Has anyone implemented a survivor or compassion benefit for their employees? What are the eligibility criteria and dollar values? Has it been difficult to manage?
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I’m looking for guidance or examples of effective High Potential (HiPo) development strategies in manufacturing environments where: - Upward mobility is limited due to lean org structures and long-tenured leadership - Work is deliverable-centered and production-driven, with limited room for flexible scheduling - The majority of HiPos are frontline or mid-level talent not positioned for near-term promotion How have others successfully engaged and developed HiPo talent under these constraints?
Can you please share with me if you use Gartner's framework to assess potential? What are your experiences with it?
Yes, and they are paid91%
Yes, but they are not paid6%
No2%
We are currently revising our Travel Policy and would like to gather insights into the per diem rates other organizations offer for breakfast, lunch, and dinner when employees travel.
How do you gather feedback from new hires about their job experience? Select all that apply.
Employee surveys66%
Focus groups33%
One-on-one meetings with management22%
One-on-one meetings with HR leaders35%
Exit interviews 29%
Employee review platforms (e.g., Glassdoor) 3%
Employee engagement platforms (e.g., Workday Peakon, Culture Amp, etc.)21%
Internal communication tools (e.g., Slack, Teams, etc.) 11%
Data analytics & reporting dashboards 20%
Onboarding & training platforms (e.g., LinkedIn Learning, Coursera, etc.) 9%
We don’t currently have any tools to monitor this 13%
Something else (comment below) 5%