Employee engagement is at a historic low, and annual surveys alone won't fix it. Discover how pulse surveys help you catch disengagement early, act on feedback faster, and build a workplace culture where people actually want to stay.

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.

Every year, Washington Business Journals hosts the Best Places To Work awards here in D.C. It’s a great ceremony that celebrates the positive, supportive cultures in companies both large and small.

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.

In recent years, employers have been taking a more proactive approach to tackling employee burnout. Many companies take a big-picture approach, looking at everything from workloads to wellness benefits. The results have been positive, with lower absenteeism, stronger retention and improved productivity.

Employee engagement surveys are only valuable when organizations act on the results. To get meaningful insights, leaders must design clear questions, analyze patterns across teams and tenure, and communicate findings transparently. The greatest ROI comes from translating survey feedback into measurable action plans that strengthen culture, retention, and performance.