www.inspirus.com
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Submitted URL: https://www.inspirus.com/e3t/Ctc/T2+113/c1gFk04/MV_n2dlg7QdW14qkV14Vlq3XW9h8NV34V_lqyN7-7xzk3q3n_V1-WJV7CgHV7W3RGgHp6QLn2...
Effective URL: https://www.inspirus.com/2023-employee-engagement-trends-q1?utm_campaign=2023%20Employee%20Engagement%20Trends&utm_medium...
Submission: On January 20 via manual from IN — Scanned from DE
Effective URL: https://www.inspirus.com/2023-employee-engagement-trends-q1?utm_campaign=2023%20Employee%20Engagement%20Trends&utm_medium...
Submission: On January 20 via manual from IN — Scanned from DE
Form analysis 2 forms found in the DOM
POST https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/200141/12e5cfe2-3ae5-4d0e-95c1-3cca07602de7
<form id="hsForm_12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" method="POST" accept-charset="UTF-8" enctype="multipart/form-data" novalidate=""
action="https://forms.hsforms.com/submissions/v3/public/submit/formsnext/multipart/200141/12e5cfe2-3ae5-4d0e-95c1-3cca07602de7"
class="hs-form-private hsForm_12e5cfe2-3ae5-4d0e-95c1-3cca07602de7 hs-form-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7 hs-form-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_166d43a4-ce52-41da-8dac-3e6291b7e100 hs-form stacked hs-custom-form"
target="target_iframe_12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" data-instance-id="166d43a4-ce52-41da-8dac-3e6291b7e100" data-form-id="12e5cfe2-3ae5-4d0e-95c1-3cca07602de7" data-portal-id="200141" data-zi-mapped-form="" data-hs-cf-bound="true">
<fieldset class="form-columns-1">
<div class="hs_email hs-email hs-fieldtype-text field hs-form-field"><label id="label-email-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Email Address"
for="email-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Email Address</span><span class="hs-form-required">*</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input id="email-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" name="email" required="" placeholder="mary.smith@company.com" type="email" class="hs-input" inputmode="email" autocomplete="email" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-2">
<div class="hs_firstname hs-firstname hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-firstname-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your First name"
for="firstname-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>First name</span><span class="hs-form-required">*</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input id="firstname-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" name="firstname" required="" placeholder="" type="text" class="hs-input" inputmode="text" autocomplete="given-name" value=""></div>
</div>
<div class="hs_lastname hs-lastname hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-lastname-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Last name"
for="lastname-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Last name</span><span class="hs-form-required">*</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input id="lastname-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" name="lastname" required="" placeholder="" type="text" class="hs-input" inputmode="text" autocomplete="family-name" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-2">
<div class="hs_jobtitle hs-jobtitle hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-jobtitle-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Title"
for="jobtitle-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Title</span><span class="hs-form-required">*</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input id="jobtitle-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" name="jobtitle" required="" placeholder="" type="text" class="hs-input" inputmode="text" autocomplete="organization-title" value=""></div>
</div>
<div class="hs_company hs-company hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-company-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Company"
for="company-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Company</span><span class="hs-form-required">*</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input id="company-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" name="company" required="" placeholder="" type="text" class="hs-input" inputmode="text" autocomplete="organization" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1" style="display: none;">
<div class="hs_phone hs-phone hs-fieldtype-text field hs-form-field"><label id="label-phone-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Phone"
for="phone-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Phone</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input id="phone-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" name="phone" placeholder="" type="tel" class="hs-input" inputmode="tel" autocomplete="tel" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_annualrevenue hs-annualrevenue hs-fieldtype-number field hs-form-field" style="display: none;"><label id="label-annualrevenue-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Annual revenue"
for="annualrevenue-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Annual revenue</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="annualrevenue" class="hs-input" type="hidden" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_numberofemployees hs-numberofemployees hs-fieldtype-number field hs-form-field" style="display: none;"><label id="label-numberofemployees-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Employees"
for="numberofemployees-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Employees</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="numberofemployees" class="hs-input" type="hidden" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_industry hs-industry hs-fieldtype-select field hs-form-field" style="display: none;"><label id="label-industry-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Industry"
for="industry-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Industry</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="industry" class="hs-input" type="hidden" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1" style="display: none;">
<div class="hs_country hs-country hs-fieldtype-select field hs-form-field"><label id="label-country-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Country"
for="country-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Country</span><span class="hs-form-required">*</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><select id="country-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" required="" class="hs-input is-placeholder" name="country">
<option disabled="" value="">Please Select</option>
<option value="United States">United States</option>
<option value="Afghanistan">Afghanistan</option>
<option value="Albania">Albania</option>
<option value="Algeria">Algeria</option>
<option value="Andorra">Andorra</option>
<option value="Angola">Angola</option>
<option value="Antigua & Deps">Antigua & Deps</option>
<option value="Argentina">Argentina</option>
<option value="Armenia">Armenia</option>
<option value="Australia">Australia</option>
<option value="Austria">Austria</option>
<option value="Azerbaijan">Azerbaijan</option>
<option value="Bahamas">Bahamas</option>
<option value="Bahrain">Bahrain</option>
<option value="Bangladesh">Bangladesh</option>
<option value="Barbados">Barbados</option>
<option value="Belarus">Belarus</option>
<option value="Belgium">Belgium</option>
<option value="Belize">Belize</option>
<option value="Benin">Benin</option>
<option value="Bhutan">Bhutan</option>
<option value="Bolivia">Bolivia</option>
<option value="Bosnia Herzegovina">Bosnia Herzegovina</option>
<option value="Botswana">Botswana</option>
<option value="Brazil">Brazil</option>
<option value="Brunei">Brunei</option>
<option value="Bulgaria">Bulgaria</option>
<option value="Burkina">Burkina</option>
<option value="Burundi">Burundi</option>
<option value="Cambodia">Cambodia</option>
<option value="Cameroon">Cameroon</option>
<option value="Canada">Canada</option>
<option value="Cape Verde">Cape Verde</option>
<option value="Central African Rep">Central African Rep</option>
<option value="Chad">Chad</option>
<option value="Chile">Chile</option>
<option value="China">China</option>
<option value="Colombia">Colombia</option>
<option value="Comoros">Comoros</option>
<option value="Congo">Congo</option>
<option value="Congo {Democratic Rep}">Congo {Democratic Rep}</option>
<option value="Costa Rica">Costa Rica</option>
<option value="Croatia">Croatia</option>
<option value="Cuba">Cuba</option>
<option value="Cyprus">Cyprus</option>
<option value="Czech Republic">Czech Republic</option>
<option value="Denmark">Denmark</option>
<option value="Djibouti">Djibouti</option>
<option value="Dominica">Dominica</option>
<option value="Dominican Republic">Dominican Republic</option>
<option value="East Timor">East Timor</option>
<option value="Ecuador">Ecuador</option>
<option value="Egypt">Egypt</option>
<option value="El Salvador">El Salvador</option>
<option value="Equatorial Guinea">Equatorial Guinea</option>
<option value="Eritrea">Eritrea</option>
<option value="Estonia">Estonia</option>
<option value="Ethiopia">Ethiopia</option>
<option value="Fiji">Fiji</option>
<option value="Finland">Finland</option>
<option value="France">France</option>
<option value="Gabon">Gabon</option>
<option value="Gambia">Gambia</option>
<option value="Georgia">Georgia</option>
<option value="Germany">Germany</option>
<option value="Ghana">Ghana</option>
<option value="Greece">Greece</option>
<option value="Grenada">Grenada</option>
<option value="Guatemala">Guatemala</option>
<option value="Guinea">Guinea</option>
<option value="Guinea-Bissau">Guinea-Bissau</option>
<option value="Guyana">Guyana</option>
<option value="Haiti">Haiti</option>
<option value="Honduras">Honduras</option>
<option value="Hungary">Hungary</option>
<option value="Iceland">Iceland</option>
<option value="India">India</option>
<option value="Indonesia">Indonesia</option>
<option value="Iran">Iran</option>
<option value="Iraq">Iraq</option>
<option value="Ireland {Republic}">Ireland {Republic}</option>
<option value="Israel">Israel</option>
<option value="Italy">Italy</option>
<option value="Ivory Coast">Ivory Coast</option>
<option value="Jamaica">Jamaica</option>
<option value="Japan">Japan</option>
<option value="Jordan">Jordan</option>
<option value="Kazakhstan">Kazakhstan</option>
<option value="Kenya">Kenya</option>
<option value="Kiribati">Kiribati</option>
<option value="Korea North">Korea North</option>
<option value="Korea South">Korea South</option>
<option value="Kosovo">Kosovo</option>
<option value="Kuwait">Kuwait</option>
<option value="Kyrgyzstan">Kyrgyzstan</option>
<option value="Laos">Laos</option>
<option value="Latvia">Latvia</option>
<option value="Lebanon">Lebanon</option>
<option value="Lesotho">Lesotho</option>
<option value="Liberia">Liberia</option>
<option value="Libya">Libya</option>
<option value="Liechtenstein">Liechtenstein</option>
<option value="Lithuania">Lithuania</option>
<option value="Luxembourg">Luxembourg</option>
<option value="Macedonia">Macedonia</option>
<option value="Madagascar">Madagascar</option>
<option value="Malawi">Malawi</option>
<option value="Malaysia">Malaysia</option>
<option value="Maldives">Maldives</option>
<option value="Mali">Mali</option>
<option value="Malta">Malta</option>
<option value="Marshall Islands">Marshall Islands</option>
<option value="Mauritania">Mauritania</option>
<option value="Mauritius">Mauritius</option>
<option value="Mexico">Mexico</option>
<option value="Micronesia">Micronesia</option>
<option value="Moldova">Moldova</option>
<option value="Monaco">Monaco</option>
<option value="Mongolia">Mongolia</option>
<option value="Montenegro">Montenegro</option>
<option value="Morocco">Morocco</option>
<option value="Mozambique">Mozambique</option>
<option value="Myanmar, (Burma)">Myanmar, (Burma)</option>
<option value="Namibia">Namibia</option>
<option value="Nauru">Nauru</option>
<option value="Nepal">Nepal</option>
<option value="Netherlands">Netherlands</option>
<option value="New Zealand">New Zealand</option>
<option value="Nicaragua">Nicaragua</option>
<option value="Niger">Niger</option>
<option value="Nigeria">Nigeria</option>
<option value="Norway">Norway</option>
<option value="Oman">Oman</option>
<option value="Pakistan">Pakistan</option>
<option value="Palau">Palau</option>
<option value="Panama">Panama</option>
<option value="Papua New Guinea">Papua New Guinea</option>
<option value="Paraguay">Paraguay</option>
<option value="Peru">Peru</option>
<option value="Philippines">Philippines</option>
<option value="Poland">Poland</option>
<option value="Portugal">Portugal</option>
<option value="Qatar">Qatar</option>
<option value="Romania">Romania</option>
<option value="Russian Federation">Russian Federation</option>
<option value="Rwanda">Rwanda</option>
<option value="St Kitts & Nevis">St Kitts & Nevis</option>
<option value="St Lucia">St Lucia</option>
<option value="Saint Vincent & the Grenadines">Saint Vincent & the Grenadines</option>
<option value="Samoa">Samoa</option>
<option value="San Marino">San Marino</option>
<option value="Sao Tome & Principe">Sao Tome & Principe</option>
<option value="Saudi Arabia">Saudi Arabia</option>
<option value="Senegal">Senegal</option>
<option value="Serbia">Serbia</option>
<option value="Seychelles">Seychelles</option>
<option value="Sierra Leone">Sierra Leone</option>
<option value="Singapore">Singapore</option>
<option value="Slovakia">Slovakia</option>
<option value="Slovenia">Slovenia</option>
<option value="Solomon Islands">Solomon Islands</option>
<option value="Somalia">Somalia</option>
<option value="South Africa">South Africa</option>
<option value="South Sudan">South Sudan</option>
<option value="Spain">Spain</option>
<option value="Sri Lanka">Sri Lanka</option>
<option value="Sudan">Sudan</option>
<option value="Suriname">Suriname</option>
<option value="Swaziland">Swaziland</option>
<option value="Sweden">Sweden</option>
<option value="Switzerland">Switzerland</option>
<option value="Syria">Syria</option>
<option value="Taiwan">Taiwan</option>
<option value="Tajikistan">Tajikistan</option>
<option value="Tanzania">Tanzania</option>
<option value="Thailand">Thailand</option>
<option value="Togo">Togo</option>
<option value="Tonga">Tonga</option>
<option value="Trinidad & Tobago">Trinidad & Tobago</option>
<option value="Tunisia">Tunisia</option>
<option value="Turkey">Turkey</option>
<option value="Turkmenistan">Turkmenistan</option>
<option value="Tuvalu">Tuvalu</option>
<option value="Uganda">Uganda</option>
<option value="Ukraine">Ukraine</option>
<option value="United Arab Emirates">United Arab Emirates</option>
<option value="United Kingdom">United Kingdom</option>
<option value="Uruguay">Uruguay</option>
<option value="Uzbekistan">Uzbekistan</option>
<option value="Vanuatu">Vanuatu</option>
<option value="Vatican City">Vatican City</option>
<option value="Venezuela">Venezuela</option>
<option value="Vietnam">Vietnam</option>
<option value="Yemen">Yemen</option>
<option value="Zambia">Zambia</option>
<option value="Zimbabwe">Zimbabwe</option>
</select></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_description hs-description hs-fieldtype-textarea field hs-form-field" style="display: none;"><label id="label-description-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your Description"
for="description-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>Description</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="description" class="hs-input" type="hidden" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_utm_campaign hs-utm_campaign hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-utm_campaign-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your utm_campaign"
for="utm_campaign-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>utm_campaign</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="utm_campaign" class="hs-input" type="hidden" value="2023 Employee Engagement Trends"></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_utm_term hs-utm_term hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-utm_term-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your utm_term"
for="utm_term-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>utm_term</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="utm_term" class="hs-input" type="hidden" value=""></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_utm_medium hs-utm_medium hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-utm_medium-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your utm_medium"
for="utm_medium-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>utm_medium</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="utm_medium" class="hs-input" type="hidden" value="email"></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_utm_source hs-utm_source hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-utm_source-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your utm_source"
for="utm_source-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>utm_source</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="utm_source" class="hs-input" type="hidden" value="hs_automation"></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="hs_utm_content hs-utm_content hs-fieldtype-text field hs-form-field" style="display: none;"><label id="label-utm_content-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490" class="" placeholder="Enter your utm_content"
for="utm_content-12e5cfe2-3ae5-4d0e-95c1-3cca07602de7_5490"><span>utm_content</span></label>
<legend class="hs-field-desc" style="display: none;"></legend>
<div class="input"><input name="utm_content" class="hs-input" type="hidden" value="242077229"></div>
</div>
</fieldset>
<fieldset class="form-columns-1">
<div class="legal-consent-container">
<div class="hs-richtext">
<p>Your privacy is important to us. Read our <a href="#" rel="noopener">Privacy Policy.</a></p>
</div>
</div>
</fieldset>
<div class="hs_recaptcha hs-recaptcha field hs-form-field">
<div class="input">
<div class="grecaptcha-badge" data-style="inline" style="width: 256px; height: 60px; box-shadow: gray 0px 0px 5px;">
<div class="grecaptcha-logo"><iframe title="reCAPTCHA"
src="https://www.google.com/recaptcha/enterprise/anchor?ar=1&k=6Ld_ad8ZAAAAAAqr0ePo1dUfAi0m4KPkCMQYwPPm&co=aHR0cHM6Ly93d3cuaW5zcGlydXMuY29tOjQ0Mw..&hl=en&v=Gg72x2_SHmxi8X0BLo33HMpr&size=invisible&badge=inline&cb=wntrbwnjuhrf"
width="256" height="60" role="presentation" name="a-z51u5jw7k8em" frameborder="0" scrolling="no" sandbox="allow-forms allow-popups allow-same-origin allow-scripts allow-top-navigation allow-modals allow-popups-to-escape-sandbox"
id="ae_iframe_ls7dj0cb"></iframe></div>
<div class="grecaptcha-error"></div><textarea id="g-recaptcha-response" name="g-recaptcha-response" class="g-recaptcha-response"
style="width: 250px; height: 40px; border: 1px solid rgb(193, 193, 193); margin: 10px 25px; padding: 0px; resize: none; display: none;"></textarea>
</div>
</div><input type="hidden" name="g-recaptcha-response" id="hs-recaptcha-response" value="">
</div>
<div class="hs_submit hs-submit">
<div class="hs-field-desc" style="display: none;"></div>
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Q1 REPORT
2023 EMPLOYEE ENGAGEMENT TRENDS & FORECASTS
Using the collective experience and expertise of Inspirus thought leaders and
subject matter experts, this report dives into what we see trending for the
first quarter of 2023, and our vision of how these trends will impact the future
of our industry and our clients’ programs.
These trends and forecasts cover current business critical topics that HR
professionals need to know:
* Moving beyond traditional HR approaches
* Building a resilient organization
* Using employee feedback to shape strategy
* Prioritizing the tech investments that make the biggest impact
* Progressing disengaged workers to engaged high performers
* Employee engagement as an organizational initiative
* Investing in talent for long-term success
Read the Report
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2023 EMPLOYEE ENGAGEMENT TRENDS & FORECASTS
REWRITE YOUR HR PLAYBOOK BY RETHINKING HR FROM THE GROUND UP
BUILD A RESILIENT ORGANIZATION BEFORE IT’S TOO LATE
USE EMPLOYEE FEEDBACK TO SHAPE HR STRATEGY
TO SEE ALL 7 TRENDS DOWNLOAD THE FULL REPORT!
2023 EMPLOYEE ENGAGEMENT TRENDS & FORECASTS
We’re pleased to present the 2023 Inspirus Trends & Forecasts Report. Our 2022
report was enthusiastically read by over 20K professionals and that number is
still climbing! We’re grateful for the feedback and suggestions around the
content inclusions and delivery schedule so that we can evolve this publication
to best suit the needs of our clients and colleagues.
So, the 2023 edition introduces a new format — a quarterly report. This
frequency will allow us to address the constant changes we see happening in our
industry. The report will continue to deliver fresh insights, unique
perspectives, actionable strategies, and of course best practices, to help you
elevate your employee engagement, but in bite-sized chunks.
If 2022 was any indication of what we’ll encounter in 2023 and beyond, buckle
up. Employees still hold the upper hand, demanding the workplace flexibility
they grew accustomed to during the pandemic. They are no longer tolerant of the
toxic culture that they’ve withstood for so long and are punctuating their
position by quitting and “quiet quitting,” keeping turnover rates high and
retention a challenge. Take Elon Musk’s authoritarian leadership style, for
example. His impulsive decision-making, without feedback from employees or
leadership, is making headlines as this report is being written! His actions
have turned Twitter on its head, and the exodus of employees — both voluntary
and involuntary — is shocking, with some experts even questioning the platform’s
sustainability.
Across the globe, employees are feeling burnt out in record numbers: Nearly 50%
of employees and 53% of managers report feeling burnout at work, according to
research from Microsoft, which surveyed 20,000 people in 11 countries between
July and August of 2022. Bloomberg reports that even industries which boasted
highly engaged workers are seeing an increase in “quiet quitting” — in the
finance sector, 8% fewer employees are willing to give it their all.
Talks of an economic downturn — or worse yet, a recession — combined with an
increase in leaders demanding their employees return to the office is leading to
longer hours and a culture of distrust. In Gallup’s State of the Global
Workplace report, they assert that broken workplaces don’t need to stay
broken: better leadership and an environment that promotes employee engagement
is the fix for chronic labor shortages and high attrition.
This report uses the collective wisdom and thought leadership of our Inspirus
team to reveal what we see as trending now and our vision of how these trends
will impact the future of our industry and our clients’ programs. And, as a part
of the multinational Sodexo Group, we’re able to layer in insights that drive
quality of life from the prestigious Sodexo Quality of Life Institute.
For example, one thing has become quite clear — traditional HR manuals are a
thing of the past. People now come into their jobs with many more expectations:
to be supported, to have growth opportunities, to be granted flexibility. HR
leaders and C-suite executives must acknowledge that industrial age practices
are no longer relevant in today’s world and craft a new playbook that defines
the strategic role HR plays in workplace culture and organizational
sustainability.
Speaking of sustainability, we’ve heard a lot of chatter about resilience, from
both organizational and workforce perspectives. A 4Q 2022 CEO survey indicated
that 98% of executives expect a global recession to come in the very near
future. And while there is no sure-fire way to predict the next economic cycle,
high shipping and fuel costs, a tight job market and rising inflation all point
to an economic downturn. This uncertainty is prompting organizations to
systematically change and with this emergence of a ‘new normal’ must come a new
approach to sustainability.
These are just a tiny fraction of our findings — there are many more in the
pages that follow. I hope you find this report holds value for you and your
organization.
Tatiana Frierson
Chief Executive Officer
Inspirus / Sodexo Benefits and Rewards Services, USA
DOWNLOAD THE REPORT
Download now!
REWRITE YOUR HR PLAYBOOK BY RETHINKING HR FROM THE GROUND UP
There is no one way to “do HR” right — but many of the traditional models and
practices in the HR scope are quickly becoming outdated, so there are lots of
ways to get it wrong. Today’s HR leaders need to be in tune with the needs and
expectations of employees and job seekers. In broad strokes, those include the
desire to feel supported and included at work, to have access to real career
opportunities and to have the flexibility and freedom to fit work into their
lives, rather than the other way around. HR leaders and C-suite executives must
identify the practices and ideas that are no longer relevant in today’s world
and craft a new HR playbook that updates and redefines the strategic role of HR.
Here are a few of the changes we are seeing as the traditional approach to HR
evolves to meet the emerging challenges of the modern age.
UPLEVELING BENEFITS
Employee benefits have been in the headlines for a while now, amplified first
during the global health crisis and now with an increased focus on mental
health, family benefits and employee engagement. HR leaders need to rethink
offerings to personalize benefits to employees’ needs and desires and find ways
to offer benefits that enhance their lives.
Some of today’s most attractive benefits include tuition and student loan
repayments and expanded healthcare coverage for aging parents. In the realm of
“transactional” benefits, some organizations are holding off on increasing
medical benefit premiums to help employees with the stress of inflation.
Inspirus did this, and employers in various industries are taking a similar
approach. But it's in the area of experiential benefits where we’re starting to
see the most movement. Savvy organizations are beginning to understand that
happy employees are engaged employees and engaged employees are more productive
and profitable.
MANAGING AND RECOGNIZING TALENT
Many HR leaders are asking questions like these: How is the new talent landscape
affecting compensation, benefits and workplace norms? What can I do to attract
and retain employees in today’s shifting labor market? How can my organization
compete for top talent?
Most great managers understand the importance of employee recognition. Putting
it into practice can be challenging, though, especially in our new normal of
remote and hybrid work. A traditional approach to employee recognition is to
praise only what we see and what is out of sight tends to be out of mind.
Managers can recognize employees for behaviors they observe or outcomes they
appreciate, but that doesn’t always align with what employees want to be
recognized for.
To resolve this mismatch, leaders need a new approach. This is what Christopher
Littlefield, in this article for Harvard Business Review, calls reflective
recognition, “an inquiry-based approach where an individual or group is invited
to reflect on and share what they are proud of and why.” By learning what
matters most to employees, leaders can ensure they give meaningful recognition,
which can lead to better engagement.
EMBRACING REMOTE WORK
In order to attract and retain top talent, many employers are finally coming to
grips with the reality that employees are just as productive — and often more —
when working from remote locations, compared with those who work exclusively at
a company office. According to the 2021 State of Remote Work Report from Owl
Labs, 2021 was the year the world stayed remote, and 90% of the 2,050 full-time
remote workers surveyed said they were as productive or more productive working
remotely, compared to when they toiled in the office. 74% reported that working
from home was better for their mental health. Forbes backs up this trend,
reporting that 25% of all professional jobs in North America will be remote by
the end of 2022 and remote opportunities will continue to increase through 2023.
Remote work is here to stay and must be top of mind when filling roles.
Productivity is far from the only consideration in committing to remote and
hybrid work. Leaders also need to understand how to keep a remote workforce
connected with those still working on-site. Employers that are the most
successful at retaining employees know this must happen digitally. The Inspirus
Connects employee recognition platform offers a number of tools to facilitate a
sense of community among employees, regardless of where they are located. The
platform provides a central hub where employees can learn the latest company
news, receive and share recognition, celebrate milestones and accomplishments,
and connect with team members near and far.
IDENTIFYING EMPLOYEE ENGAGEMENT DRIVERS
What does it take to get (and keep) employees engaged? The short answer is “it
depends” because it varies from one role to the next, from one generation to
another, and from one individual to their colleagues. The longer answer requires
leaders to get to know employees on a deeper level while paying attention to
broader talent trends and attitudes.
“[Compensation] isn’t enough to keep frontline employees,” said McKinsey partner
Annie Valkova. “They have more options. If compensation becomes table stakes,
employees look for all these additional pieces — like well-being and flexibility
— to stay at a job versus go look for a new one.” Smart leaders are
investigating those “additional pieces” and finding that many employees now seek
personal meaning and purpose in work as well as other parts of their lives. HR
leaders and managers must move past a “one size fits all” approach and get to
know their people and what drives them in order to keep them happy and loyal.
Short-term tactics – the ping pong table, the yummy snacks – are not enough to
move the needle. Employees want to be treated as humans, to have a sense of
belonging and to follow a vision that mirrors their values.
Employers that provide tools to connect employees digitally, like on the
Connects employee engagement platform, create a community where employees feel
validated and feel a sense of purpose and belonging. Organizational leaders who
are enlightened about what motivates their employees are seeing the lowest
turnover rates.
STRENGTHENING STRATEGIC THINKING
In recent years, the HR function has steadily grown more strategic, evolving
beyond its initial focus on a more transactional or administrative role. What
we’re seeing now is an even bigger emphasis on strategic thinking across
organizations, and with that, an increased need to teach employees the skills
needed and provide opportunities to exercise those skills. In doing so, leaders
can bolster the health and success of their organization while also developing
leaders of the future.
Consider how this type of initiative fits into your organizational culture and
structure. You could simply add strategic planning to your skill development
programs — or you could take it a step further. Forbes contributor Bill Hall
invites leaders to entertain a ‘strategic thinking boot camp’ for teams. We all
learn how to flex our physical muscles in fitness boot camps, so why not one to
strengthen the brain?
ADDRESSING "QUIET QUITTING"
“Quiet quitting” is a new buzzword for a longtime challenge in the
employer-employee relationship. Referring to the employees who put no more
effort into their jobs than the job description requires, a 2022 Gallup survey
suggested that at least half of the U.S. workforce consists of quiet quitters.
While some news reports frame “quiet quitting” as an employee-driven trend that
employers cannot control, most HR experts agree that “quiet quitting” is a key
indicator of low employee engagement and problems with work culture, which
leaders can absolutely address.
Before you can do that, you have to define what "quiet quitting" means for your
organization and that likely will involve flexibility in some capacity:
* to adopt an employee-centric approach
* to change schedules and work arrangements, and
* to provide a place where employees can support one another.
For a deeper exploration of "quiet quitting" and how you can improve employee
engagement, see trend six: Employee Engagement: It’s Not Just an “HR Thing.
ADDRESSING CULTURE
Unhealthy or toxic work culture is at the root of many of today’s talent-related
challenges. Savvy leaders are looking at culture holistically and approaching
change in a strategic way. This means first getting clear about what kind of
culture you want for your organization and taking an honest look at where you’re
starting. Among the most desirable cultural components today are: a workplace
environment where employees feel they belong, are accepted and valued for who
they are, have the resources and support they need to be engaged, feel
acknowledged for their contributions and accomplishments, and can access
opportunities for career advancement.
Gallup research confirms these priorities, identifying the top three cultural
elements linked with employee engagement: a manager who understands and
motivates employees, employees having a sense of purpose and the opportunity for
growth. These things do not happen by accident and improving culture like this
relies on top leadership to develop clear expectations for managers — and then
holding them accountable for their impacts on company culture.
A positive, inclusive work culture is the key to keeping employees engaged — but
it’s also a driving factor in talent acquisition. A recent survey of nurses by
McKinsey found that those who are considering changing positions prioritized
these five things: safety at work, work/life balance, caring colleagues,
meaningful work, and a flexible work schedule. We’re seeing these same
priorities reflected in other roles and industries, so these should be key areas
of focus for all leaders.
PREPARING FOR THE FUTURE
As long as there are more open jobs than people to fill them, job seekers will
drive the talent market, requiring employers to be more creative and flexible. A
majority (81%) of recruiters say attracting top talent was challenging in 2022,
and this trend is likely to continue for the foreseeable future. This means now
is the time to align your HR policies, programs, and perspectives with the
things that matter most to today’s job seekers and employees so you can attract
and retain top talent.
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BUILD A RESILIENT ORGANIZATION BEFORE IT’S TOO LATE
Companies that stand the test of time are resilient. Like the oldest company in
the world – Kongo Gumi – established in 578 AD, with headquarters in Japan. Or
Inspirus! We’ve been around for over 130 years. We started out as a manufacturer
of symbolic and emblematic awards and have evolved into an employee engagement
service provider as times have changed.
What does it take to remain viable for decades — even centuries? Resilience.
Unfortunately, as we all know, not all companies are resilient. Some learned
this the hard way during the pandemic which challenged companies of all kinds to
be resilient. Some, however, navigated this worldwide upending event
successfully through strong leadership — and resilience.
None of us could have predicted the pandemic. None of us can predict the next
catastrophe that will challenge the success of our businesses. What we can do,
though, is build a foundation based on a strong culture and strong leadership to
help navigate whatever challenges — and leverage whatever opportunities — come
our way.
LEADERS MATTER
An October 2022 CEO Survey indicated that 98% of executives expected a global
recession to come within several months. While there is no sure-fire way to
predict the next economic cycle, high shipping and fuel costs, a tight job
market and rising inflation all point to an economic downturn. Businesses are
operating in a “new normal” and a climate of uncertainty that is prompting them
to systematically change and to, at minimum, be able to sustain.
Leaders matter. That point has been driven home quite compellingly in late 2022
as Elon Musk bought and took the helm at Twitter. His new reign has been
referred to as “the dark side of emotional intelligence” by Inc. Culture
matters.
What does it take to build resilience? These are the trends we’re seeing and
some action areas that C-suite executives and HR leaders can take to build more
resilient companies.
TALENT ACQUISITION
Rapidly rising costs of labor and talent shortages are challenging companies of
all kinds to think differently about talent acquisition — and talent retention.
McKinsey research indicates that talent pools in many industries are drying up
as employees quit to enter other sectors, go after nontraditional opportunities
such as gig-economy work, or leave the workforce altogether.
Shortages of digitally savvy workers are especially acute. In a recent McKinsey
survey, nearly 90% of C-suite executives said they don’t have staff with
adequate digital skills. As technology impacts virtually every aspect of
business interactions these days and fuels innovation and efficiencies, these
skills are a must-have for ensuring resiliency.
In this climate, we also are seeing leading companies strengthening their
workforce by adding recognition and career development to their playbooks. They
recognize the critical value of people — even in a technologically driven
business environment.
DIVERSITY, EQUITY & INCLUSION (DEI)
George Floyd’s murder in 2020 and the resulting and continuing social and
political unrest that followed, brought the importance of diversity, equity, and
inclusion (DEI) to the forefront of business conversations everywhere.
Academic research indicates that organizations with diverse workforces are more
resilient and attribute that to more innovation, a wider range of perspectives
and viewpoints and a broader set of tools to apply to problems. Our findings
support that organizations that are resilient foster a workplace where everyone
feels included and performs at their best. These companies seek out the best
talent and then develop these individuals equitably by upskilling and
reskilling. Succession planning reinforces their long-term commitment to
promoting diversity.
Resilient companies achieve that resilience through the power — and diversity —
of people. Employers should consider how they can build and leverage the
diversity of their employees and leadership bench to drive resilience. Diverse
opinions drive excellence.
HIRING AND ONBOARDING
The pandemic has taught businesses a lot about how to navigate uncertainty — and
challenged many assumptions that had been held for years. Assumptions like: work
needs to be performed by workers who are physically on-site, or that college
degrees are a “must have” for most roles.
Today we’re seeing some organizations changing their requirements for education
and relevant experience and hiring people from unconventional backgrounds — from
other industries, adjacent majors, overlooked colleges and universities — who
are ready and willing to learn.
Also trending is how businesses are streamlining their hiring processes to
improve the employee experience, which starts during the hiring process. You
only get one chance to give a first impression! Hiring and onboarding lay the
foundation for what will hopefully be a long and fruitful relationship — one
that contributes to organizational resilience.
EMPLOYEE ENGAGEMENT INCLUDES WELLNESS
Another trend that we’re seeing is companies recognizing and focusing on
improving employees’ emotional experiences on the job — including wellness — as
critical to retention rates.
Some continue to struggle, though, with adequately engaging employees to keep
them healthy, productive and on board.
McKinsey's survey of managers and employees indicate that employers often fail
to understand just why workers quit. Employers tend to overrate “transactional”
factors such as pay and development and underrate the “relational” elements — a
feeling of being valued by managers and the organization, the companionship of
trusting teammates, a sense of belonging, a flexible work schedule — that
employees say matter most.
Understanding what employees need to thrive is the key to keeping them happy
(and loyal) and was an impetus for our partnership with The Happiness Index. Our
Inspirus Connects employee engagement technology platform now offers a full
suite of diagnostic tools directly within the platform. Each pre-built anonymous
survey uses neuroscience methodology to provide a unique, holistic view of an
organization’s cultural health. Since positive cultural health directly impacts
employee retention, morale and business success, measuring employee feedback
gives organizations the data they need to deliver more effective employee
engagement strategies and build the thriving workplace culture that fuels
business success and drives resiliency.
VISION
Without vision there is no resiliency. Vision is what drives companies forward —
it’s what drives breakthrough thinking, new ideas and actions aligned with
desired direction.
McKinsey research shows that the CEO plays a pivotal role in setting a clear
direction, aligning the organization, managing stakeholders and serving as
“motivator in chief.” The best CEOs act boldly, employ active listening and
empower employees. They’re able to get the most out of their teams, today and
every day. They lead boldly and rally employees behind the future they clearly
see. For more how the C-suite can drive employee engagement, download our eBook:
Employee Engagement for C-Suite Executives: 9 Transformational Insights.
Direct managers may have been the primary motivators for employees in the past.
Today, though, we’re seeing employees looking all the way up the ladder for
motivation and inspiration.
The ability of business leaders to look beyond just solving current challenges,
to anticipate when the storm will clear and convey that long-term vision and
purpose to employees (so they can align and support) is key to transformational
change and resilience. Leaders that build for resilience talk about
“purpose-driven growth” — a concerted focus on critical leadership values,
behaviors and commitments.
VALUE CREATION
The core principles of disciplined value creation — knowing an asset’s intrinsic
value, understanding a company’s competitive advantage and not fearing to take
bold steps — will continue to hold true in 2023.
The “Great Resignation” has made every organization understand the need to value
its employees as an asset, and that without them, they have nothing. Their
employees’ skills, abilities, knowledge and experience are intangible but
invaluable assets that play a critical role in the organization's success or
failure.
Companies that continually focus on their employees will have a competitive
advantage and outperform companies that don’t. They’ll remain resilient
regardless of what new challenges or barriers they may face. They will thrive in
2023 and beyond by developing programs and policies that are centered around
creating an environment that is agile and a workforce that is high-performing
and equipped for change.
Now is the time to make investments in initiatives that will both support
employees and drive business outcomes. That’s how we get to resilience.
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USE EMPLOYEE FEEDBACK TO SHAPE HR STRATEGY
Ignore your employees and they’ll go away. Just ask Elon Musk whose heavy-handed
leadership as he took the helm at Twitter resulted in a mass exodus of employees
— and not just the ones he asked to leave.
If you haven’t asked your employees what’s important to them lately, now is the
time. We see a critical need for organizations to develop ongoing processes for
gathering — and acting on — employee feedback.
It’s no longer simply a “nice to do” — if it ever was — it’s now a need to do.
Employee feedback can help effectively shape HR strategy to drive engagement and
retention.
Data holds the key to driving the kind of business decisions needed to excel in
an increasingly ambiguous and ever changing business environment. Accurately
collecting data and using the intel gathered to identify actionable steps to
make needed improvements can fuel retention, representing the difference between
building a successful and sustainable business and mediocrity.
That’s not just a business cliche. It’s backed by research: companies that seek
and act on feedback from their employees see engagement rates of 80% — compared
to 40% when they fail to do this. Gallup reports that engaged employees are 18%
more productive and that organizations with engaged employees are 23% more
profitable.
Here are the trends we’re seeing in the industry right now among best-in-class
companies that are committed to using employee feedback to shape their HR
strategy.
KEEPING IT TIMELY AND REAL
In the past, collecting feedback from employees was often a long and painful
annual process. The once-a-year annual employee satisfaction (or, renamed in
recent years, the employee engagement) survey was manually administered and
managed. And highly ineffective. Why?
* By the time the data was gathered and the insights analyzed, the results were
dated.
* The relevance of the data was largely skewed by what was top of mind for
employees at the time they took the survey — whether good, or bad.
So, even those organizations committed to taking action based on this annual
feedback were subject to the high potential that the actions taken really had no
relevance in the current environment. In fact, 34% of employees say that their
managers don’t listen when they voice their opinions and point to this as a key
factor in making the decision to leave their jobs.
A better approach and a trend we saw in the latter part of 2022: collecting
employee feedback in real time. If you want to know what’s wrong in your
organization, go right to the source — your people. Give them a voice to provide
honest feedback and you’ll be able to keep your finger on the pulse of culture
in real time, as it happens. But it is critical to do so anonymously, so there
is no fear of repercussions for anything shared.
Connects, Inspirus’ employee engagement platform, integrates Employee Voice
right into the technology. Leaders can get real-time feedback from employees
24/7, so they can address concerns before they become major issues and adjust
their people strategy on the fly.
FOCUSING ON ESSENTIAL METRICS
Sage polled 500 HR and C-suite leaders from high-growth sectors across the
globe, and 59% of them didn’t feel HR was playing a leading role across business
priorities. Only 40% of C-suite leaders said their organization used HR data to
make business decisions. When leaders are presented with data, but don’t
understand the entire landscape or context, interpreting it can be a challenge.
Among best-in-class organizations, we’re seeing a trend in capturing data points
from the different stages of the employee journey and leveraging those metrics
to power business decisions.
USING NEUROSCIENCE
What separates the leaders from the laggards? What we’re seeing is a combined
employee engagement strategy that focuses on both employee engagement and
employee happiness to improve communication with their employees:
* Employee engagement activities focus on the head: they involve the rational
and reflective brain reactions that seek meaning and purpose, clarity and
personal growth.
* Employee happiness focuses on the heart: the instinctive and emotional brain
reactions that seek safety, freedom, knowledge and relationships.
When neuroscience methodology is used, measurement of how your people are
thinking and feeling becomes objective and quite useful. Inspirus is a
trailblazer in this area, with our partnership with The Happiness Index.
RECOGNIZING THE HOLISTIC LANDSCAPE
Typical employee engagement models fail to reflect the entirety of the workplace
culture because they don’t measure the entire landscape. It’s more important
than ever to evaluate the employee experience holistically.
We recommend starting with a baseline survey to assess the cultural health of
your company and then using those results to see what’s going on in every corner
of your organization and in every critical area of impact — from diversity, to
wellness, to values, organizational change, culture and more.
Once you discover where your cultural strengths and weaknesses lie, you can set
out to specifically craft initiatives to enhance those strengths and improve the
areas of weakness.
When you understand what makes employees happy and engaged — what drives them —
you can make the right adjustments that not only improve your cultural health
but send signals to your employees that you hear them and are open to taking
action.
One solution our clients love: the cultural assessment survey integrated within
Connects, in tandem with human insight partner The Happiness Index. It is
administered anonymously, boosting the odds that employees will participate and
be truthful, without fear of repercussions.
Finally, did you know that there is one very simple thing you can do for your
employees that will boost engagement as well as their likelihood of continuing
to provide feedback regularly? Share survey results with them. That has been
shown to increase participation rates for future surveys. And it’s a very
tangible way to show them you heard them and you’re committed to improvement.
Inclusion, transparency, action, and accountability — that’s what it will take
to shape HR strategy in 2023 and beyond. We encourage you to commit to taking a
more broad, encompassing, and ongoing approach to employee feedback. It will
make a difference.
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TREND #4
PRIORITIZE TECH INVESTMENTS TO SPUR INNOVATION
TREND #5
REFRAMING “QUIET-QUITTING” TO TURN DISENGAGED EMPLOYEES INTO ENGAGED SUPERSTARS
TREND #6
EMPLOYEE ENGAGEMENT IS NOT JUST AN “HR THING”
TREND #7
INVEST IN TALENT FOR LONG-TERM VISION, NOT A SHORT-TERM FIX
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Q1!
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