Steve Hunt’s Post

Why don't employees get developed at your company? Your company doesn't hold managers accountable for it. Pretty sure HR can change this. Why is it not happening? (Data is a sneak peek from the 2024 High Performer and High Potential Development Report, out this Tuesday).

📢 Noise or something worth paying attention to? Every day we are bombarded with headlines, stats, and opinions on how the future of work is evolving. So, how do you know what's real or what's noise? You don't need a PhD to identify low-quality research. As a reader, you can learn to discern what makes research worth your attention. This is what took me 10 years of college-educated training, and I'm here to share it with you. 1. It's more than just trusting the findings because of a large sample size. Who took your survey? I am looking for basic sample descriptives on the "1,000 workers" driving the headline and conclusions. You'll find that many survey designs opt for "general population" survey research because of costs and timing, which basically means anyone 18 years or older, working in any sort of work arrangement (full-time, part-time), within any industry (retail, hospitality, professional services) are viewed as the same. 2. Can the results really be generalized? The best and hardest part about studying human attitudes and behaviors at work is that context matters greatly. What a worker's experience feels and looks like in tech is very different than what it may be in healthcare. Most headlines fail to acknowledge that what may be true in one context fails to be true in another. 3. Most peer-reviewed academic research isn't published unless it is longitudinal, meaning it represents more than just a point-in-time study. This can be hard to do in applied research studies, but research findings reported over a period of time are more likely to account for confounding factors. For this reason, I am so excited about our upcoming Upwork research study on #AI, which looks at a trend over a series of time. Stay tuned... 4. But point-in-time studies still give us a good pulse on what's happening in that particular time period. I run point-in-time studies because they're more feasible and give us a good sense of attitudes or behaviors at a particular moment at work. Just know that these survey findings likely have about a six-month shelf life before it's time to collect another set of findings. Headlines that are pulled from a singular survey study ran a year ago give me pause. So, as a reader, keep an eye out for who is represented in the data, whether the headline accounts for the context in which the study was actually fielded, and whether it accounts for a period of time or just a point in time. Ask yourself, is the survey data still relevant? The smarter we all get collectively on research, the better judgment we can use when generalizing findings. Applied research friends, what else am I missing?! Molly Sands, PhD Rebecca Hinds, PhD Lauren Pasquarella Daley, PhD Gabriela (Gabby) Burlacu Tchicaya Ellis Robertson, Ph.D. Christina Janzer #futureofwork #research #survey

Solutions Spotlight Day - Part 1 (9am-12pm CST) Ever wish you had an opportunity to gain insight into leading Talent Technology without scheduling a series of demo calls? Tune in to our new Talent Solutions Spotlight Day for an opportunity to view a curated list of TA vendors. - Livestreamed all day so you can hop in & out based on time and interest. - You'll have the ability to ask questions via chat. - Leave-behind knowledge pieces will follow each presenter - Clearly organized into key categories: Search - Engage - Select - Hire - Startups Explore what's available in today's tech stacks without issuing a single RFP. CURRENTLY SCHEDULED TO PRESENT: Appcast Aspen Tech Labs Cielo Crosschq DICE Findem Hackajob Hirevue JobSync Paradox Plum Poetry Shaker Recruitment Marketing Social talent SparcStart (More details and each solution and demo time slot will be released as we get closer to the event date - so register now for updates!)

What makes a great manager truly great? Our recent research at Worklytics has uncovered quantifiable factors that significantly impact manager satisfaction. By analyzing extensive data, we've identified the key behaviors and practices that differentiate highly effective managers from the rest. 📊 Here is a data-driven breakdown of what makes a great manager: Lower Manager Satisfaction: ➡ Infrequent manager 1:1s (-22% lower score): Managers who don't hold regular one-on-one meetings with their team members see a significant drop in satisfaction levels. ➡ Signs of micromanagement (-12%): Micromanaging behaviors are detrimental, leading to lower satisfaction scores. ➡ Manager overloaded (-18%): Overloaded managers struggle to maintain high satisfaction levels, affecting their performance and team morale. ➡ Team size ≥ 10 (-12%): Larger teams tend to have lower satisfaction scores, possibly due to the increased complexity of managing more people. ➡ >15 after-hours conversations per week (-17%): Excessive after-hours work conversations indicate poor work-life balance and contribute to lower satisfaction. ➡ No in-person interactions in > 6 months (-16%): Lack of face-to-face interaction over extended periods correlates with a decline in manager satisfaction. Higher Manager Satisfaction: ➡ Weekly manager 1:1s (+9% higher score): Regular weekly one-on-ones are a strong positive driver of manager satisfaction, promoting better communication and engagement. ➡ Manager in 20-30% of meetings (+7%): Managers who participate in the right amount of meetings (not too few, not too many) tend to have higher satisfaction scores. ➡ Manager work-life balance (+8%): Managers who maintain a healthy work-life balance report significantly higher satisfaction. ➡ Team size < 7 (+9%): Smaller teams are easier to manage effectively, leading to higher satisfaction scores. ➡ Minimal after-hours activity (+6%): Keeping after-hours work to a minimum is crucial for maintaining manager satisfaction. ➡ In-person interaction within last month (+8%): Regular in-person interactions boost satisfaction, emphasizing the importance of face-to-face engagement. 🌟 Special Offer: We're offering a free Manager Effectiveness Analysis to the first 10 companies who qualify! Feel free to send me a DM if interested. For full details on our Manager Scorecard and Manager Effectiveness Analysis, check the comments below. What data-driven strategies have you found most effective in enhancing manager satisfaction? #PeopleAnalytics #ManagerEffectiveness #HRAnalytics #TalentManagement #TalentAnalytics

HR data is useless...unless you use it. Michael Grimm discusses techniques and challenges to unlocking the power of #workforcedata in this week's featured episode of Integrate or Die. To watch Jordan Katz and I go through the experience of learning things we didn't know we didn't know but should have known long ago check out the episode here: https://lnkd.in/gZsRMthy To binge watch all of Season 1 of Integrate or Die featuring interviews with Adam Greenberg Benjamin Granger Bryce Winkelman Imran Sajid Jenny D. Maria Colacurcio Mary Poppen Michael Grimm Michael Pawlyszyn Jim Newman Mike Hudy Michael Fitzsimmons Paul Rubenstein Russell Fadel Sam Passman Sujit Karpe Thomas Otter go tohttps://lnkd.in/g8vTzEeH A special thanks to our sponsor HRIZONS, an HR Cloud Company and Craig Dow our production manager. I'll be back next week with 3 reasons for listening to our next featured episode