 

We’ve gathered insights from HR and business leaders from the HR Spotlight community, asking them to address the essentiality of their EAPs, the strategies they’ve employed to maximize efficiency, and the methods they use to gauge program effectiveness. 

Their responses highlight the tangible benefits of a well-implemented EAP for both employees and the bottom line.

Read on!

Christopher Pappas
Founder, eLearningIndustry.com

Christopher Pappas – eLearningIndustry.com

For an EAP to work, it has to be accessible, destigmatized, and personalized. 

Many employees avoid using EAP services because they fear judgment or lack awareness of the resources available. We ensure efficiency by integrating our EAP into onboarding, company meetings, and manager training to normalize its use.

We also offer customized support options—some employees prefer one-on-one counseling, while others engage better with financial planning workshops or stress management webinars. 

By tailoring services to diverse needs, participation rates have significantly increased, proving that a flexible EAP is far more impactful than a one-size-fits-all approach.

Mike Fretto
Creative Director, Neighbor

Mike Fretto – Neighbor

Our employee assistance program is one of the simplest things we can do to boost employee retention and satisfaction. 

This isn’t always something that will get top-line attention from new hires, but for those who have been here for a while and found themselves in a tough spot, we’re able to provide them with the kinds of resources they really need to get back on their feet and keep their jobs with us. 

One of the most important things we did to make our EAP effective was to build strong communication networks within our team. 

We can only help out struggling employees when we hear that they’re struggling, and this is one area where our EAP really excels.

Aziz Bekishov
CEO, DC Mobile Notary

Aziz Bekishov – DC Mobile Notary

I find EAPs to be essential in fostering a supportive work environment. Employees are more productive and engaged when they have access to resources for mental health, financial guidance, and work-life balance.

To make our program efficient, I focus on accessibility and communication. We’ve ensured that resources are available 24/7, and we actively promote the program through internal newsletters and team meetings. I think constant reinforcement helps normalize EAP usage.

Measuring effectiveness is about outcomes. I track utilization rates, employee feedback, and absenteeism trends. Seeing improvements in these areas reassures me the EAP is working and truly helping our team thrive.

Rafi Friedman
President, Coastal Luxury Outdoors

Rafi Friedman – Coastal Luxury Outdoors

One of the things I love about running a small business is that our employee assistance program really is more than just a nice-sounding idea. 

We’re a close-knit company, and we tend to know when one of us is struggling with something. 

We’ll naturally offer support in small ways, even if that’s just a sympathetic ear, but when people on our team have more serious needs, we’re always quick to meet them. 

We’ve taken up collections to help cover expenses from car crashes, hurricanes, and cancer diagnoses. 

It’s one of the things that makes us feel more truly like a family.

Guillaume Drew
Founder, Or & Zon

Guillaume Drew – Or & Zon

The Employee Assistance Program (EAP) is important to help support the well-being and productivity of our employees. 

In order to achieve this goal, we place a strong emphasis on making the program fully secure and private, so that employees are not hesitant to utilize it. 

The key drivers include communications regarding EAP establishing outreach, integrating mental health support tools and providing specific assistance with work-life balance issues.

We assess effectiveness by overwhelming feedback from employees, use and retention statistics. Also, qualitative evidence, for example, stories about the improvement of the atmosphere at work, also have great value. 

When the team is strong, the business prospers, so the EAP is a necessary program.

Alex Johnson
HR Manager, Man and Van Star

Alex Johnson – Man and Van Star

EAPs play a vital role in psychological support for employees, but their effectiveness hinges on a few specific things.

Key Driving Factors

Awareness and Accessibility: Make people aware of the resources available under the EAP. In fact, hosting information sessions or communicating at regular intervals increases engagement.

Tailored Services: Underlying the needs of the workforce helps in tailoring EAP offerings: counseling, wellness workshops, financial advice, and the rest.

Utilization Rates: The rate of usage by employees of the EAP services is important. Higher usage often establishes a positive level of engagement and trust in the programme.

Feedback Surveys: Gathering regular feedback from employees will identify areas of improvement for the program, and the program will evolve and adapt to better meet the needs of the workforce.

Through awareness and customization, organizations can enhance the effectiveness of their EAPs in developing a healthier workplace culture.

Harrison Tang
CEO and Co-founder of Spokeo

Harrison Tang – Spokeo

Based on my experience, implementing Employee Assistance Programs (EAPs) is an effective strategy to manage employee stress and address performance challenges. As a business leader, I’ve successfully adopted this approach in my workplace. 

For instance, I introduced a monthly newsletter that highlights employee achievements and recognizes their efforts. This initiative has significantly boosted productivity by fostering a sense of accomplishment and belonging among employees.

Keeping your team informed and motivated is key. EFR’s monthly newsletter is a great resource, featuring relevant topics, practical advice, and ‘Monthly Motivators’ to encourage individuals to take charge of their well-being. 

Additionally, the quarterly webinars with expert speakers provide deeper learning and development opportunities.

Our workplace has implemented several EAPs, resulting in tangible benefits. We’ve observed a 20% reduction in healthcare expenditures and a 35% decline in workers’ compensation claims.

Balázs Keszthelyi
Founder & CEO, TechnoLynx

Balázs Keszthelyi – TechnoLynx

Do we find our Employee Assistance Program (EAP) essential? Absolutely, an EAP is essential for fostering a supportive work environment. It provides employees with access to mental health resources, which can significantly reduce stress and improve overall productivity. 

At TechnoLynx, we recognise that our employees’ well-being directly impacts our success, and the EAP serves as a vital tool in promoting mental health.

To ensure our EAP is efficient, we focus on three key factors: accessibility, awareness, and integration. 

We’ve made the programme easily accessible through a user-friendly platform, ensuring that employees can seek help whenever they need it. We also conduct regular awareness campaigns to keep the programme top-of-mind. 

Lastly, integrating EAP resources into our overall health and wellness strategy has been crucial; it ensures that employees see the EAP as a part of their holistic well-being rather than a standalone service.

Measuring the effectiveness of our EAP involves both qualitative and quantitative methods. We conduct anonymous surveys to gather feedback from employees who have utilised the programme, which helps us understand their experiences and areas for improvement. 

Additionally, we track metrics such as employee engagement and retention rates, as well as the frequency of EAP usage, to assess its impact on our workforce.

Kalim Khan
Founder at Affinity Law

Kalim Khan – Affinity Law

I’m one of the founders of Affinity Law, and in our practice, fostering employee well-being is a critical part of maintaining productivity and morale. As someone who manages teams in a high-pressure legal environment, I’ve found EAPs to be an essential resource.

What makes our EAP efficient is accessibility and anonymity. Employees must trust the program and feel comfortable seeking help without fear of judgment. We’ve also integrated mental health workshops and regular check-ins to normalize conversations around well-being. 

We track engagement rates, gather anonymous feedback, and monitor productivity shifts post-intervention to measure effectiveness. 

When employees feel supported, it reflects in their performance and overall job satisfaction, reducing absenteeism and turnover.

Aman Chopra
Marketing Manager, Stallion Express

Aman Chopra – Stallion Express

One of the best parts of our EAP is “Rapid Response Coaching,” a service meant to help workers during times of high stress, like when shipping is busy around the holidays. 

This real-time support allows our team to deal with problems and stay focused and busy. People participating in this training said they were 40% less stressed and 15% more efficient last year.

We know the EAP works because employees tell us so, the program is being used, and employees’ performance has improved. 

For us, the EAP isn’t just about fixing problems; it’s also about giving our team more power. Our clients will get better service, and our business will do better if our employees are healthy and happy.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

Recent Posts