Shares of Apple, Google parent Alphabet, Meta Platforms and Nvidia have soared in 2023. Excitement around artificial intelligence propelled the benchmark after a tough 2022. That year, the Nasdaq rallied 37.1% in the first half and finished 1983 up nearly 20%. The tech-heavy index has soared nearly 29% this year and is currently on pace for its best first half since 1983. The Nasdaq Composite has been on fire so far in 2023. Personal Loans for 670 Credit Score or Lower Personal Loans for 580 Credit Score or Lower It’s time for us to embrace the lead.Best Debt Consolidation Loans for Bad Credit This year’s Benchmark Study feels like a rallying cry to keep pushing forward. Every year you all have the courage to self-reflect, stretch and grow as leaders. Where are you with respect to these benchmarks? Where do you want to be? Review these insights with your organization’s leadership and decide where to invest your resources.Įmployee Relations has arrived because of the smart, vibrant community we’ve built together. The benefits of sharing aggregated outcomes data will most certainly outweigh the risks.Īs you dig into the new data, I encourage you to take an honest look with your team at your function’s practices and processes. With younger generations demanding more transparency, it’s imperative that employee relations leaders find the courage to guide their organizations in a thoughtful approach. 17%), data sharing across the board has remained low for the past three years. While sharing aggregated outcomes is more common among the Fortune 100 than organizations overall (27% vs. The lack of transparency excuses accountabilityĪnd weakens employee trust that the organization takes concerns and issues seriously. The data around ER transparency signals a widespread fear of sharing aggregated outcomes with the workforce. What’s more, employee relations teams must commit to non-negotiable values including transparency, empathy and fairness if they want to build trust during what is sure to be a sensitive time to lead. To address pervasive mental health concerns, employee relations professionals will have to tighten investigative processes, improve anonymous reporting technology, invest in better aftercare processes and upskill team members. Two-thirds of organizations saw an increase in mental health cases in 2022. This is the first year we’ve measured mental health case volumes and the results deserve our attention. In the post-pandemic, hybrid work era, ER professionals are facing a sharp rise in mental health related issues.
Benchmark research how to#
Let’s wrap our minds around how to navigate the surge in mental health issues. Simultaneously, as younger generations transform the demographics of our workforce, we are leading at a time when expectations for transparency and accountability are at the highest levels ever seen. We are the leaders charged with pulling our people and organizations through this plight. While we’ve emerged on the other side of the pandemic, the impact on employees’ mental health is far-reaching. As the annual data builds, we’re strengthening our case for dedicated budget, specialized technology and powerful analytics on par with traditional HR categories including recruiting and learning.Īside from bolstering confidence in the employee relations function, this year’s data provides a striking reminder that living through times of great change requires courageous leadership.
As you’ll read in this report, established ER norms are validating our scope and benchmarking our maturity. The results of our Seventh Annual Employee Relations Benchmark Study are a clear signal that Employee Relations has not only arrived as a full-fledged function, but it also faces a critical moment to grow in its leadership.
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