Gradient 5 Pink Blue

Culture & Leadership

A digital illustration depicting three joyful individuals celebrating together against a light blue background. A man in a red shirt is jumping in the center, holding a trophy high, while a woman in a blue jacket and a man in a blue blazer are also expressing excitement. Surrounding them are hands giving thumbs-up gestures, symbolizing approval and encouragement.

The Employee Benefit That Gives Back: Why Recognition Belongs in Your Benefits Strategy

A graphic featuring two logos side by side: on the left is a pink asterisk symbol, and on the right is a green circular logo with a white swirl in the center. The text "vs." appears in the middle, indicating a comparison or competition between the two logos.

Workhuman vs. Bonusly: [current_year] Comparison Guide

A close-up of a hand reaching out, with a digital representation of a circuit board and an "AI" label in the center. There are various colorful lines and connections emanating from the circuit, suggesting the flow of information or data. The background is softly blurred in a neutral tone, emphasizing the hand and the digital elements in focus.

Leading Organizational Change Without Losing Your Team

A diagram outlining the key principles for effective organizational design, presented in seven interconnected segments. The principles include: "Align with strategy," "Ensure role clarity," "Plan for scalability," "Optimize information flow and decision-making," "Prioritize flexibility and adaptability," "Allocate resources efficiently," and "Foster cultural fit." Each principle is numbered 1 through 7, and the overall background is in a soft pink hue. The title "Key principles for effective design" is prominently displayed at the top.

Organizational Design: Principles, Models, and Implementation Guide for HR Leaders

A graphic outlining the steps to develop an employee engagement training program. The steps are numbered from 1 to 7, with each step prominently displayed: 

1. Conduct a training needs assessment
2. Design learning objectives
3. Choose training delivery methods to maximize participation
4. Select or create content modules
5. Build a pilot program
6. Roll out organization-wide
7. Design learning objectives
  
The design features a pink background with white and maroon text for clarity and organization.

Employee Engagement Training: How to Build Programs That Actually Improve Engagement

A smiling woman wearing a beige hijab stands in a bright indoor setting, extending her hand to shake hands with another person. She holds documents in her left hand and is dressed in a white jacket. To her right, another woman is partially visible, also dressed professionally. Large windows behind them provide a view of greenery outside.

Finding the Leaders You Might Promote Too Late (A Cautionary Tale)

The image displays a step-by-step guide on the talent review process, highlighted in numbered boxes. Each step includes:

1. **Gather talent data**: Collect performance data, peer feedback, and employee career goals.
2. **Define scope and frequency**: Select key groups and determine how often reviews will occur.
3. **Identify roles and participants**: Include HR, leaders, managers, and assign a facilitator.
4. **Host a calibration meeting**: Align evaluators to ensure fair and consistent assessments.
5. **Categorize using a talent framework**: Use a 9-box grid to assess performance and potential.
6. **Create an action plan**: Address skill gaps, development needs, and succession planning.
7. **Communicate key insights**: Share development priorities and team goals.
8. **Follow up and reassess**: Monitor progress and adjust as roles or needs evolve.

The title at the top reads "How the talent review process works." The layout features a pink and white color scheme, with each step contained in separate boxes for clarity.

Talent Review: How to Assess Performance, Potential, and Readiness

Eric M. Bailey and Jeff Harry join Darcy Jacobsen for our webinar: Human-Centered Leadership: Transformation Through Creativity and Connection

Your AI Strategy Has a Feelings Problem 

A group of five people joyfully celebrating while confetti falls around them. They are in a well-lit, modern space, with soft pastel colors visible in the confetti. The individuals are smiling, with arms outstretched as they engage in the celebration.

Employee Appreciation Day is over – now what? A manager’s field guide to yearlong gratitude 

If 10 Historical Leaders Ran Your Recognition Program

Types of flat organizational structures are displayed in a graphic format. The image contains four boxes, each outlining a different type of flat organization. 

1. **Pure flat organization**:
   - No formal managers, and all decisions are made collectively.

2. **Flatcharchy**:
   - Very few or no management layers, decision-making is consensus-driven, and leadership changes based on projects.

3. **Delegated decision-making**:
   - Authority is delegated to self-managed teams or individuals, with minimal top-down control.

4. **Holacracy**:
   - Authority is distributed across autonomous teams with defined roles but no traditional middle managers. 

The overall design features a colorful layout with clear headings for each type.

Flat Organizational Structure: How to Assess Fit, Implement Frameworks, and Avoid Common Pitfalls

A woman with long, straight hair is smiling broadly while leaning towards a robot. The robot has a simple face with an illuminated heart-shaped display in place of its eyes. The background features colorful, abstract patterns, creating a lively setting for the interaction.

Management & Leadership