HR insights from leading industry thinkers.

Thought Leaders

2016 Trendicators Report: Recognizing Employee Tenure Through Service Awards

REPORT: Learn about industry trends, best practices and employee preferences in this survey report about recognizing employees through formal length of service awards programs. Among the many revelations contained in this report is the fact that 80% of 25-34 year olds believe service awards are effective and make people feel valued.


What is HR’s Role in Monitoring, Measuring and Improving Employee Engagement?

ARTICLE: Engagement expert and author Jack Wiley discusses the need for a more comprehensive understanding of how employee engagement drives enterprise success, and how core HR strategies and methodologies play a fundamental role in nurturing and translating engagement into business results.


Segmenting Employee Recognition Programs to Optimize Results

INTERVIEW: Engage2Excel Vice President of Solutions Emily Gatton discusses the importance and effectiveness of customizing recognition programs to drive enterprise success.


Select for Engageability to Drive Business Outcomes

INTERVIEW: Meet Darren Findley, president of Engage2Excel’s new Recruitment Solutions division. Learn why this industry veteran with three decades of experience in talent acquisition believes a candidate’s propensity to be engaged and engage others must be part of the selection criteria used for evaluation during the hiring process.


Dr. Jack Wiley on Translating Engagement Survey Data Into Action

INTERVIEW: Renowned engagement survey expert Jack Wiley discusses 5 steps HR leaders can take to help managers translate engagement survey results into disciplined action that drives business results.


Emily Gatton on Aligning Recognition with Enterprise Strategy

INTERVIEW: Engage2Excel Vice President of Solutions Emily Gatton provides insights on the critical role that recognition plays in communicating, supporting and reinforcing enterprise strategy.


Kevin Henry on Elevating the Strategic Relevance of HR

INTERVIEW: Kevin Henry, Chief Human Resources Officer at Extended Stay America, is a transformational HR leader who believes that the HR profession is at a crossroads.  “We need to become better business people and more focused on achieving measurable results,” Kevin says. In this interview Kevin shares his views on what it takes to make HR more strategically relevant.


Brian Kelly on the Power of Performance Analytics in HR

INTERVIEW: Brian Kelly is CEO at Vestrics, the leading workforce optimization platform for human capital. Brian is widely recognized as a thought leader in the workforce analytics marketplace, having previously served as the Co-Chair of the Institute of Human Resources Workforce Planning & Analytics Working Group and Vice Chair of the Society of Human Resource Professional’s (SHRM) workforce metrics taskforce.


Phil Stewart on Transforming Employee Recognition

INTERVIEW: Engage2Excel CEO Phil Stewart explains how two decades of HR experience led him to develop an ROI-based approach to employee recognition and engagement. Learn why this former CHRO and CEO of IBM’s Kenexa Recruitment Process Outsourcing (RPO) business unit believes that analytics are vital to transforming the strategic role of HR.


Jack Wiley on Maximizing the Value of Employee Engagement Surveys

INTERVIEW: Over the past 30 years, Jack Wiley has surveyed hundreds of thousands of employees for leading global brands. In this interview, Jack discusses the three things that HR leaders can do to translate engagement survey results into actionable information to drive increases in customer satisfaction and business performance.



3 Reasons Why Performance-Based Employee Recognition is Essential

EBOOK: As companies everywhere struggle to become more agile and customer-focused, HR departments face significant challenges in developing scalable programs to improve employee engagement and create high-performance cultures. This eBook examines the role that Performance-Based Employee Recognition programs can play in helping companies increase engagement to drive improvement in bottom-line results.


7 Steps for Building an Effective Performance-Driven Employee Recognition Program

EBOOK: There is a fundamental difference between recognizing employee values and recognizing the behaviors that drive business results. In this eBook, you’ll find 7 pragmatic steps you can use for building a performance-driven recognition program. It includes suggestions for determining goals, identifying behaviors and stakeholder groups, creating your program charter, designing your program, engaging executive sponsors, rolling out your program and promoting program success.


Articles & White Papers

Embracing the Diversity of Today’s Multigenerational Workforce

WHITE PAPER: Today’s multigenerational workforce presents dynamic challenges and opportunities to modern human resources (HR) organizations striving for innovation and competitive advantage. We share the unique characteristics and priorities of every generation in your workforce to help you understand and consider what motivates your employees.


Budgeting for Performance-Based Recognition Programs

WHITE PAPER: Did you know that each year U.S. companies spend $77 billion to motivate and engage their workforce? As employers realize that one program does not fit all, many are moving toward the trend of budgeting per program. Make your program an investment and not an expense, and see why creating programs that tie into your organization’s business objectives, mission, vision and values are more likely to be embraced by all levels of management.


Reframing Leadership Assessment and Development

WHITE PAPER: This white paper by Jack Wiley and Francis Lake of Lloyds Banking Group UK was originally published in Strategic HR Review. It describes how a major financial services organization used the results of an independent research project involving 47,236 employees in 22 countries to alter its approach to leadership assessment and development.


Why Employers Should Give Employees What They Want

ARTICLE: This article by Jack Wiley, originally published in Employee Relations Today, explains the seven things that motivate employees to perform at their highest levels. Jack explains how providing employees with RESPECT—recognition, exciting work, security of employment, pay, education and career growth, conditions, and truth—yields tangible benefits to organizations.



Developing Human Capital

Developing Human Capital focuses on measurement within the learning and development community. Readers will have a guide for efficiently collecting, organizing, and analyzing the data surrounding worker performance.

Written by Vestrics co-founder Gene Pease, Dr. Bonnie Beresford, and AT&T’s Lew Walker


Human Capital Analytics

Human Capital Analytics provides an in-depth look at the science of human capital analytics. It gives practical examples from case studies and in-depth discussions of the tools needed to do the work, particularly focusing on multivariate analysis.

Written by Vestrics co-founder Gene Pease, Boyce Byerly, and Jac Fitz-enz, who is widely regarded as the father of human capital.


Strategic Employee Surveys

This book by Jack Wiley is a best practice guide to conducting employee surveys that can drive genuine organizational success. With many real-life examples and practical guidance, this book is divided into two clear parts:

  • Part One shows how a survey can achieve different objectives and how clarity of survey purpose is critical to success.
  • Part Two outlines the most effective process for moving from employee survey results to monitoring the success of corrective actions.

RESPECT: Giving Employees What They Really Want

Is it possible that the way to win in business is to give employees exactly what they want? Yes. As RESPECT reveals, managers and organizations who give their employees what they want outperform those who don’t. This is no hunch – it’s a fact based on more than 25 years of global research. Drs. Jack Wiley and Brenda Kowske have amassed a research database unlike any other, and it all started with this simple question: “What is the most important thing you want from the organization for which you work?”