What were your key challenges or priorities that led to you seeking support from Gartner?

The need to transform performance management for Alcoa was seen as the foundational, the building blocks to create a different work culture. And we started with redefining “an everyone” culture where development for all employees matter, not just focusing on a top talent or a select few in the organization.

How did Gartner help you address your top challenges?

Gartner supported this challenge in many ways. First, I would say just being able to leverage the advisory services and have some of that one-on-one counseling if you will. And then second, with some of the research, so what are other companies doing? How are they doing it? What’s working well, what’s not working? Really being able to leverage the value and the power of what the research is saying, as well as what other companies are doing to make sure that our internal changes are somewhat aligned with what’s happening in the marketplace.

How would you describe the value you received?

The Gartner partnership has had a positive impact on me and the team at large; one, just the speed of information that we’re able to leverage and share with the larger organization, with the business units has really brought a higher level sophistication to the work that we are doing, to the importance, and the credibility of the end product.

What specific initiatives has Gartner helped you address?

Several members on my team have seen or experienced, I would say positive impact with the membership. Most significantly has been our talent acquisition group who has used it a lot to really learn about what’s happening with the candidates. Seems like it’s so rapid, it’s hard to keep pace with so many things, but I know we’ve leveraged several things related to that. Also really looking at and assessing the skills of the talent acquisition advisors and how do we upgrade or upskill some of the individuals on the team. That’s been very helpful. And then also really helping us to measure and looking at some of the different metrics, so we’ve used the Gartner Recruiting Metrics tool as well.

What makes the partnership unique?

Based on my experience, working with Gartner has been very positive in that right upfront laying out kind of a strategy or a roadmap of the priorities that we have and working with our account rep to follow up on all those priorities so I don’t have to always worry about am I getting the most out of my membership from Gartner, are they following through.

How has Gartner impacted your career?

Really leveraging the Gartner partnership has personally has helped to elevate my relationship across the HR leadership team, as well as with some of the business leaders. When we can bring some data, benchmark data research on what other companies and best practice is doing, it’s really helped to elevate the discussion and bring it to a new level.

My name is Anne Cooper. I'm the senior vice president and chief HR officer for Sammons Financial Group. As we looked at our HR technology, we had the same challenges a lot of organizations do, where we were fractured and not a lot of integration. And then also employee confusion around what system to go toas they were trying to accomplish their tasks. So, the real play from a value add in that integration was around the employee experience.

When we were looking at bringing on a new vendor for our HCM, we needed some added assurance that we weren't overspending and that we had thought through all of the elements of our business requirements. And so the contract negotiation advisor that came from Gartner really stepped through with us, and my project leader was able to ask him specific questions.

We were able to feel confident that each of the statement of work elements had been covered and that we weren't leaving a gap that was gonna be a disadvantage to us. And having gone through this with a fairly young project team, that level of confidence was something that the contract negotiation team was able to bring.

What were your key challenges or priorities that led to you seeking support from Gartner?

Performance management in the talent management processes for us are absolutely critical because what Ansell does is we produce rubber gloves, primarily rubber gloves, and we need to have the capability within the company to produce those efficiently and in a competitive way and also to then market and sell them. In order for us to be competitive, we have to have the best talent we can.

How did Gartner help you address your top challenges?

To be really specific on how Gartner helped, I leveraged Gartner in a variety of ways, specifically for the talent review process. I do a lot of internal research on my own. I like to kind of fend for myself at first. I’m always on the Gartner site finding best practices and leveraging the research. That helps me think through my initial design for talent reviews. I then reach out to the Gartner expert and I have the conversation and I find those conversations really enlightening because they feel like it’s a peer, it’s somebody who has experience in the space that I’ve worked with that can say, yeah, this is what I’m seeing, this is what I’m not seeing. So I leverage those conversations to help redesign what our process is.

How would you describe the value you received? / How do you use Gartner on a day-to-day basis?

What have I seen as the biggest difference in terms of services now with Gartner, for me my experience is, I call it the breadth. I think with CLC I always felt like there were more opportunities or more services available to me than I was aware of. I think that’s now gone on steroids. Every time I talk with a Gartner representative, whether it be a subject matter expert, and advisor, or my account manager, the breadth and the scope of the offerings made available to me has increased significantly.

What specific initiatives has Gartner helped you address?

One tool we were using with Gartner was the departure review tool. It helps us automate and streamline how we do exit interviews. For us, that’s an extremely valuable part of our process because it saves significant amount of time for our HR community who have typically conducted the exit interviews, but more importantly it gives us much richer data. By partnering with Gartner to implement the departure review tool, we now have a global way of which we can simplify and streamline the time and effort that HR gives to the process, but we get much better data as an output of that process. So with that richer data, we’re now supplementing our exit interview data with our engagement survey data to drive action within the company.

What makes the partnership unique?

From my perspective Gartner is a really good thought partner. I’ve been in the talent management space for now 25, 30 years and I feel like I know my stuff in the talent space. Gartner knows their stuff. When I talk with their experts, their advisors, I feel like they’ve been in my shoes and we can have that collegial conversation about what we’re doing, about what they’ve seen in the space on a global level, and that’s really, really important to me.

How has Gartner impacted your career?

Now that we have Gartner for HR Leaders, one of the big benefits for me is that I now have access to more than simply talent. I now have access to learning and to recruiting and compensation, and for me as a talent leader for Ansell, the access I have to that insight is really helpful. It kind of broadens and it fits my role as a leader across talent acquisition, learning, and performance management.

What were your key challenges or priorities that led to you seeking support from Gartner?

The need to transform performance management for Alcoa was seen as the foundational, the building blocks to create a different work culture. And we started with redefining “an everyone” culture where development for all employees matter, not just focusing on a top talent or a select few in the organization.

How did Gartner help you address your top challenges?

Gartner supported this challenge in many ways. First, I would say just being able to leverage the advisory services and have some of that one-on-one counseling if you will. And then second, with some of the research, so what are other companies doing? How are they doing it? What’s working well, what’s not working? Really being able to leverage the value and the power of what the research is saying, as well as what other companies are doing to make sure that our internal changes are somewhat aligned with what’s happening in the marketplace.

How would you describe the value you received?

The Gartner partnership has had a positive impact on me and the team at large; one, just the speed of information that we’re able to leverage and share with the larger organization, with the business units has really brought a higher level sophistication to the work that we are doing, to the importance, and the credibility of the end product.

What specific initiatives has Gartner helped you address?

Several members on my team have seen or experienced, I would say positive impact with the membership. Most significantly has been our talent acquisition group who has used it a lot to really learn about what’s happening with the candidates. Seems like it’s so rapid, it’s hard to keep pace with so many things, but I know we’ve leveraged several things related to that. Also really looking at and assessing the skills of the talent acquisition advisors and how do we upgrade or upskill some of the individuals on the team. That’s been very helpful. And then also really helping us to measure and looking at some of the different metrics, so we’ve used the Gartner Recruiting Metrics tool as well.

What makes the partnership unique?

Based on my experience, working with Gartner has been very positive in that right upfront laying out kind of a strategy or a roadmap of the priorities that we have and working with our account rep to follow up on all those priorities so I don’t have to always worry about am I getting the most out of my membership from Gartner, are they following through.

How has Gartner impacted your career?

Really leveraging the Gartner partnership has personally has helped to elevate my relationship across the HR leadership team, as well as with some of the business leaders. When we can bring some data, benchmark data research on what other companies and best practice is doing, it’s really helped to elevate the discussion and bring it to a new level.

I've been in my CHRO role for two and half years and for the longevity and stability of the leadership team at my organization that still feels like I’m new in the role, I’m still building relationships and creating more credibility for my full HR organization. 

I'm able to utilize what the executive partner is bringing to me in the way of Gartner research, benchmarking and industry trends that I can then share with my senior team.

I think that the role of the Executive Partner has really elevated my confidence as well as my capability. 

There is a challenge that we have at Sammons Financial Group, a challenge that I've identified, and title the need for digital dexterity across our organization. And my thought was one that it was an HR role to play through our learning and development team. 

My Executive Partner really challenged that thinking saying, shouldn't it be owned by the business, supported maybe facilitated, with me going out and bringing the key stakeholders together. That was, you know,  something that when I heard her challenging me, made a lot of sense. It opened my eyes to a different perspective. 

My executive partner brings a wealth of experience herself as a CHRO, but also, she brings a wealth of the Gartner research behind her. When I have a question, when I have challenge, she is delivering just in time information to me that I can use, and that cuts through a very busy schedule. 

Español/Spanish

Soy Enrique Medina, director de estrategia y desarrollo organizacional en BBVA en México. 

Eh Un desafío que teníamos era el de las entrevistas de salida, las encuestas de salida de los empleados que renuncian voluntariamente. Llevamos más de dos años intentando hacerlo por nuestra cuenta, no lo logramos

Todo inició con una de las encuestas que hicimos con ustedes de uno de los benchmarks que llevan a cabo donde detectamos que nuestra rotación temprana era muy alta comparada a la industria financiera y comparado a otras industrias. Entonces esto no llevó a que queríamos entender el porqué y para hacerlo necesitamos a ver las entrevistas de salida. 

Es mucho más sencillo para métrico, podemos nosotros coger las preguntas, las respuestas, como las podemos ir llevando, con esa información que podemos utilizar en bases de dato para poder aprender mejor de los procesos de salida y poder contratar mejores personas, gracias a las herramientas de Gartner.

Hemos tenido muchos impactos, no, desde ayudarnos a generar un buen diagnóstico para futuras estrategias. También hemos recibido mucho apoyo para poder generar eficiencias en gasto, en la atracción de talento, en reducir la rotación de los empleados. 

Los análisis y estudios de Gartner de tendencias del mercado, de tendencias mundial, de innovación en recursos humanos, nos han ayudado y nos sigueran ayudando para entender los cambios que vienen y poder anticiparnos a ellos gracias a estos analysis que ustedes trabajan mucho y que se anticipan en el mercado. No hay otra organización que haga este tipo de analysis.

Ingles/English

I am Enrique Medina, director of strategy and organizational development at BBVA in Mexico. Our business is in the finance sector.

A challenge we had was around exit interviews, getting information from employees that left voluntarily. We spent two years attempting to address this issue on our own.

Everything started with an inquiry with did with you [Gartner] around a few benchmarks available where we detected that our retention rate was very high compared to other organizations in the finance industry and other organizations in other industries. This lead us to want to better understand why, and to do that we needed to process our exit interviews.

It is a lot easier for us to collect data, to customize questions and answers and access information we can use from databases so we can better understand the exit process and can find better hires thanks to Gartner’s tools. 

We have impacted the business in many ways, from helping develop future strategies and also receiving guidance to generate efficiencies across cost, talent attraction and in reducing turnover of employees.

Gartner’s analysis of market trends, global trends, human resources innovation, have helped us and will continue to help us to understand the changes that are coming so we can anticipate them thanks to the analysis you work hard on. There is no other organization doing this type of analysis. 

What were your key challenges or priorities that led to you seeking support from Gartner?

The need to transform performance management for Alcoa was seen as the foundational, the building blocks to create a different work culture. And we started with redefining “an everyone” culture where development for all employees matter, not just focusing on a top talent or a select few in the organization.

How did Gartner help you address your top challenges?

Gartner supported this challenge in many ways. First, I would say just being able to leverage the advisory services and have some of that one-on-one counseling if you will. And then second, with some of the research, so what are other companies doing? How are they doing it? What’s working well, what’s not working? Really being able to leverage the value and the power of what the research is saying, as well as what other companies are doing to make sure that our internal changes are somewhat aligned with what’s happening in the marketplace.

How would you describe the value you received?

The Gartner partnership has had a positive impact on me and the team at large; one, just the speed of information that we’re able to leverage and share with the larger organization, with the business units has really brought a higher level sophistication to the work that we are doing, to the importance, and the credibility of the end product.

What specific initiatives has Gartner helped you address?

Several members on my team have seen or experienced, I would say positive impact with the membership. Most significantly has been our talent acquisition group who has used it a lot to really learn about what’s happening with the candidates. Seems like it’s so rapid, it’s hard to keep pace with so many things, but I know we’ve leveraged several things related to that. Also really looking at and assessing the skills of the talent acquisition advisors and how do we upgrade or upskill some of the individuals on the team. That’s been very helpful. And then also really helping us to measure and looking at some of the different metrics, so we’ve used the Gartner Recruiting Metrics tool as well.

What makes the partnership unique?

Based on my experience, working with Gartner has been very positive in that right upfront laying out kind of a strategy or a roadmap of the priorities that we have and working with our account rep to follow up on all those priorities so I don’t have to always worry about am I getting the most out of my membership from Gartner, are they following through.

How has Gartner impacted your career?

Really leveraging the Gartner partnership has personally has helped to elevate my relationship across the HR leadership team, as well as with some of the business leaders. When we can bring some data, benchmark data research on what other companies and best practice is doing, it’s really helped to elevate the discussion and bring it to a new level.

One of the very important challenges that we have to face in my company in our industry is the shortage of workers that we need to meet our demand.And so, it was really important for us to have a good recruiting process and a good recruiting platform to be able to meet that.

The recruiting engagement diagnostic tool that Gartner had helped my talent acquisition leader understand where we were and what the gaps were that we needed to close. And as we're implementing that, it's also a way for us to monitor our progress.

What I love about my work with Gartner is the responsiveness, and I don't have to hire consultants. I start with Gartner, and I can understand what's available for me, whether it's tools or research.

The other thing that I am working with Gartner on right now is the employees experience because just as talent acquisition is an important element of our strategy, keeping our employees and keeping them engaged and making them part of a culture that it's unique. It's really important. Gartner has been a flexible and versatile partner for the different challenges that I deal with.

What challenges were you facing that led you to seek support from Gartner?

The challenge with talent gap is we see the environment changing dramatically around us. The skills that were relevant just a few months ago are a little less relevant now and there are a number of skills that are predominant and that are very important, not only now, but looking into the future that makes it really important for us to be on the front end of acknowledging where there are opportunities, where the skills are lacking, and how do we get in front of the talent curve such that we are ready for the workforce of tomorrow, not just dealing with the challenges of today.

How did Gartner help you address your top challenges?

Gartner helped me specifically address, again, a number of challenges. One is we talked a bit about the skill or the talent gap, but the other is as a Chief Human Resources Officer or Head of Human Resources, there are a number of things that are prevailing now that were not an issue just a few years ago. In particular, how to deal with executive compensation, how to deal with an evolving workforce, so having remote workers or those who are working in different parts of the country or even industries in the healthcare space, we are not just one thing. And being able to tick and tie the different skills that are required to deliver an outstanding member and employee experience, it’s complex and it’s not only complex for our customers, but it’s equally complex for our employees who are working in the business day by day. Gartner has really helped to connect the dots for lack of a better word to help understand what things need to be done in concert and in connection to drive the best outcomes.

How would you describe the value you received? 

The diagnostics and the surveys have been very helpful. It is a way to leverage what we’re seeing and what I’m seeing internally, again, against a database of employers who are similar either in size or in industry and I and -- team take full advantage of the diagnostics and the tools that are available. It’s a great way to validate what we’re seeing internally, but also helps us know when we may see a trend that is different than what the industry is seeing. And when that occurs, it’s another great opportunity and allows an opportunity for intervention at a time before things go too far off the rails. It’s an indicator that I can then reach out to my advisor, to other support staff to really help me understand how what I’m seeing is related to what the industry is demonstrating.

What makes working with Gartner different than any other company?

Oftentimes you work with a partner and what’s written on paper in terms of their availability, their access, the information that they have is one thing, but once the relationship begins you find that it’s different. Just go to a website, go to a portal, read this white paper. Having access to an individual and teams of people who are there to help leverage your data, leverage your experiences in your own corporation and translate that into actionable initiatives – help you translate them, that is – that’s been very meaningful, and that’s, again, something I believe has differentiated my experience with Gartner compared to my relationships with other partners.

How has Gartner impacted your career?

Gartner has helped translate and helped me get better at speaking the language of the businesses we support, and as a result, all of the great data and insights that we have, it’s like having the right package or the right  medium in which to share the information that’s best received and that’s been of value for me.

What were your key challenges or priorities that led to you seeking support from Gartner?

The need to transform performance management for Alcoa was seen as the foundational, the building blocks to create a different work culture. And we started with redefining “an everyone” culture where development for all employees matter, not just focusing on a top talent or a select few in the organization.

How did Gartner help you address your top challenges?

Gartner supported this challenge in many ways. First, I would say just being able to leverage the advisory services and have some of that one-on-one counseling if you will. And then second, with some of the research, so what are other companies doing? How are they doing it? What’s working well, what’s not working? Really being able to leverage the value and the power of what the research is saying, as well as what other companies are doing to make sure that our internal changes are somewhat aligned with what’s happening in the marketplace.

How would you describe the value you received?

The Gartner partnership has had a positive impact on me and the team at large; one, just the speed of information that we’re able to leverage and share with the larger organization, with the business units has really brought a higher level sophistication to the work that we are doing, to the importance, and the credibility of the end product.

What specific initiatives has Gartner helped you address?

Several members on my team have seen or experienced, I would say positive impact with the membership. Most significantly has been our talent acquisition group who has used it a lot to really learn about what’s happening with the candidates. Seems like it’s so rapid, it’s hard to keep pace with so many things, but I know we’ve leveraged several things related to that. Also really looking at and assessing the skills of the talent acquisition advisors and how do we upgrade or upskill some of the individuals on the team. That’s been very helpful. And then also really helping us to measure and looking at some of the different metrics, so we’ve used the Gartner Recruiting Metrics tool as well.

What makes the partnership unique?

Based on my experience, working with Gartner has been very positive in that right upfront laying out kind of a strategy or a roadmap of the priorities that we have and working with our account rep to follow up on all those priorities so I don’t have to always worry about am I getting the most out of my membership from Gartner, are they following through.

How has Gartner impacted your career?

Really leveraging the Gartner partnership has personally has helped to elevate my relationship across the HR leadership team, as well as with some of the business leaders. When we can bring some data, benchmark data research on what other companies and best practice is doing, it’s really helped to elevate the discussion and bring it to a new level.