Employee Experience

HR doesn’t need more dashboards. It needs better listening. Most people teams measure what’s easy…like engagement scores or turnover. But the best teams? They build feedback loops that help them predict problems, not just react to them. This post gives you 11 of the most useful, often-overlooked loops you can implement across the employee lifecycle: 🟢 Week 2 new hire check-ins (capture early impressions) 🟠 Post-interview surveys (from both sides) 🔵 Onboarding reviews (day 90 is your goldmine) 🟡 Skip-level 1:1s (cross-level truth-telling) 🟣 Quarterly team health check-ins (lightweight, manager-led) …and 7 more. 📌 Save this if: • You’re building a modern HR function • You want fewer “We should’ve seen this coming” moments • You believe listening is strategy Which feedback loop is missing in your company?

In 2022, I predicted that by 2025, 60% of enterprises would actively foster socialization to combat chronic loneliness and social isolation exacerbated by digital technology. How has loneliness progressed? 🔍 Here's a snapshot according to Gallup's Global Workplace 2024 Report : 🌐 Globally, 1 in 5 employees report experiencing loneliness frequently, with those under 35 and fully remote workers most impacted. 😔 62% of employees are not engaged, while 15% are actively disengaged. 🆘 58% of employees feel they are struggling in life, with only 34% considering themselves thriving. ⚠️ 41% experience "a lot of daily stress." Loneliness and disconnection are silent problems — they often manifest as apathy, disengagement, or learned helplessness at work. So, what can we do to help? 💡 Steps to Consider: -Create a Support Network: Identify your team’s needs and implement channels to address them, such as employee assistance programs, financial planning tools, family assistance, buddy systems, communities, and ERGs. -Rethink the Work Environment: Co-design spaces for deeper relationships by mapping the employee experience and identifying changes in physical spaces, inclusive technology, and management practices. -Redesign Teams: Foster interdependence with collaboration platforms like fusion teams, cross-functional mentoring, and shadowing for problem-solving. - Recognize and Incentivize Goodwill: Acknowledge efforts with peer recognition/gratitude programs, making support visible to all. Implement an Inclusion Index: Measure fair treatment, collaboration, psychological safety, trust, belonging, diversity, and integration of differences through various feedback methods. - Train Managers: Provide managers with guidelines on the expected level of involvement in employee well-being. Train them in handling sensitive conversations, building personal connections, and evaluating mental health on a spectrum. Managers account for 70% of the variance in team employee engagement. Let's address these silent issues head-on and create a more connected and supportive workplace! 💪✨ #WorkplaceWellness #EmployeeEngagement #Inclusion #MentalHealth #FutureOfWork #Leadership #TeamBuilding For data see: Gallup's State of the Global Workforce Report https://lnkd.in/ecj8KUuw

The first time I presented a data-driven HR strategy to the board… They didn’t ask about culture. They didn’t ask about performance reviews. They asked: “How does this move the business?” That moment shifted my mindset forever. As HR leaders, we often talk about engagement, inclusion, and retention. But unless we connect people to performance, it’s all just noise. That’s where HR metrics come in. Not dashboards for vanity. Not numbers for compliance. But people data that drives real business decisions. Here are the 10 essential HR metrics every strategic HR leader must watch: ✅ Headcount – Are we staffed to meet strategic goals? ✅ Turnover – Are we leaking talent, and what’s it costing us? ✅ Diversity – Are we building inclusive teams that attract top talent? ✅ Total Cost of Workforce – Are we balancing efficiency with value? ✅ Compensation – Are we aligned with market realities and internal equity? ✅ Spans & Layers – Are we structured for agility or buried in hierarchy? ✅ Engagement – Are our people emotionally invested in our mission? ✅ Talent Acquisition – Are we hiring right—or just hiring fast? ✅ Learning – Are we preparing for the skills of tomorrow? ✅ Workforce Planning – Are we ready for what’s next? I’ve used these metrics to launch cultural transformations, align HR with corporate governance, and deliver real ROI—not just HR wins, but business wins. Because here’s what I’ve learned: 👉 You can’t improve what you don’t measure. 👉 You can’t lead without insight. 👉 And you can’t expect impact without alignment. If HR wants a seat at the strategy table, we need to speak the language of metrics. Because in today’s world, the most human organizations… are the ones who understand their people through data. #PeopleAnalytics #HRStrategy #DataDrivenHR #HRMetrics #FutureOfWork #BusinessImpact

If traditional organisation models are challenging, what other options are there? One theoretically appealing model is to remove all hierarchies and create autonomous circles, where teams operate independently with decision-making power. This approach aims to promote agility, ownership, and faster problem-solving by removing layers of approval and empowering people to act. One champion of this model was Zappos, which implemented Holacracy, eliminating traditional management roles in favour of self-governed circles. CEO Tony Hsieh was so committed to this system that, in 2015, he gave employees the choice: adapt to the new structure or take a severance package. About 14% of the workforce chose to leave, demonstrating the difficulty of such a radical shift . After encountering challenges with Holacracy, Zappos adapted by introducing Market-Based Dynamics in 2017, where teams acted as microenterprises with their own P&L responsibilities, encouraging a focus on customer needs. This shift was designed to balance autonomy with accountability, ensuring teams had the freedom to operate while remaining aligned with broader company goals . The Zappos experience highlights that while the concept of circles and self-management can sound ideal, it requires careful consideration. Without clear direction, some employees may feel lost, and the model can create confusion. This raises important questions: - Does everyone in your organisation have the skills and mindset needed for this level of autonomy? - How will you ensure alignment and accountability without traditional management roles? - What support systems will you put in place to prevent chaos or burnout? Zappos’s performance over the past decade has been reasonable but not stellar. Its steady growth suggests that it remains uncertain whether the company’s performance is because of—or in spite of—its unconventional organisational model . What other ways are there to create autonomy without dismantling structure entirely? #organisation #operatingmodel #organizationdesign Enjoyed this? ♻️ Share it and follow Holly Joint for insights on strategy, leadership, culture, and women in a tech-driven future. 🙌🏻

77% of people say culture affects job performance. The other 23% don't know it does. Here's why: Imagine spending your day in a place where you feel: • Isolated • Invisible • Unheard • Stressed • Powerless • Controlled • Intimidated • Overworked • Out of place • Disrespected • Unappreciated • Micromanaged Not fun, right? Now imagine a workplace where you feel: • Appreciated • Empowered • Connected • Respected • Supported • Motivated • Confident • Inspired • Trusted • Valued • Heard • Safe That's the power of culture. Culture is more than just values or rules. ➟ It's how people treat one another. ➟ It's the feeling you get at work every day. ➟ It's what makes you want to go to work (or not). But why does it matter so much? Because a great culture leads to happier employees. And happy employees are more motivated. ✅ They care more about the work they do. ✅ They're more creative and innovative. ✅ They take better care of customers. ✅ They stay with the company longer. Leaders, listen up! You are the cultivators of culture. You set the tone with your: ➡️ Words ➡️ Actions ➡️ Example And, with what you tolerate 👀. Want to boost performance? Have happier, more motivated employees? Start by nurturing a culture where everyone can feel: • Supported • Included • Trusted • Valued Here's how: 1. Listen More Ask for feedback and act on it. 2. Build Trust Be transparent. Keep promises. Trust your team. 3. Recognize Efforts Say "thank you." Celebrate wins, big and small. 4. Support Growth Offer training. Help with career paths. Let people grow. 5. Prioritize Well-Being Offer flexible hours. Make sure they don't burn out. 6. Encourage Collaboration Create a sense of community where everyone belongs. 7. Lead by Example Be kind. Be fair. Be honest. With these steps, you can transform your workplace. Or protect the great culture you already have. It's not just good for your people. It's good for your business, too. Culture matters. Make yours count. Have you seen culture affect job performance? Share in the comments below. P.S. Agree? Repost to share this with your network ♻️. And follow Justin Wright for more posts like this. Want a high-res PDF of this infographic? Get it free: BrillianceBrief.com

In a CULTURE of continuous feedback, people aren’t just "allowed" to give feedback; they’re actively encouraged to. It's where feedback isn’t reserved for formal reviews or the occasional meeting; it’s a natural part of daily work. A true CULTURE of continuous feedback means that: ✳️ People share ideas freely, knowing their thoughts are valued. ✳️ Teams regularly check in to discuss what’s going well and where things might need adjustment. ✳️ Leaders and managers seek feedback as much as they give it, showing that everyone’s input matters. ✳️ Constructive criticism is welcomed, and people see it as an opportunity to make things better, not as a judgment on them. If this all sounds very different to your existing culture- here's a few things you can try: ✔️ Set up Regular Check-Ins (Daily huddles, 1:1 coaching sessions and weekly meetings provide the necessary space for people to share their ideas, address challenges, and offer suggestions for improvement. ✔️ Create Feedback Channels: While direct feedback is a sign of a healthy feedback culture, there will always be people who don't like to speak up about how they feel so give people multiple ways to share feedback e.g. through suggestion boxes (physical or digital) or anonymous surveys. ✔️ Lead by Example: Simple- Ask for feedback on your own performance or decisions. If you struggle with this, you need a coach!! ✔️ Encourage Real-Time Feedback: Encourage people to give feedback in the moment rather than waiting for formal reviews or structured meetings. If someone spots an improvement opportunity during a task, they should feel free to speak up right then. ✔️ Recognize and Act on Feedback: Feedback culture only works if people see that their input leads to real change. Yesterday, we talked about recognizing the real experts—the people who do the work. In a feedback culture, this means actively listening to those insights and implementing changes based on what people who carry out the process are seeing and experiencing. They know better than anyone how things really work and where the bottlenecks lie. 💡 This culture isn't built overnight but it's entirely possible to build over time, once leaders are open to their own development and willing to make changes in their own behaviours first! #feedback #feedbackculture #leadership #continuousimprovement #lean #leanmanagement

CSR in India has come a long way. From a legal requirement to a leadership priority, we’ve seen incredible strides — in sustainability, inclusion, education, and more. The reports are getting sharper. The intent is clearer. The impact is growing. But here’s what I’ve also seen, as the founder of U&I: Behind every well-executed CSR initiative is a team asking,  “How can we do more? How can we go deeper?” Because real change doesn’t come from checklists. It comes from commitment. From partnerships that go beyond compliance into co-creation. That's the kind of partnerships we've been building at U&I Trust. At U&I, we’re not here to sell visibility. We’re here to build something with you. Something that addresses the very real learning and opportunity gaps faced by India’s youth — the same youth who are tomorrow’s workforce, changemakers, and leaders. Think about it: You invest in continuity, in resilience, in innovation. But what about the social risk of broken education systems? Of young people left behind by language barriers and a lack of access? These aren’t distant problems. They shape your operating environment. The equation is simple: Educated youth = employable talent. Thriving communities = stronger markets. Skilled, engaged employees = lower attrition and deeper purpose. At U&I, we work in 40+ Indian cities and have served 20,000+ children. Our model blends measurable outcomes with high-engagement volunteering — giving your employees the chance to step in not just as donors, but as doers. We’ve seen firsthand what happens when a company commits — not just funds — but time, talent, and leadership. It transforms the communities we serve. And it transforms the companies who serve alongside us. Because when your people feel they’re part of something bigger than a balance sheet, that’s when culture shifts. Loyalty deepens. Leadership grows. So the question isn’t whether you’re doing CSR. It’s whether that CSR is unlocking its full potential. If you’re ready to move from good intentions to lasting impact — we’d love to build that journey with you. Let’s create the future we all want to live in. Together. #CSRIndia #PurposeDrivenBusiness #EducationForAll #EmployeeVolunteering #U&I #CorporateImpact

The true purpose of CSR is often misunderstood. It’s not about charity or handouts, it’s about creating opportunities that enable people to stand on their own feet. During the early days of setting up operations in Gadchiroli, I spent time meeting with villagers from the surrounding areas. Listening to their stories and aspirations only reinforced what I believed, if we want to enable real progress, we must focus on equipping people with the right skills, not just offering short-term support. The old saying came back to me, “Give a man a fish, and you feed him for a day. Teach him to fish, and you feed him for a lifetime.” From that point on, our approach to CSR evolved. We shifted away from checklist initiatives and began working “with” the community, not just “for” them. We invested in skill development, training programs, education, and infrastructure, initiatives designed to empower people to build their own futures. Because when the community grows stronger, so do we. And that’s what responsible business is really about. #CommunityDriven #SkillsOverCharity #PeopleFirst #CSRWithPurpose #EmpowermentThroughAction

The “Spotify Model” for maintaining team autonomy and speed at scale has evolved significantly since it first went viral. This report offers a fresh look at what’s working today. Three methods stood out as being critical to supporting a high degree of team autonomy: 1. Formalized code ownership 2. Efforts led by internal-facing teams or working groups to create alignment, such as developing golden paths, a Tech Radar, or constraining technology choices. 3. Encouraging information sharing through practices like embedding, lunch and learns, and on-site visits. In today's newsletter, get an in-depth look at what Spotify is doing to to support a high degree of team autonomy:

The Future of CSR: 5 Key Global Trends NGOs Must Watch CSR is no longer just about corporate philanthropy. It has evolved into a strategic, data-driven, and purpose-led movement. Understanding emerging CSR trends can help us build stronger partnerships, align our initiatives with evolving priorities, and secure more sustainable funding. Here are five key CSR trends- 1️⃣ CSR is No Longer a Side Project—It’s a Core Business Strategy For years, CSR was seen as "extra" a feel-good initiative separate from business operations. Today, businesses are integrating social impact into their core strategy, supply chains, and even product development. ✅ Corporates no longer just want to donate—they want to co-create impact-driven projects. ✅ NGOs that position themselves as strategic partners rather than just funding seekers will have a competitive edge. ✅ Instead of generic grant proposals, we need to align our projects with corporate sustainability and ESG goals. 2️⃣ Climate Action is a Top Priority Across CSR Funding In 2024, climate action is dominating the CSR agenda. Whether it's carbon neutrality, renewable energy, or sustainable supply chains, companies are expected to contribute towards environmental sustainability. ✅ If your NGO works in climate, renewable energy, waste management, or conservation, you’re in a strong position to attract funding. ✅ Even if your work focuses on health, education, or livelihoods, consider integrating a sustainability angle—whether it's solar-powered schools, eco-friendly healthcare centers, or sustainable agriculture programs. 3️⃣ Data-Driven CSR: Impact Measurement is No Longer Optional Gone are the days when companies funded projects just because they "felt right." Today, CSR teams want data-backed proof of impact. AI and big data are playing a huge role in shaping which projects get funded and renewed. ✅ Corporates expect real-time impact tracking, measurable outcomes, and ROI-focused giving. ✅ NGOs that fail to provide data-driven impact reports risk losing out on repeat funding. 4️⃣ DEI is at the Center of CSR Investments Companies are increasingly funding projects that focus on Diversity, Equity, and Inclusion (DEI). This includes initiatives that support gender equality, marginalized communities, disability rights, and racial equity. ✅ If your NGO works in women’s empowerment, LGBTQ+ rights, disability inclusion, or racial equity, now is the time to actively pitch for CSR funding. ✅ Many companies are setting aside CSR budgets specifically for inclusive development programs. 5️⃣ Employee-Led CSR Giving & Volunteering is Growing More and more CSR budgets are being driven by employees, not just corporate leadership. Companies are prioritizing employee-driven philanthropy, payroll giving, and skills-based volunteering. ✅ Many CSR programs now include matching donations, payroll giving, and corporate volunteering—which means NGOs need to build partnerships not just with CSR heads, but also with employees.