Employee Engagement

Remote teams demand continuous feedback, not annual surveys. Learn how quarterly pulse surveys with 5-10 questions capture engagement trends, identify issues early, and drive action, while avoiding survey fatigue. Includes 96 research-backed questions for remote work assessment.

Most HR teams own engagement while managers account for 70% of the variance. Learn the behavioral science framework that helped 350+ companies shift engagement ownership to managers, achieving +48 eNPS improvements and 41% turnover reduction.

Distance changes how culture forms. Research shows that weak ties dominate remote work, spreading negativity quickly while good behaviors often remain hidden. Learn the network science behind distributed teams and systematic approaches that build trust and make values visible across distances.

A telecommunications company launched Happily.ai at their New Year party as a recognition platform. Through a phased approach, it evolved into a complete culture solution with 97% adoption, improved satisfaction, and reduced turnover. Learn how celebration became transformation.

Organizations substitute tools for caring: bonuses for motivation, surveys for noticing, one-on-ones for connection. The problem? They treat caring as episodic events, not continuous states. Research shows continuous feedback drives 40% higher engagement than annual approaches.

Discover what employee experience means in 2026 and why it's critical for business success. Learn evidence-based strategies to improve engagement, retention, and performance through intentional experience design. Includes 2026 trends, manager crisis insights, and actionable steps.

Discover data-driven strategies to boost employee engagement scores, improve eNPS by 48 points, and transform workplace feedback quality. Learn from behavioral science research and real-world results showing how the right interventions create measurable impact in 91 days.

Seven workplace trends reveal systemic dysfunction costing $438B globally. From "quiet cracking" to "job hugging," these aren't innovations—they're survival mechanisms for broken organizations. Data-driven solutions can transform symptoms into thriving cultures.

Most leaders misunderstand workplace vulnerability. It's not about sharing struggles—it's taking personal risks with positive expectations. Research shows this reframe transforms trust building through competence, benevolence, and integrity pathways for measurable performance gains.