In Brief: Traditional performance management systems are falling short for both employers and employees. Research cited by Gallup found that only 2% of Fortune 500 CHROs strongly believe their performance management systems effectively drive performance improvement, while Deloitte reports that fewer than one in three employees believe performance reviews are fair or equitable. Together, these findings highlight a growing disconnect between intent and impact, and signal why organizations are rethinking performance management as a potential competitive advantage rather than a compliance exercise.

In Brief: Modern workplaces span multiple generations with distinct benefit needs. Organizations that move beyond one-size-fits-all approaches to personalized benefits see improved retention and engagement. By segmenting employees by career stage and need states rather than age alone, companies can create flexible benefit frameworks that drive business results.

In Brief: A recruitment process assessment helps HR leaders diagnose inefficiencies, strengthen talent acquisition strategy, and improve hiring outcomes across the organization. This guide outlines a practical framework to audit your recruiting function, from data and metrics to tools, workflows, and stakeholder alignment.

Performance review timing affects manager workload, compensation fairness, and employee engagement. What is the best schedule to drive results in your organization?

Your people strategy is key to your long-term success. This has always been the case, but it’s even more true in an age of AI, where you will need flexible, forward-thinking talent to help achieve your strategic goals.

Many businesses are going through a period of transformation right now, with dramatic changes in the way we work, the way we hire, and the way we plan for the future. But what about the way we lead? Are we doing everything to ensure that managers have the tools they need to guide their teams into the future?