Inspirus Blog

By Kelley Briggs
There is no one way to “do HR” right — but many of the traditional models and practices in the HR scope are quickly becoming outdated, so there are lots of ways to get it wrong. Today’s HR leaders are expected to be in tune with the needs and expectations of employees and job seekers. In broad strokes, those include the desire to feel supported and included at work, to have access to real career opportunities and to have the flexibility and freedom to fit work into their lives, rather than the other way around. HR leaders and C-suite executives are at a crossroads: they must identify outdated practices and craft a new HR playbook, or risk falling behind and losing employees to organizations who have already redefined the strategic role of HR. 

By Kelley Briggs
If you haven’t asked your employees what’s important to them lately, now is the time. We see a critical need for organizations to develop ongoing processes for gathering — and acting on — employee feedback.

By Andy Davis
Last year, Forbes suggested a list of technology investments including cloud cost optimization, integrated software delivery platforms, business applications that protect assets and people, resilient operational infrastructure, distributed data platforms, and more. HRExecutive.com reported data from WorkTech showing how global HR technology capital investments would outperform the rest of the market through the first half of 2022. So, while the rest of the market is sluggish, HR tech continues to thrive. Why?

By Theresa Harkins-Schulz
Building a workplace community that is supportive and social has the potential for positive impact on both company morale and productivity. Both employees and the organizations they work for benefit.

By Aspen Christopher
May is Mental Health Awareness Month, an important commemorative event that could, sadly, go on year-round. It’s a movement to raise awareness about mental health — something that both employers and employees are, unfortunately, well aware of these days.

By Mia Mends
With the recent release of Sodexo's 2017 Global Workplace Trends Report comes a compendium of rich content from one of the world’s largest employers along with global news sources and nearly 50 subject matter experts from renowned academic institutions, associations, consultancies, foundations, NGOs, research groups, think tanks and more.

By Kelley Briggs
In the past two years, HR leaders have seen talent recruitment and management turned upside down and inside out. The ‘Great Resignation,” hybrid work arrangements, and “quiet quitting” have impacted how HR leaders do their jobs, how employees respond to the “new normal” in their workplace, and what role organizations play in satisfying employees’ personal goals. One thing we have learned is when organizational leaders make an investment in the long-term success of their employees (a proactive mindset) rather than simply getting bodies back into seats (a reactive response), employees are happier and more motivated to perform at their highest levels.

By Kelley Briggs
When G W Haltom opened Haltom’s industries in 1893, the company was known as a jewelry manufacturer that made belt buckles, lapel pins, rings, and watches — including some used to mark employees' service anniversaries or reward them for their hard work. Fast forward 130 years and it is unlikely he could have known how impactful his vision was, as Inspirus has now become a leader in employee recognition and employee engagement services. Let’s take a trip down memory lane.

By Kelley Briggs
When the term “quiet quitting” emerged in March of 2022, it painted a picture of lazy, entitled employees — or at least those with unrealistic expectations about their work.

By Kelley Briggs
The now popular term “employee engagement” was originally coined by Professor William Kahn with Boston University in 1990 in his paper, “Psychological Conditions of Personal Engagement and Disengagement at Work.”

For many organizations — especially service organizations — employees are their primary resource. In any company environment, though, employees are a critical driver of organizational success. Their feedback is critical to improving the employee experience, company culture, and business operations.

By Theresa Harkins-Schulz
The pandemic and mass exodus of the Great Resignation gave organizational leaders a wake-up call: work culture needs to improve. Your organization already has a culture and you might think you know what it is — but your employees can tell you the real, whole story about the culture you actually have. And chances are, your culture could stand some improvement, even if you think your employees are happy.

We have created a diagnostic employee feedback survey tool through its employee engagement platform, Connects. A collaboration between Inspirus and human insight partner, The Happiness Index, now gives organizations a single solution that measures employee sentiment and delivers insights that can improve employee engagement strategies, elevate company culture, and drive business success.

By Paula Ambrozic
Anyone who’s ever had a job knows how important the relationships between people at work can be. From the caring boss to the helpful coworker, positive relationships can improve our day-to-day experiences, improve employee engagement, and even boost retention. And on the flip side, negative employee relationships (or even those that just aren’t positive enough) can have a dramatic impact on how we feel about our jobs.

By Kelly Briggs
Trust is the foundation on which successful teams and positive team culture is  built. But recent world events like the pandemic has had a massive negative impact on trust in institutions around the world, according to global PR firm, Edelman, which conducts an annual “trust barometer” to monitor trust across four institutions — business, government, non-governmental organizations (NGOs) and media.