Companies around the globe are challenged with holding on to their highly skilled workforce in a competitive market, while also refining performance expectations & developing their internal talent.

As companies enter their re-opening phase, it’s important to re-visit succession plans that were paused. Many companies fail to handle succession planning correctly, which can lead to high costs.

In this pandemic era when many employees are deciding to switch roles, is your organization prepared? If not, consider implementing a succession planning process.

As remote and hybrid work has become a permanent situation for many companies, it’s important to find ways to engage teams long-term in the new world of work.

Companies with a focus on employee engagement and development are more productive, profitable, and successful.

2020 was the year of unusual employee engagement trends. After a sharp increase in employee engagement in May, the United States saw a drop in engagement from 38% to 31% in June.

While continued learning and development are critical to an organization’s success, it’s important to have a succession planning process in place to keep talent in your pipeline and ensure seamless movement.

Interestingly enough, most employees are in the middle category (not engaged). Today about 40% of US employees are classified as engaged, about 47% are considered not engaged, and about 30% are disengaged.

The reshaping of the modern workplace due to the disruptions of 2020 has produced an interesting byproduct: employee engagement is up.

Even in uncertain economic conditions, HR leaders should develop strategic workforce plans to be better prepared to tackle future needs.