What are Some Effective and Innovative Approaches to Succession Planning?

[Excerpt] As baby boomers are leaving the workforce and competition for top talent reaches an all time high, succession planning is increasingly important for companies if they want to maintain organizational resilience. However, 57% of organizations do not plan for succession. Of the organizations that do implement a succession plan, there are three top mistakes that are often made: they fail to formally implement a systematic and formalized succession plan, they fail to plan below the CEO role, or they fail to develop transition strategies for the future. These mistakes can prove to be costly to a company; if key leaders leave and there is a delay in replacement - or worse, no replacement - morale drops, productivity suffers, and turnover increases. Therefore, companies need to build a succession plan that addresses these potential mistakes before any damage can affect an organization

What are the Associated Risks of Employee Engagement Surveys and How Can They Be Mitigated?

[Excerpt] Over 50% of employers around the world use employee engagement surveys. Companies implement these surveys for the purpose of measuring employee engagement and understanding whether change needs to occur. Survey data has the potential to transform an organization in terms of increased productivity, retention, and employee morale. However, many employers who use employee engagement surveys unintentionally run the risk of decreasing these outcomes. If a company fails to properly design a survey or respond appropriately to survey data, employees will feel their responses are being ignored by management. 82% of employees believe that managers will not effectively respond to survey data. Further, 47% of employers that do take action only spend minimal time addressing issues presented by the survey results. An overwhelming number of employees recognize that management will not drive change as they want, thus employees don’t see value in completing a survey. Without a holistic representation of employees’ feedback across different positions and levels of the company, the data becomes skewed. In order to prevent risks of a “failed survey,” companies should take action on these key considerations as they develop a strategic employee engagement survey

What are Some Best Practices for Managing Long-Term Incentive Plans (LTIP) during M&A Activity and What Impact Do LTIPs Have On Employees?

[Excerpt] In 2017, companies announced over 50,600 M&A transactions with a total value of over $3.5 trillion. Approximately 80% of these M&A deals fail for a variety of reasons: culture differences, stark operational differences, and budget constraints. Due to the nature of M&A activity, employee LTIPs – which are often made up of stock options, RSUs, and other forms of equity – are the most affected form of compensation during this process. HR and other business leaders should adhere to best practices and due diligence concerning LTIPs to prevent their firm merger, acquisition, or spin-off from becoming another statistic

What are Some Best Practices for Managing Long-Term Incentive Plans (LTIP) during M&A Activity and What Impact Do LTIPs Have On Employees?

[Excerpt] In 2017, companies announced over 50,600 M&A transactions with a total value of over $3.5 trillion. Approximately 80% of these M&A deals fail for a variety of reasons: culture differences, stark operational differences, and budget constraints. Due to the nature of M&A activity, employee LTIPs – which are often made up of stock options, RSUs, and other forms of equity – are the most affected form of compensation during this process. HR and other business leaders should adhere to best practices and due diligence concerning LTIPs to prevent their firm merger, acquisition, or spin-off from becoming another statistic.Best_Practices_For_Managing_Long_Term_Incentives_Plans_During_M_A.pdf: 228 downloads, before Oct. 1, 2020

What are the Associated Risks of Employee Engagement Surveys and How Can They Be Mitigated?

[Excerpt] Over 50% of employers around the world use employee engagement surveys. Companies implement these surveys for the purpose of measuring employee engagement and understanding whether change needs to occur. Survey data has the potential to transform an organization in terms of increased productivity, retention, and employee morale. However, many employers who use employee engagement surveys unintentionally run the risk of decreasing these outcomes. If a company fails to properly design a survey or respond appropriately to survey data, employees will feel their responses are being ignored by management. 82% of employees believe that managers will not effectively respond to survey data. Further, 47% of employers that do take action only spend minimal time addressing issues presented by the survey results. An overwhelming number of employees recognize that management will not drive change as they want, thus employees don’t see value in completing a survey. Without a holistic representation of employees’ feedback across different positions and levels of the company, the data becomes skewed. In order to prevent risks of a “failed survey,” companies should take action on these key considerations as they develop a strategic employee engagement survey.What_Are_the_Associated_Risks_of_Employee_Engagement_Surveys.pdf: 248 downloads, before Oct. 1, 2020

What are Some Effective and Innovative Approaches to Succession Planning?

[Excerpt] As baby boomers are leaving the workforce and competition for top talent reaches an all time high, succession planning is increasingly important for companies if they want to maintain organizational resilience. However, 57% of organizations do not plan for succession. Of the organizations that do implement a succession plan, there are three top mistakes that are often made: they fail to formally implement a systematic and formalized succession plan, they fail to plan below the CEO role, or they fail to develop transition strategies for the future. These mistakes can prove to be costly to a company; if key leaders leave and there is a delay in replacement - or worse, no replacement - morale drops, productivity suffers, and turnover increases. Therefore, companies need to build a succession plan that addresses these potential mistakes before any damage can affect an organization.What_Are_Some_Effective_and_Innovative_Approaches_to_Succession_Planning.pdf: 225 downloads, before Oct. 1, 2020