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STAMFORD, Conn., September 16, 2021

Gartner ReimagineHR Conference: Day 1 Highlights

We are bringing you news and highlights from the Gartner ReimagineHR Conference, taking place this week virtually in EMEA. Below is a collection of the key announcements and insights coming out of the conference.

On Day 1 from the conference, we are highlighting the opening keynote and sessions on the new rules of engagement in the hybrid work environment and the next-generation manager. Be sure to check this page throughout the day for updates.

Key Announcements

Opening Keynote: The Equity Imperative — How Fairness Improves Performance

Presented by Brian Kropp, Distinguished VP, Research, Gartner

The recovery from the economic challenges induced by the COVID-19 pandemic is complex — while some segments of the labor force are excelling, others are still struggling. In this opening Gartner keynote, Brian Kropp, Distinguished VP, Research, Gartner, shared how HR processes must evolve to support new hybrid work models, including the risk of driving inequality across organizations.

Key Takeaways

  • “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.”

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The New Rules of Engagement in the Game for Equity

Presented by Alexia Cambon, Director, Research at Gartner

Employee engagement has historically been centered on the levels of satisfaction or happiness that an employee displays in their job. In this session, Alexia Cambon, Research Director, Gartner shared how HR must evolve traditional definitions and measurements of engagement to challenge prevailing thinking.

Key Takeaways

  • “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.”

The Next-Generation Manager: Why Some Leaders Build Exceptional Talent – And Others Don’t

Presented by Jaime Roca, Senior Vice President, Gartner and Sari Wilde, Managing Vice President, Gartner

The work environment has fundamentally changed. In this session, Jaime Roca, Senior Vice President, Gartner, and Sari Wilde, Managing Vice President, Gartner, discussed how managers need to play a fundamentally different role to help their teams navigate changing work environments and be ready for the future.

Key Takeaways

  • “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.”

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