Benjamin Ashley is a Principal Analyst with the Employee Experience team in Gartner's Human Resources Practice. Benjamin works with CHROs and their teams, as well as other Employee Experience leaders, helping them to deliver on critical business objectives, scrutinize peer and employee benchmarks, and proactively address key obstacles. Benjamin primarily focuses on supporting CHROs to drive employee engagement in their organizations, design effective employee value propositions, and support a strong organizational culture. Benjamin also specializes in helping CHROs to stay up to date on global employee sentiment benchmarks, including shifts in engagement, EVP preferences and work location rates, as well as arming CHROs with effective turnover benchmark rates.
Benjamin has worked at Gartner on the Employee Experience team for several years, publishing over 30 research pieces on a variety of topics, including employee engagement, return-to-office and hybrid work strategy, employee sentiment, culture, employee monitoring, collaboration, work friction, and more tailored topics, such as the four-day workweek and executive security. Benjamin's most published area is employee sentiment benchmarks, with a recurring series on what CHROs need to know about employee sentiment (see: The State of Employee Sentiment in 2H25: Employees Settle Into Volatile Environment). Benjamin has also published other key resources in employee engagement (see: Toolkit: Employee Engagement Action-Planning Playbook), organizational culture (Playbook: Start With Work Changes to Diagnose Culture Risks) and EVP (2Q25 EVP Benchmarks: Compensation Remains Premier Employee Attractor, but Gen Z Wants More).
Employee Experience
Culture and Inclusion
B.A. in Government, with a minor in History, from Dartmouth College.
What effective strategies to measure and drive employee engagement?
What are the latest employee sentiment trends and benchmarks I need to be aware of?
What role do leaders and managers play in driving a strong organizational culture?
How does my turnover rate compare to other similar organizations?
How does my RTO/work location strategy compared to peer organizations?