Where the most modern, best and next practices in talent management come to life.
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Retention has long been treated in employer research as a straightforwardly positive metric: higher is better. Gartner’s concept of regrettable retention complicates that assumption, distinguishing employees who remain out of genuine commitment from those who remain out of comfort or inertia. Best Practice Institute’s own research frames a related distinction, between organizational citizenship…
Employer branding research has traditionally measured internal outcomes: emotional connectedness, retention, and advocacy. A newer question deserves equal attention: does the external market ever actually see the culture the research verified? Based on Best Practice Institute research, validated across 1,800+ Most Loved Workplace® certified companies, organizations that build loved cultures see…
There’s a version of the employer brand conversation that’s become familiar to almost every CHRO I speak with. The culture is genuinely strong. The survey scores reflect it. Retention is above average. New hires consistently say the culture matched what they expected. And then: a candidate who seemed like a strong fit declines the offer. The post Employer Reputation Control: What the Research…
The question I hear most often from CHROs whose organizations are in a growth phase is a version of this: we’ve built something genuinely good here. How do we make sure it’s still true in three years when we’re three times the size? The research answer is consistent, and it’s more operational than most CHROs The post Culture at Scale: What the Research Shows About the Most Common Growth Failure…
The question I’m asked most often by CHROs in fields with structural early-career talent shortages, veterinary medicine, healthcare, technology, and others, is a version of this: we’ve built a genuinely strong culture, we take care of people well, our retention is above industry average. So why do we keep losing new graduates to competitors we The post What Young Professionals Actually Look for in…
CHROs at multi-location organizations ask a version of the same question more than almost any other group: how do we know if our culture is actually the same everywhere, or if it just looks the same on paper at headquarters? It’s a good question, and the research gives a clear answer. Why Single-Location Measurement Fails The post What the Research Shows About Culture Consistency at Scale appeared…
The question HR leaders ask most often about AI isn’t about internal productivity or automation. It’s about candidates. The question goes like this: we know our culture is strong, our employees are proud of where they work, and our survey scores reflect a genuinely loved workplace. Why are we still losing candidates to organizations we The post Answer Engine Optimization and Employer Brand: What…
The question I hear most often from CHROs isn’t about culture strategy. They’ve already done that work. The question is: we know our culture is strong. Our survey scores are high. Our employees stay. Our new hire feedback is positive. Why can’t we compete for the candidates we need? The answer is consistent. And it The post Culture and Employer Brand: What the Research Shows appeared first on Best…
I get a version of the same question from CHROs at mission-driven organizations more than any other category of leader. It goes something like: we know our culture is strong. Our survey scores are high. Our retention is above industry average. Our employees are proud of what we do. Why can’t we attract the candidates The post Mission-Driven Cultures and Employer Brand: What the Research Shows…
There’s a question I’m getting more often from CHROs right now, and it’s not the question I was getting two years ago. It’s not ‘how do we improve our Glassdoor score?’ or ‘how do we rank better on LinkedIn.‘ It’s this: ‘When a candidate asks AI about us as an employer, what does it say?’ The post AI Search Authority: What the Research Shows About Where Employer Brand Visibility Is Going appeared…
I get a version of the same question from CHROs almost every week. The wording varies. The underlying question doesn’t. It goes something like: we know culture matters, but I need data. Not sentiment. Not an anecdote. Measurable evidence that emotional connectedness at work actually predicts the business outcomes I’m accountable for. It does. Here’s The post Does Emotional Connectedness Predict…
