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.
Total Rewards | Employee Engagement
Employee expectations around mental health benefits have shifted from "should we offer them?" to "how do we do this well?" Employers that move beyond compliance to provide accessible, stigma-free mental health support gain a measurable edge in retention and engagement. This article outlines five actionable steps to transform mental health programs into true talent retention tools — from assessing current offerings and removing access barriers to empowering managers and integrating wellbeing into your employee value proposition.
Employee Engagement | Employee Retention
Employee retention is one of the biggest challenges during Mergers & Acquisitions. Many M&As are motivated by a desire to access fresh talent, yet employee turnover can be as much as 70% following a merger.
When it comes to investing in employee development, the stats speak for themselves:
When employees hear the words, "We're being acquired," their minds often race to the worst-case scenario. They ask questions like: Is my job security at risk? Can I continue with my professional development plan? How will this affect our existing workplace culture?
