“Inequity will be the biggest issue facing us as a society for the next 5 to 10 years.”

“More than 90% of companies are planning a hybrid world post pandemic. This creates new questions of fairness and differences between our remote, hybrid and in-office employees.”

“By creating a fair environment, a fair experience for employees, they're dramatically higher performing and they're less likely to quit. It is the right thing to do.”

“When leaders provide transparency, they get better talent outcomes, better quality of hire, and better retention decisions.”

“By being transparent, leaders can double the number of employees that have a fair employee experience.”

“How HR leaders frame the support they provide employees is just as important as the support they provide.”

“Even employees whose work cannot be separated from their location – whether they work in manufacturing, retail or healthcare – have greater expectations for flexibility. When these expectations are not met, they are letting their dissatisfaction be known.”

“Engagement is not just a signal of retention likelihood. It also has a high correlation with a number of other outcomes, such as well-being, inclusion, job satisfaction and psychological safety.” 

“Uneven experiences can lead not just to perceived inequity, but actual inequity.”

“Equity needs to be measured across all levels, so we can take into account the extent to which inequity is present in the work environment, and the extent to which it is having an adverse impact on engagement.”

“An employee’s connection to their work will be the most consistent experience in the hybrid environment, so understanding how connected they feel to their work will be a strong way to measure how engaged they are overtime.”

“Managers all around the globe are asked to operate in a more complex, urgent and at times unfamiliar circumstances, while achieving stronger and better results.”

“We are seeing a proliferation of skills across functions and roles, where the total number of skills required for a single job is increasing at 6% annually, and 29% of the skills that were present in an average job posting in 2018 will not be needed in 2022.”

“Employees want to be seen as people, not just workers, where work is a subset of their lives, and not separate from it.” 

“The Connector manager boost employee performance by as much as 45% and more than tripling the likelihood that an employee will be a high performer."

“It’s not about micromanaging employees’ work, but rather building deeper connections and understanding what employees need to perform more sustainably in their work.”