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Inspiring Quotes from Women Leaders Creating a Difference

Sneha Hull | March 8, 2022 | 49 views

“It’s not only about raising ourselves, but also raising other women, because when we rise together, we rise so much higher!”

– Eliza VanCort, Author and Motivational Speaker, Eliza VanCort.

International Women's Day has been celebrated for over a century, with the first gathering held in 1911. Since then, women have proven their worth in virtually every field, from politics to business to academia. Today’s women are striving to uplift other women, are brands in themselves, and are breaking barriers in their personal and professional lives. This year’s International Women’s Day campaign theme #BreakTheBias promotes and glorifies this change.

On this International Women's Day, we have compiled inspiring quotes from women leaders we've had the pleasure of communicating with. Take a minute to celebrate their achievements and contributions to their industry.

Foster Connections and Build Trust

“When we create a positive experience that fosters connection and builds trust, we increase the probability of a future business transaction.”

– Carrie Missele, Director, Inspirant Group.

Gain Knowledge from Peers

“Professionals (especially young professionals) gain a vast majority of their knowledge from their peers - watching, listening, asking questions, and building relationships with others.”

– Amber Vanderburg, Founder, The Pathways Group.

Boldly Communicate Value

“Communicating value is especially important for an agency because agencies are in the ideas business. Ideas are abstract and abstract things are difficult to value.”

– Jody Sutter, Founder, The Sutter Company.

Analyze to Stay Competitive

“The most essential way to stay competitive is to continuously analyze for product-market fit.”

– Julia Markish, Director, Advisory Services at Lattice

Spotlight

ETONIEN

With a special focus on Interim CFO and Controller services, ETONIEN provides Project, Interim and Interim to hire resources in Accounting, Finance, Tax, Treasury, Financial System Solutions, and Internal Audit. ETONIEN offers experienced finance and accounting consultants to companies seeking assistance on a project, interim or interim-to-hire assignments. ETONIEN is founded on the basic principle of providing highly qualified professionals to clientele who require immediate response. ETONIEN also provides its employees - both internally and market facing - an opportunity to work with diverse organizations by applying their skills to effect change.

OTHER ARTICLES
DIVERSITY AND INCLUSION

HR Compliance: Get Back to Basics During the Great Reset

Article | February 24, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Read More
DIVERSITY AND INCLUSION

What Unconventional People Analytics Looks Like?

Article | November 12, 2021

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
DIVERSITY AND INCLUSION

Purposeful Employee Well-being: Making Data-based Decisions

Article | July 5, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

Read More
DIVERSITY AND INCLUSION

6 Powerful Ways to Promote Workplace Diversity and Inclusion

Article | February 24, 2022

We hear the term “getting back to basics” quite often and we’re hearing it a lot lately. Regular readers of HR Bartender know that I’m a fan of consulting the dictionary, so I did a quick search to see what “getting back to basics” means. The Collins Dictionary defines it as “concentrating on simple, important ideas or activities.”Getting back to basics can be an opportunity to refocus and streamline. It can be ways to deliver great work with fewer steps. To become more proactive, especially if the organization feels they have been very reactive lately. Getting back to basics can help us spend time on things that are directly aligned with the business. The reason I’m bringing this up is because now is a great time to evaluate HR compliance processes. If we step back for a second, let’s look at what’s going on right now. From a business perspective, organizations are redefining the customer experience. I’m not saying that’s bad. But companies are trying to set new expectations with customers. I’m hearing an increasing number of people talk about spending some or all their time back in the office. Even employees who are 100% remote are talking about going in for special company events. So not only are companies setting new expectations with customers, but they’re setting new expectations with employees. While we’re going through this reset, it only makes sense to examine the way we’re doing things in HR.

Read More
DIVERSITY AND INCLUSION

How to Make it Work When Company Culture Goes Nomad

Article | November 12, 2021

HR analytics was first conceptualized in 1911 in the book ‘The Principles of Scientific Management’ by Frederick Taylor. Since then, it has become a prominent aspect of people management. Its application in performance optimization, employee retention and employee engagement is unprecedented. However, HR analytics has contributed in a multitude of ways to improving decision-making. Its scope is expanding and spilling into other areas of business. Many organizations are uncovering ways to use their people insights to inform decisions that have nothing to do with hiring. Applying HR Analytics to Identify a New Office Location The tech giant Cisco demonstrated that the use of people analytics can take many different shapes and forms. The company used data to guide its decision on choosing a new office building location, optimize space and build a positive culture right off the bat. Powered by the company’s data from across its 266 offices in 87 countries, the people analytics team got into action to identify usage rates and costs in the organizations. The team took into consideration the neighbourhood and community around them to assess the business outcomes. The team went over and above to examine the availability of talent from nearby universities in relation to the areas their competitors served. Predicting ROI on an Apprenticeship Training Program Multinational energy provider, SSE, deployed an in-depth analysis of their trained apprenticeship program to calculate ROI. It not only enabled the company to make a business case for its apprenticeship program to senior management but also see the true value of its initiatives through a financial lens. SSE discovered that every £1 invested collectively by the individual, society, and employer in a fully trained apprenticeship yields a return of £4.29 to the economy. Making Diversity More Than Just a Buzzword The carpool service, BlaBlaCar, used data analytics in HR to review job applications that were comprised of biased language and messaging. The company also structured its interviews in a way that was inclusive, a tactic that helped them convert candidates into employees and increase the diversity on their teams. London-based survey company Saberr employed HR analytics to explore candidates’ behavioral compatibility, core values, and diversity to identify if a candidate will feel welcome in an organization and the strength of their interpersonal relationships. Beyond the Hiring Horizon A 2019 study by Chalutz Ben-Gal discovered that recruitment and workforce planning are the two areas of HR that yielded the highest returns. By using data to fuel insights outside of hiring and people management, some organizations are demonstrating the innovative ways that HR analytics can power business outcomes. Whether to pinpoint a new regional office, assessing investment decisions or spearheading diversity and inclusion, leveraging people analytics is a matter of thinking outside the proverbial box and maximizing the combined power of people and their behaviors to drive innovation.

Read More
DIVERSITY AND INCLUSION

Silent Meetings: A New Trend or Inclusivity at its Finest?

Article | July 5, 2022

The pandemic uncovered several insights into the significance and connection between health, wellbeing, and productivity at work. Whether you work from home or in an office, without employee well-being, there is no organizational resilience. HR leaders are recognizing this bare truth and are focusing on more than just physical health. There is a push to promote holistic wellness, which includes physical, mental, social, financial, and psychological well-being. Employee Well-Being and the Modern Organization Studies have proved that employee well-being has a direct impact on revenue and profitability. It affects the overall employee morale, productivity, and employee experience. Focusing on employee well-being leads to a 41% drop in absenteeism, as well as more innovation, better retention, and lower healthcare costs. As workplaces have undergone much transformation in recent years, employees’ expectations from a health and wellness perspective have taken on a new shape. Forward-looking organizations are committing to developing meaningful initiatives that foster well-being in the workplace. Organizations do not intend to stop providing health coverage and benefits. They are proactively infusing well-being into the work culture, employee experience, and career growth as these factors are most likely to take precedence in the near future. In fact, according to a study by TeamStage, 78% of employees were more likely to continue working because they liked the benefits. In this context, data and a handful of key metrics will set the tone for HR professionals to deliver more value to their employees. Mapping the Metrics That Matter So what metrics will play a key role in bringing modern, employee-oriented wellness and health programs? According to a Paycor survey, 17% of HR professionals were able to provide a concrete response to changing their approach to well-being in 2022. Some initiatives include: Mental health awareness and training Discount on mental health apps Virtual exercise programs A 24/7 support helpline Employee Assistance Program (EAP) The first viable option is to implement a meaningful way to measure employee happiness in the workplace. For instance, international electronics giant Hitachi used wearable devices to monitor a range of activities, including sitting, standing, talking, and even typing, to create a measuring algorithm. Hitachi identified and pre-empted stressors and health concerns in the workplace by offering corresponding benefits. However, implementing benefits isn’t enough. Many employers are calculating employee interaction with their wellness offering through online portals. This key metric is used to determine whether or not employees are making the most of their benefits. In turn, this demonstrates their engagement levels with the company. Parting Words As the work landscape has shifted from the office to homes and job markets have become more volatile; stress, anxiety, and mental illnesses are mainstays of employee concerns. The pandemic underlined the importance of having a robust grip on employee well-being for organizations to be able to survive such drastic transformations. However, employee wellness has proven to be a cornerstone of sustainability and resilience all along. Organizations that hope to thrive and grow well into the future will need to highlight employee well-being as an integral part of their workforce strategy.

Read More
RECRUITMENT & RETENTION

How SMBs Can Configure a Revenue-Generating Recruitment Tech Stack

Article | May 12, 2022

Assembling a winning recruitment tech stack is much like recruiting the right candidate. You’re bound to find people who match some of your requirements. There will be a few candidates who seem like a match but don’t tick every box. Then there are those that stand out because of a single quality. The recruitment tech stack has long served the HR departments in large organizations to streamline their people management. However, for small businesses, using an HR tech stack can be a big decision. According to a study by Goldman Sachs, 44% of small businesses had only three months of cash reserves during the pandemic. This forced them to be smarter with their resources when it comes to staffing. HR Recruitment Tech Stack for SMBs: The Status Quo Considering how HR as a department can be loaded with work in small and medium-sized organizations, it is imperative to have a tech stack that is well-rounded and cost-efficient. Since 2022, small businesses have faced the brunt of a talent shortage during the Great Resignation. “It's about capitalizing on the tailwinds as the economy heals and fully reopens.” Courtny Cloeter, Chief Revenue Officer at OneSource Virtual Talk about the great resignation, retention problems, and underfunctioning tech stacks. A National Federation of Independent Business report found that over 51% of small businesses couldn’t fill all their job openings in October 2021. According to Oracle’s report on the state of HR tech stack in 2020, HR managers of only 33% of small businesses consider HR tech stack as one of their top three issues. In addition, only 31% of small business HR teams report automating their people management processes. This leaves a lot on the table for SMBs who want to get the most bang for their buck. How HR in SMB’s Can Use Recruitment Technology to Improve Profitability SMBs that currently have a non-existent HR tech stack can look forward to gaining immediate benefits. According to Oracle’s report, 66% of SMBs reported seeing a significant improvement in efficiency. But efficiency is just the first step. In the age of talent shortages, remote workplaces, and mass resignations, SMBs can leverage a tech stack or tech recruiting platform to develop a winning hiring strategy. Let’s discover some of the benefits that could do wonders for the growth and revenue of SMBs. Attract Top Talent It goes without saying that quality workers benefit an organization much more than average workers. But the contrast between the two can mean either savings or a loss of thousands of dollars for small businesses. A McKinsey study reveals that in low-complexity jobs, high performers are 50% more productive, while the difference is 800% for high-complexity jobs. Developing a robust recruitment technology stack can drive high-qualified candidates faster to SMBs. Improve Employee Experience Hiring top talent is just the beginning. You need to retain that talent to save on hiring costs. That’s where employee experience comes in. A case study by Great Place to Work demonstrates how essential employee experience is. Brains on Fire, a creative agency, used employee surveys to increase their engagement score from 74% to 92% in just two years. Armed with the data from the survey, the small business refined its hiring process and boosted trust and engagement exponentially. SMBs will benefit greatly from a tech recruiting platform that includes engagement initiatives in its stack. Increase Productivity Increased productivity means higher revenue. In fact, Harvard Business Review reports that organizations that report 40% more productivity than average also have a 30–50% higher operating margin. That makes a massive difference for small and medium-sized organizations. How SMBs Are Using Recruitment Technology to Overcome Talent Shortages Recruitment Marketing The battle for qualified candidates starts way before a job application comes in. Many small businesses are making inroads into quality talent pools with recruitment marketing. For instance, many recruitment marketing tools allow organizations to instantly advertise on premier job sites. This saves time and helps SMB HR teams reach more candidates faster. Recruitment marketing tools are critical in the HR toolkit of SMBs. AI in Recruitment Tech Stack AI is a cross-functional technology in HR processes. With AI in recruitment, small businesses can maximize both time and resources to automate areas of hiring, candidate screening, interview scheduling and performance management. Data analytics can help uncover crucial insights into challenges, which can then be addressed with AI-based HR solutions. Conclusion: What Can Small Businesses Anticipate in the Future of Recruitment Technology? With technology recruitment, small businesses learn to tackle everything from hiring talent, managing performance and productivity, and shaping employee engagement. With technology, recruitment becomes more functional, performance-driven, and efficient. Small businesses can script tailored HR strategies that get the most out of their resources and deliver impressive results like it did for Brains on Fire. As SMBs continue to adopt modern tech recruiting platforms as their go-to HR management solution, they can shift their efforts towards strategic scaling. With a recruitment tech stack that scales with growing businesses, SMBs can sit back and focus on what matters: driving revenue. Frequently Asked Questions What are the technologies used in a tech recruiting platform? Some of the technologies used to leverage recruiting platforms include artificial intelligence, applicant screening and tracking, recruitment CRM tools, video interviewing tools, and training platforms. Is recruitment CRM a part of a modern recruitment tech stack? Yes. Recruitment Candidate Relationship Management (CRM) is used as part of the hiring process. It is used to manage all aspects of staffing and recruitment. It helps to build relationships with the talent pool and create a seamless hiring process. What are the must-haves in a recruitment technology stack? The must-haves of a recruitment stack are employee referral tools, email automation, video interviewing, CRM, social media automation, and job posting.

Read More
MORE ARTICLES

Spotlight

ETONIEN

With a special focus on Interim CFO and Controller services, ETONIEN provides Project, Interim and Interim to hire resources in Accounting, Finance, Tax, Treasury, Financial System Solutions, and Internal Audit. ETONIEN offers experienced finance and accounting consultants to companies seeking assistance on a project, interim or interim-to-hire assignments. ETONIEN is founded on the basic principle of providing highly qualified professionals to clientele who require immediate response. ETONIEN also provides its employees - both internally and market facing - an opportunity to work with diverse organizations by applying their skills to effect change.

Related News

HR PRACTICE,EMPLOYEE ENGAGEMENT

Eden Launches Performance Management Product to Make Reviews and Feedback Processes Simpler and More Engaging

Eden | August 08, 2022

Eden, the all-in-one people operations platform for employee-centric companies, today announced the launch of its People Success suite of tools with its new Performance Management product. The launch marks the expansion of Eden's product suite beyond hybrid workplace tools, enabling Eden to be the first software vendor that helps companies manage both their workforce and workplace. With 40% of workers disengaging when they receive little to no feedback, performance management is a critical process for any high performance organization. Consistent feedback and reflection help employees hone in on their strengths, understand their areas for growth, improve at their current role, and create a compelling vision for their careers. Companies that have continuous performance processes are 44% better at retaining talent, but managing the performance review process is one of the most challenging and time-consuming parts of the job for HR teams. Eden's Performance Management product makes these feedback cycles simple and easy for everyone involved – from people teams and managers to employees. "Providing opportunities for structured personal and professional growth is critical to the success of any high-performance organization, Eden's Performance Management product enables modern companies to empower their team members' growth through feedback and self-reflection, unlocking the potential of people and organizations." -Joe Du Bey, co-founder and CEO of Eden Eden's Performance Management solution will simplify the feedback cycles and processes for all stakeholders involved, including: HR and people teams, who can set up new review cycles through Eden's Performance Management product, customize questions and processes, view employee analytics, and maintain historical performance data to analyze trends across the organization. Managers, who can leverage the solution to assign peer reviews to employees at all levels and monitor team performance. Employees, who are able to use Eden's solution to complete their self-assessments, view their feedback, goals and areas of improvement, and provide feedback to their peers. Whether it's creating and distributing performance reviews, effectively measuring employees' progress against their individual goals, or arming managers with the tools they need to improve their employees' performance, Eden's Performance Management software ensures that companies have the right technology in place to prioritize their people and scale their HR processes. The future of work is employee-centric, In order to achieve high performance, organizations need to prioritize and care for their employees and provide them with the tools and opportunities they need to succeed at their current jobs and broader careers. Eden's Performance Management product will help high-growth companies be exceptional places to work,said Du Bey. Performance Management is the first product in Eden's People Success suite of software. In addition to its new People Success suite, Eden offers a Flexible Office suite of tools, which includes Desk Booking, Visitor Management, Room Scheduling, COVID Team Safety, and Internal Ticketing and Deliveries. About Eden Eden is the all-in-one people operations platform that helps your team work wonders. With its People Success suite, Eden makes it easier for your team to conduct performance management in an employee-centric way. With its Flexible Office suite, Eden ensures your company can run a high-performance hybrid workplace with tools that include desk booking, conference room scheduling, visitor management, deliveries notifications, and more. Eden is based in San Francisco and New York, and investors include Y Combinator Continuity, Bessemer Venture Partners, Fifth Wall, S28 Capital, JLL, ENIAC, SV Angel, and more. Eden's mission is to create a better place to work, for everyone.

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HR PRACTICE

Gainwell Technologies Wins Comparably Awards for “Best CEOs for Women” and “Best Leadership Teams”

Gainwell Technologies | August 09, 2022

Gainwell Technologies (Gainwell), a leading provider of technology solutions for health and human service programs, today announced that it is the recipient of two Comparably Awards for “Best CEOs for Women” and “Best Leadership Team,” based on data compiled from more than 15 million ratings across 70,000 companies. “At Gainwell, we strive to create a diverse and inclusive culture. These two Comparably Awards recognize our deep commitment in these areas and celebrate our accomplishments to date, We’re proud to say that 52 percent of the employees at Gainwell are women, and we have a significant number of women in leadership as well.” -Paul Saleh, Chief Executive Officer at Gainwell Comparably Awards celebrate the companies and leaders deemed as the most exceptional in 16 categories during a 12-month period by those who know them best – the employees. These awards are based entirely on anonymous employee feedback in nearly 20 core culture metrics, ranging from leadership and work environment to compensation and overall organizational outlook. We recognize it is the feedback of our staff that determined our recognition, and we take pride in the knowledge that we have been able to create an unmatched employee experience for them, We will continue to make Gainwell the best it can be for all our people,added Saleh. Gainwell was also recognized for “Best HR Team” and “Best Places to Work in Washington DC” by Comparably in 2022. The team is actively recruiting for a wide range of opportunities available across the country. Gainwell Technologies LLC Gainwell Technologies is the leading provider of technology solutions that are vital to the administration and operations of health and human services programs. With more than 50 years of proven experience, Gainwell has a reputation for service excellence and unparalleled industry expertise. We offer clients scalable and flexible solutions for their most complex challenges. These capabilities make us a trusted partner for organizations seeking reliability, innovation and transformational outcomes.

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DIVERSITY AND INCLUSION

Enterprise Organizations Drive DE&I Engagement with New ERG Tools from WeSpire

WeSpire | May 26, 2022

WeSpire, a frontrunner in employee experience solutions for ESG programs, unveiled its newest employee research group (ERG) management tool. The new solution is an exhaustive offering that deliver a 360-degree view of the workforce to organizations. It enables them to bolster their organizational diversity, equity, and inclusivity quotients. “With a truly global workforce where over 95% of employees have the option to work remotely, we’ve invested in modernized technology to drive meaningful connections between our employees, effectively rolling out WeSpire’s tools has enabled us to tie the growth of our ERGs - which now serve thousands of Akamai employees - to broader company inclusion, diversity, and employee engagement goals.” -Khalil Smith, Vice President, Inclusion, Diversity, and Engagement at Akamai Technologies The WeSpire platform’s ERG management tool will enable organizations to: Boost internal communications and respond to employee ideas, feedback, and needs Equip ERG leaders to share resources with teams, promote targeted activities and access a suite of ready-to-launch events and initiatives Discover insights into vital human resource issues and collect HR data for future decision-making “To attract and retain the high level of talent required to fuel our growth strategy, we needed to accelerate our digital transformation and ensure we’re delivering what today’s employees expect in the workplace, especially from a large company. The power of WeSpire’s software has enabled us to evolve and modernize our CSR strategy by empowering ERG champions to easily run programs and events that improve company culture and employee retention.” Global healthcare provider, Sanofi, generated impressive value with the engagement tools through its freshly launched ERG initiatives. -Paula Bulcao, Director, Global Public Affairs, at Eastman, a global specialty chemical company. “Cultivating an inclusive culture is no longer a nice to have for companies – it’s a requirement, We’re providing companies with the digital tools and resources to reduce the administrative load of managing their groups and communities while meeting employee passions. When ERGs are designed, implemented, and measured effectively and aligned with a company’s mission and values, they can be transformative in driving belonging and enhancing the strategic benefits of diversity in the workplace.” -Susan Hunt Stevens, Founder & CEO, WeSpire.

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HR PRACTICE,EMPLOYEE ENGAGEMENT

Eden Launches Performance Management Product to Make Reviews and Feedback Processes Simpler and More Engaging

Eden | August 08, 2022

Eden, the all-in-one people operations platform for employee-centric companies, today announced the launch of its People Success suite of tools with its new Performance Management product. The launch marks the expansion of Eden's product suite beyond hybrid workplace tools, enabling Eden to be the first software vendor that helps companies manage both their workforce and workplace. With 40% of workers disengaging when they receive little to no feedback, performance management is a critical process for any high performance organization. Consistent feedback and reflection help employees hone in on their strengths, understand their areas for growth, improve at their current role, and create a compelling vision for their careers. Companies that have continuous performance processes are 44% better at retaining talent, but managing the performance review process is one of the most challenging and time-consuming parts of the job for HR teams. Eden's Performance Management product makes these feedback cycles simple and easy for everyone involved – from people teams and managers to employees. "Providing opportunities for structured personal and professional growth is critical to the success of any high-performance organization, Eden's Performance Management product enables modern companies to empower their team members' growth through feedback and self-reflection, unlocking the potential of people and organizations." -Joe Du Bey, co-founder and CEO of Eden Eden's Performance Management solution will simplify the feedback cycles and processes for all stakeholders involved, including: HR and people teams, who can set up new review cycles through Eden's Performance Management product, customize questions and processes, view employee analytics, and maintain historical performance data to analyze trends across the organization. Managers, who can leverage the solution to assign peer reviews to employees at all levels and monitor team performance. Employees, who are able to use Eden's solution to complete their self-assessments, view their feedback, goals and areas of improvement, and provide feedback to their peers. Whether it's creating and distributing performance reviews, effectively measuring employees' progress against their individual goals, or arming managers with the tools they need to improve their employees' performance, Eden's Performance Management software ensures that companies have the right technology in place to prioritize their people and scale their HR processes. The future of work is employee-centric, In order to achieve high performance, organizations need to prioritize and care for their employees and provide them with the tools and opportunities they need to succeed at their current jobs and broader careers. Eden's Performance Management product will help high-growth companies be exceptional places to work,said Du Bey. Performance Management is the first product in Eden's People Success suite of software. In addition to its new People Success suite, Eden offers a Flexible Office suite of tools, which includes Desk Booking, Visitor Management, Room Scheduling, COVID Team Safety, and Internal Ticketing and Deliveries. About Eden Eden is the all-in-one people operations platform that helps your team work wonders. With its People Success suite, Eden makes it easier for your team to conduct performance management in an employee-centric way. With its Flexible Office suite, Eden ensures your company can run a high-performance hybrid workplace with tools that include desk booking, conference room scheduling, visitor management, deliveries notifications, and more. Eden is based in San Francisco and New York, and investors include Y Combinator Continuity, Bessemer Venture Partners, Fifth Wall, S28 Capital, JLL, ENIAC, SV Angel, and more. Eden's mission is to create a better place to work, for everyone.

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HR PRACTICE

Gainwell Technologies Wins Comparably Awards for “Best CEOs for Women” and “Best Leadership Teams”

Gainwell Technologies | August 09, 2022

Gainwell Technologies (Gainwell), a leading provider of technology solutions for health and human service programs, today announced that it is the recipient of two Comparably Awards for “Best CEOs for Women” and “Best Leadership Team,” based on data compiled from more than 15 million ratings across 70,000 companies. “At Gainwell, we strive to create a diverse and inclusive culture. These two Comparably Awards recognize our deep commitment in these areas and celebrate our accomplishments to date, We’re proud to say that 52 percent of the employees at Gainwell are women, and we have a significant number of women in leadership as well.” -Paul Saleh, Chief Executive Officer at Gainwell Comparably Awards celebrate the companies and leaders deemed as the most exceptional in 16 categories during a 12-month period by those who know them best – the employees. These awards are based entirely on anonymous employee feedback in nearly 20 core culture metrics, ranging from leadership and work environment to compensation and overall organizational outlook. We recognize it is the feedback of our staff that determined our recognition, and we take pride in the knowledge that we have been able to create an unmatched employee experience for them, We will continue to make Gainwell the best it can be for all our people,added Saleh. Gainwell was also recognized for “Best HR Team” and “Best Places to Work in Washington DC” by Comparably in 2022. The team is actively recruiting for a wide range of opportunities available across the country. Gainwell Technologies LLC Gainwell Technologies is the leading provider of technology solutions that are vital to the administration and operations of health and human services programs. With more than 50 years of proven experience, Gainwell has a reputation for service excellence and unparalleled industry expertise. We offer clients scalable and flexible solutions for their most complex challenges. These capabilities make us a trusted partner for organizations seeking reliability, innovation and transformational outcomes.

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DIVERSITY AND INCLUSION

Enterprise Organizations Drive DE&I Engagement with New ERG Tools from WeSpire

WeSpire | May 26, 2022

WeSpire, a frontrunner in employee experience solutions for ESG programs, unveiled its newest employee research group (ERG) management tool. The new solution is an exhaustive offering that deliver a 360-degree view of the workforce to organizations. It enables them to bolster their organizational diversity, equity, and inclusivity quotients. “With a truly global workforce where over 95% of employees have the option to work remotely, we’ve invested in modernized technology to drive meaningful connections between our employees, effectively rolling out WeSpire’s tools has enabled us to tie the growth of our ERGs - which now serve thousands of Akamai employees - to broader company inclusion, diversity, and employee engagement goals.” -Khalil Smith, Vice President, Inclusion, Diversity, and Engagement at Akamai Technologies The WeSpire platform’s ERG management tool will enable organizations to: Boost internal communications and respond to employee ideas, feedback, and needs Equip ERG leaders to share resources with teams, promote targeted activities and access a suite of ready-to-launch events and initiatives Discover insights into vital human resource issues and collect HR data for future decision-making “To attract and retain the high level of talent required to fuel our growth strategy, we needed to accelerate our digital transformation and ensure we’re delivering what today’s employees expect in the workplace, especially from a large company. The power of WeSpire’s software has enabled us to evolve and modernize our CSR strategy by empowering ERG champions to easily run programs and events that improve company culture and employee retention.” Global healthcare provider, Sanofi, generated impressive value with the engagement tools through its freshly launched ERG initiatives. -Paula Bulcao, Director, Global Public Affairs, at Eastman, a global specialty chemical company. “Cultivating an inclusive culture is no longer a nice to have for companies – it’s a requirement, We’re providing companies with the digital tools and resources to reduce the administrative load of managing their groups and communities while meeting employee passions. When ERGs are designed, implemented, and measured effectively and aligned with a company’s mission and values, they can be transformative in driving belonging and enhancing the strategic benefits of diversity in the workplace.” -Susan Hunt Stevens, Founder & CEO, WeSpire.

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Events