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Posts from the ‘All Blog Posts’ Category

How Are Your Employees Rating You?

social reviewsToday’s post is courtesy of my Kronos colleague, Leo Daley.  This post was orginally published on Working Smarter Cafe. 

The experience your employees have when they come to work each day has a huge impact on the experience your customers will have.  What investments are you making in your employees to make them social fans?

I’ve been thinking a lot lately about the power of “social proof” (think Yelp, Tripadvisor and Amazon reviews), and “social depth” for a business. Forrester defines “social depth” as:

“…tactics that help prospects explore and buy your products. When you provide Social Depth on your own branded website(s), you offer detail about what your brand stands for and expose your prospects to real customer experiences.”

Those tactics include things like blogs, online community (working on it), real-time user generated content, social sign-on, and ratings and reviews.

When it comes to recruiting and building the talent in an organization, prospective employees now look for “social proof” of the employee experience on sites like Glassdoor. I’m sure some companies must cringe at the thought of a strong candidate reading a series of short horror stories on Glassdoor, but not us. Hey, we’re not perfect, and neither are our reviews, but in the world of “social proof,” a mix of good and bad reviews seems more authentic… More real. Most people think so.

Speaking of proof, we just released the results of our most recent independent employee engagement survey, and in the announcement, we invite candidates to check us out on Glassdoor. We’re growing, and we want people around the world to know Kronos is a great place to work. We need to hire around 1,000 employees in 2015, and right now we have 300 current openings.




Find the Leader: How Companies Can Close the Imminent Leadership Gap

carrell the officeToday’s guest post is from our board member, Dan Schawbel.  Dan is the Founder of, a research and insights membership service for forward-thinking HR professionals, and the New York Times bestselling author of Promote Yourself and Me 2.0.  Below, Dan explores a trend on the minds of lots of HR pros: How are companies going to fill their leadership gap when baby boomers retire? They know that they can’t succeed without effective leaders.  But what if the talent they need isn’t inspired to lead?

In the next five years, twenty million baby boomers are expected to retire, which is the equivalent of ten thousand each day. With so many boomers retiring, companies are going to have to try to fill their executive leadership positions with both internal and external candidates. The problem is that employees aren’t aspiring to these high level positions as they once were and more employees are changing jobs than ever before. In a recent study by, we found that one-third of global companies are struggling to find senior leaders and only 12 percent of employees aspire to attain C-suite positions.

After speaking with more than 100 HR executives this year, I’ve found that workforce planning is the hottest topic. There are a few reasons why this topic has become so important to HR professionals. First, there is a war for talent once again, as job openings have risen to 5.4 million and unemployment has decreased to 5.5 percent. Second, employees are constantly shuffling and organizations have to respond to hiring the right people, even under pressure to fill gaps. Third, in our current economy, there are many more mergers and acquisitions that are shaking up careers, teams, and entire organizations at haste.

In order to cope with the leadership gap, organizations have to make some adjustments to how they hire, train and develop their employees. First and foremost, our previous research has shown that companies are starting to hire more for cultural fit over soft skills. They want to know if a candidate fits in the corporate culture because if they do, they will stay longer.

Second, in this study we found that organizations are still set on giving annual performance reviews, while employees want regular (and sometimes immediate) feedback. We are living in an instant gratification world right now and workers, especially millennials, want to know where they stand every hour of the day.

Third, companies are still using printed manuals to train their employees, whereas employees want to learn virtually over the Internet.

How are you identifying, retaining, and growing your high potential leaders to fill this gap?  What are you doing to get your top talent excited about taking on more responsibility?

Related Posts:

What Happens When the Boomers Are Gone and the Millennials Are In Charge?

Leading with 20/20 Vision

Corporate Culture is Out, Corporate Community is In


Analytics – State of the Market

WFM Big DataIn this year’s annual list of top Workplace Trends, the Workforce Institute board predicted that analytics would turn a corner in 2015, with an increasing number of organizations expected to begin using analytics for evidence-based decision making in their workforce management practices.  Now that we’re halfway through 2015, we’ve invited two data experts on the program to discuss if this prediction is becoming reality.

My first guest for this podcast is David Creelman, CEO of Creelman Research and fellow board member at The Workforce Institute. As an analyst, author, and industry expert, David helps HR leaders identify, understand, and address emerging trends in human capital management. He also partners with Carnegie-Mellon to lead a community of practice on analytics and evidence-based decision making for a group of Fortune 500 companies.  We were joined by Gregg Gordon, a colleague of mine at Kronos who oversees our big data for workforce management group. This team of data scientists, business intelligence designers, and strategic consultants work with Kronos customers to deploy analytic solutions in workforce management. Prior to launching the big data workforce management group, Gregg led the manufacturing business practice at Kronos for nearly a decade. During that time he authored the book, Lean Labor: A Survival Guide for Companies Facing Global Competition, which is currently being transformed into a course by the American Payroll Association.  Gregg, welcome to Workforce Institute Radio.

 During this conversation, we explored what’s happening at the intersection of big data and workforce management and discussed the following questions:

  1. Based on conversations you’ve had with human capital management and workforce management leaders, what’s the general market mindset about leveraging analytics to manage the workforce? Are HR leaders and other key stakeholders buying in?
  2. Have you seen common factors that have led to analytics success? Or, conversely, what could make an analytics project fail?
  3. How can organizations ensure employees that analytics can HELP their individual job roles and make their working lives better?
  4. Have you seen specific instances where analytics are being used to engage and reward the workforce? (e.g. rewarding top performers)
  5. Where do you see analytics technology having an impact on workforce management over the next 5-10 years

You can listen to our conversation below.  And please weigh in by adding your own comments to this post.  What’s working for your organization when it comes to leveraging data insights?