Latest news with #employeeengagement
Forbes
6 hours ago
- Business
- Forbes
AI Is Changing Work. Is Your Talent Strategy Evolving Too?
The Archetype Effect asks why companies know so little about their employees—and offers a path to a ... More more inspired workforce. Why do so many companies know more about their customers than their own employees? This is the central question posed by my colleague James Root in his new book, The Archetype Effect. It is indeed an intriguing mystery. Business today segments customers in all sorts of ways to construct value propositions highly tailored to their needs. Personalized marketing—down to the individual consumer—is now quite commonplace. Not so with employees. Most HR systems are built on the assumption that everyone goes to work for the same reasons. In reality, it's a very different story. Deaveraging employees The book highlights six distinct archetypes of workers, each with unique motivations: These archetypes challenge long-standing management assumptions. The conventional wisdom in many organizations is that people need to be motivated by a vision. In fact, many, including most operators, don't particularly care; they find meaning outside of work. Similarly, it's often assumed that employees naturally want to advance to the next level. In fact, many, including most artisans, are not particularly interested. Just like with customers, we need to 'deaverage' employee motivations. Earlier this month I had lunch with a group of graduate students just starting their summer internship. They all had some degree of work experience already and, through this internship, were trying out the world of management consulting. The conversation focused on their career aspirations, why they were interested in this industry, and what they wanted to get out of the summer. As they told their stories, Root's insights reverberated in my head. Each intern had quite different motivations. One was clearly a striver, interested in climbing the corporate ladder as quickly as possible. Another seemed more of an explorer, wanting exposure to global opportunities and asking questions about mobility and cross-border assignments. The lunch left me convinced that if we treated them all the same, we would not tap into their true motivations or full potential. The business imperative Nearly 10 years ago, Michael Mankins and Eric Garton wrote Time, Talent, Energy about the power of employees who are not only satisfied but truly engaged and even inspired. Their research showed that engaged employees are 44% more productive than satisfied employees, and those who feel inspired at work are nearly 125% more productive. If we think about human capital the way we do financial capital, the returns on building a more inspired workforce become clear. Management must do a better job understanding and motivating people. Of the approximately 3.5 billion people who go to work each day, nearly 1.2 billion feel 'not engaged' and more than 500 million are 'actively disengaged,' according to research in The Archetype Effect. Surely there is a better way to maximize time, talent, and energy. How AI can help build a more effective talent strategy We live in a time of rapid change, in which workers often seem less committed to their firms and firms less committed to their workers. Young people struggle to get started in their careers, not knowing where or how to begin. Older workers are among the more motivated, but many firms don't fully embrace them. Artificial intelligence, already reshaping so many jobs, could help to close this disconnect. A new generation of digital, AI-assisted HR management tools might be able to match people to jobs more effectively, improving our ability to design tailored career journeys instead of having everyone climb one monolithic ladder. As we feed models more data about who we are at work—skills, achievements, qualifications, prior roles, trainings, motivations—they in turn will feed us more insights into performance and potential career pathways. It's possible for gen AI to make HR more human, not less. A recent analysis by John Hazan and Susan Gunn suggests that a typical company can save, on average, up to 20% in HR labor time through AI automation and augmentation. Think how that 20% could be more productively redirected toward identifying and addressing different employee motivations for work. This could elevate HR's role in the organization, from transactional operator to strategic adviser. Many companies are already collecting quantitative and qualitative data about their teams and experimenting with greater personalization for workers. This can include flexible options for where and when work can be done; flexible benefits such as financial planning services, additional personal leave, and wellness programs; flexible career paths with more sophisticated learning and development programs; internal mobility options; and the opportunity to spend work time on projects outside one's job description, something that started at companies like Google but is beginning to be extended to blue-collar workers as well. My lunch with the summer interns sparked deeper engagement with our leadership team on ways to inspire the diverse people in our organization. Armed with quantitative data as well as insights from supplemental interviews and focus groups, we now better understand the different motivations of different workers and are tailoring action plans accordingly. We need a diverse set of skills and backgrounds, and it only stands to reason that everyone won't be looking for the same things. The key to motivating them, as The Archetype Effect eloquently argues, is to deaverage workers as we have consumers. The business case for an engaged—and inspired—workforce is clear. The question is whether leaders will act.
Yahoo
13 hours ago
- Business
- Yahoo
goHappy Announces Strategic Growth Investment from Pamlico Capital to Accelerate Innovation in Frontline Employee Engagement
RICHMOND, Va., July 22, 2025 /PRNewswire/ -- goHappy, the leading provider of innovative frontline employee engagement tools, today announced it has received a significant growth investment from Pamlico Capital, a private equity firm focused on high-growth technology and services businesses. The investment will support goHappy's next phase of growth as it continues to pursue its vision of helping employers drive stronger business outcomes through better engagement of their frontline teams. goHappy works with leading national brands across the food service, hospitality, healthcare, manufacturing and retail industries, representing over 1 million frontline employees. Its solutions enable critical employee engagement workflows, as well as valuable analytics and benchmarking, all the while achieving best-in-class employee reach. goHappy's commitment to innovation has led to recent new product introductions, including the Engagement Hub, which enables employers to more seamlessly share documents, files, and other company resources with company workers. "Frontline employees are the backbone of a majority of businesses, yet too often they lack the tools and support they deserve," said Shawn Boyer, CEO of goHappy. "This investment helps us continue to bring innovative solutions to employers that solve their most acute frontline challenges. We could not be more excited to partner with Pamlico Capital, who shares our values and is committed to helping us serve more employers and their frontline employees." "We're thrilled to partner with goHappy and to have the opportunity to work closely with Shawn and his team as well as Growth Street Partners," said Christiane Felts, Partner at Pamlico Capital. "goHappy's tools are delivering measurable value to organizations by solving a deeply important and historically underserved challenge: reaching and engaging frontline employees. We look forward to supporting the team in expanding goHappy's reach and furthering its mission." This investment is the latest milestone in goHappy's growth cycle following the recent launch of new products including its Engagement Hub, Rewards & Recognition, Referrals and Workforce Analytics. Growth Street Partners, who originally invested in 2022, will continue to maintain a meaningful investment in the business. Vista Point Advisors acted as the exclusive financial advisor and Goodwin Proctor LLP served as legal advisor to goHappy. Alston & Bird LLP served as legal advisor to Pamlico. About goHappygoHappy is transforming how employers communicate and engage with their frontline workers by providing the most powerful, simple and inclusive app-free frontline engagement technology. The key to goHappy's success is enabling employers to reach 100% of their frontline employees. The team at goHappy has been operating in the frontline employee space for over 25 years and its mission is to help ALL frontline workers feel more valued and connected so they can reach their full potential. In turn, employers not only improve communication to maximize engagement and happiness within their frontline employees, but also benefit from the bottom-line impact that those improvements deliver. For more information on goHappy and its suite of frontline employee engagement solutions, visit About Pamlico CapitalPamlico Capital is a private equity firm founded in 1988 that invests in growing middle-market companies in North America. Pamlico Capital seeks control-oriented growth equity and buyout investments of up to $200 million alongside founders and proven leaders in its target sectors: communications, healthcare IT, information services, software, and tech-enabled services. The firm, based in Charlotte, NC, has assets under management of approximately $5.4 billion. For additional information, please visit About Growth Street PartnersGrowth Street Partners provides early growth capital to rapidly growing SaaS and technology-enabled services companies addressing underserved markets. The firm partners with founders who have personally lived through the problems their businesses solve. Growth Street Partners has raised two funds and has over $200 million of assets under management. For more information, please visit Media ContactKeith Gordonkeith@ View original content to download multimedia: SOURCE goHappy Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Globe and Mail
a day ago
- Business
- Globe and Mail
Investing in Employee Wellness: Kristie Nicodemus Urges Companies to Prioritize Personalized Wellbeing Programs
Business Development Leader Highlights Proven Benefits of Wellness Initiatives to Drive Retention and Engagement Kristie Nicodemus, Senior Business Development Executive at Mercer and seasoned leader in the employee benefits space, is raising the alarm about the critical need for companies to implement personalized wellness programs to improve employee engagement, retention, and overall company performance. In a recent feature interview, Nicodemus spoke candidly about the connection between personalized wellness initiatives and long-term organizational success. 'Wellness isn't just about offering a gym discount anymore,' said Nicodemus. 'It's about creating meaningful, individualized programs that truly resonate with employees—whether that's mental health support, financial coaching, or flexible schedules.' The Data Behind The Mission Nicodemus' advocacy is backed by compelling data: A 2024 Gallup report revealed that companies with effective wellness programs see 23% higher profitability and 41% lower absenteeism. According to Mercer's Global Talent Trends Study, 81% of employees who feel cared for by their employer plan to stay at their company for at least five years. Mental health support remains a pressing priority, with the American Psychological Association reporting that 77% of employees have experienced work-related stress within the past year. Nicodemus highlights these figures to push leaders beyond surface-level wellness perks. 'Employees want programs that reflect their realities,' she explained. 'Financial stress, caregiving responsibilities, mental health struggles—these are all interconnected. A one-size-fits-all approach is no longer enough.' Beyond Buzzwords: Making Wellness Actionable Throughout the interview, Nicodemus emphasized that wellness must move from a buzzword to a business strategy. She advocates for leadership to model participation in wellness initiatives and for HR teams to engage employees in program design. 'When leaders are transparent about their own wellness efforts, it fosters trust,' she noted. 'And when employees help shape wellness offerings, you create a culture of collaboration—not compliance.' What Individuals Can Do Nicodemus encourages individuals at all organizational levels to become wellness champions within their workplaces. Her advice: Start Conversations: Advocate for wellness needs during team meetings or HR check-ins. Share Resources: Recommend programs, tools, or speakers that have personally helped you. Model Healthy Habits: Take lunch breaks, use PTO, or attend wellness sessions—and encourage others to join. 'We all have a role to play in normalizing wellness at work,' Nicodemus concluded. 'It starts with speaking up and leading by example.' To read the full interview, visit the website here. About Kristie Nicodemus Kristie Nicodemus is a Senior Business Development Executive at Mercer, with over 15 years of experience helping companies strengthen their employee engagement strategies. A recognized advocate for personalized wellbeing, Nicodemus is passionate about creating workplaces where employees can thrive. Contact: info@ Media Contact Contact Person: Kristie Nicodemus Email: Send Email Country: United States Website:
Yahoo
2 days ago
- Business
- Yahoo
Steve Wolfenberger Joins Alliant Insurance Services as Vice President in California
Benefits consultant brings financial modeling and employee engagement expertise to Alliant's West Region IRVINE, Calif., July 21, 2025--(BUSINESS WIRE)--Steve Wolfenberger has joined Alliant Insurance Services as Vice President within its Employee Benefits Group. Based in California, Wolfenberger will focus on delivering customized benefits strategies for mid-sized employers throughout the West Region. Wolfenberger brings extensive experience in insurance underwriting, financial modeling, and employee education strategies. He works closely with employers to create benefit solutions that support both financial goals and employee well-being. "Steve's ability to translate complex financial models into actionable strategies and pair them with effective employee engagement programs makes him a valuable addition to our team," said Kevin Overbey, President, Alliant Employee Benefits. "His consultative approach and understanding of what drives employee attraction and retention will help our clients stay competitive in today's evolving labor market." With experience across a range of industries, Wolfenberger specializes in helping organizations use their benefits programs as a competitive advantage. He has led the development of communication campaigns designed to educate and empower employees, improving utilization and satisfaction. Prior to joining Alliant, Wolfenberger held consulting and leadership roles within the benefits industry. He holds a bachelor's degree in business management from California State University, Fresno, and an MBA from The Ohio State University. About Alliant Insurance Services Alliant Insurance Services marks a century of success as the nation's leading specialty broker. We operate through a network of specialized national platforms and local offices to offer our clients a comprehensive portfolio of risk solutions built on innovative thinking and personal service. The business of managing risk is complex, and Alliant meets this complexity head-on with creativity and agility. Alliant has changed the way our clients approach risk management and benefits, giving them complete access to our resources and expertise—regardless of where the resource is located—to capitalize on new opportunities to grow and protect their organizations and their people. Alliant is recognized as a leading destination for top-tier brokerage talent in the U.S., attracting brokers and specialists across a diverse spectrum of disciplines who are eager to advance their careers. With the advantage of being majority employee-owned, professionals choose Alliant for autonomy, unparalleled resources, and a unique equity ownership opportunity. As a testament to our commitment to excellence, Alliant maintains an impressive 99% producer retention rate and has earned Forbes' prestigious title of one of America's Best Large Employers. Visit us at View source version on Contacts Nick KopingaFirst Vice PresidentCorporate Marketing and Communications(949) 260-5004nkopinga@ Sign in to access your portfolio
Yahoo
2 days ago
- Business
- Yahoo
Currys launches AI-powered employee-led ideas platform
UK electricals retailer Currys has introduced the Pitch, an AI-powered ideas platform that transforms suggestions from the company's staff members into actionable improvements. Developed on Sideways 6's Microsoft-integrated platform, the Pitch is fully embedded in Microsoft Teams, making it easily accessible and user-friendly for Currys' employees. According to the early results, the platform has seen significant engagement, with 450 ideas submitted and more than 100 already in progress. 41% of the implemented ideas are 'delivering measurable results', including savings of more than 3,000 hours and 'unlocking six-figure cost efficiencies'. The platform's adoption rates are tracking 3% above the market average, indicating 'strong' employee engagement. Currys chief operating officer Lindsay Haselhurst stated: 'We're very pleased with the early results. Our colleagues are our greatest asset - close to our customers, they are full of ideas, insights and practical suggestions. We've always believed in the value of colleague ideas but struggled to consistently capture, assess, action and track them. This is where the Pitch has been a game changer for us.' Currys plans to expand the Pitch to an additional 9,000 employees, which would increase the total number of users to 14,000 by the end of the financial year 2025/26. The expansion will include stores, support functions, digital operations, contact centres and Currys' third-party partner, Concentrix. The ideas implemented from the platform range from improving in-house training processes to enhancing console repairs, all contributing to increased efficiency and cost savings. The AI technology behind the system streamlines the process by automatically grouping similar suggestions and identifying trends, allowing teams to spot patterns and collect the best ideas from the start. Sideways 6 founder Will Read stated:'This is a great example of cost optimisation done right. Currys has built a culture where people on the ground drive real value and feel a part of the company's most important aims. The fact that they're seeing results this fast is a credit to their leadership and their people.' In early July 2025, Currys Group recorded an adjusted profit before tax of £162m ($221.07m) in the fiscal year 2024/25 – a 37% jump from the previous year. "Currys launches AI-powered employee-led ideas platform" was originally created and published by Retail Insight Network, a GlobalData owned brand. The information on this site has been included in good faith for general informational purposes only. It is not intended to amount to advice on which you should rely, and we give no representation, warranty or guarantee, whether express or implied as to its accuracy or completeness. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.
