In recent years, the global labor market has faced a challenging mix of health crises, economic turbulence, and geopolitical uncertainties, with vulnerable populations most severely affected. In response, companies are taking on greater roles in supporting vulnerable groups while championing diversity, equity, and inclusion (DEI). The surge in companies adopting DEI programs underscores the growing recognition of DEI as a strategic imperative and a driver for improving work performance.

DEI is a framework that promotes fair treatment and equal opportunities for all employees across a spectrum of protected characteristics, including age, race, religion, gender, and more. The three components of DEI are deeply intertwined (see Figure 1). Each plays a role in establishing workplaces where all employees can thrive. They cannot be addressed as stand-alone criteria, requiring a collective approach to create a truly inclusive and equitable workplace.

The significant value and impact of DEI in various aspects of work make it a moral imperative and an essential strategic requirement that businesses must not underestimate or overlook.

For instance, the “2022 Global Inclusion and Diversity Transparency Report” by intelligent power management company Eaton emphasized the success of its Stretch Assignment Marketplace (SAM), where diverse teams of employees handled 86 business challenges across multiple areas. Employees can select projects that interest them, with up to six people per team allowed six months to finish each challenge. Notably, the company saw an 18% increase in the number of projects submitted compared to the previous year. One of Eaton’s notable achievements is its inclusion in Newsweek’s 2023 Top 100 Global Most Loved Workplaces® list and certification by Great Place to Work® in 2023.

 

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This is an excerpt from the cover story of Performance Magazine Issue No. 28 – Employee Performance Edition titled ”From good intentions to great results: developing initiatives and metrics for DEI success.” To read the full article, download a free digital copy of the magazine via TKI Marketplace or purchase a printed copy from Amazon.

New self and career opportunities emerge every day when working in a community of diverse cultures like The KPI Institute (TKI). Discover what it is like to learn and improve in TKI, directly from the top performers for August 2022.

The TKI People Awards series features the employees and teams recognized by TKI for going above and beyond expectations, excelling as team players, and creating a tremendous impact on the company.

 

 

Kellen Adelvia

Business Development Specialist

Kuala Lumpur Team

 

1. What does receiving the Employee of the Month award mean to you?

Kellen: It is an appreciation from my team members, which means that I contribute and make an impact on what I am doing. They recognize my performance, value, and work. 

2. What is your favorite accomplishment so far at TKI?

Kellen: My favorite accomplishment so far is when our team won the Team of the Month award, working closely with my team members is an honor for me. 

3. How do you find a solution when you are faced with a challenge at work?

Kellen: I was always supported by my team. Challenges feel lighter since my team is always able to help me with suggestions and solutions. Often, we brainstorm together to achieve solutions.

4. What would be the three main career lessons that you have learned thus far?

Kellen: The main three career lessons that I have learned so far are the importance of diligence, collaboration, and having great motivation at work.

 

 

Shaza Bsat

Marketing Manager

ILMS

 

1. What does receiving the Employee of the Month award mean to you?

Shaza: I will always remain grateful to my coworkers for considering me for the Employee of the Month award.  In light of the acknowledgment of my efforts, I am more committed than ever to contributing my full potential to the success of the organization. Working in ILMS, where every new idea is heard and nurtured, has been a wonderful experience for me.

2. What’s your favorite accomplishment so far at TKI?

Shaza: One of my proudest moments as a Marketing Manager for ILMS and LMSL was participating in the rollout of both organizations, including all their centers and labs. I carried out market research, conducted interviews with potential customers, and developed an overall launch strategy.

In addition, my coworkers relied on me to manage several distinct marketing streams, each with its own unique set of tasks and responsibilities.

However, the greatest achievement I can think of is being part of the most incredible marketing team and getting to know all those wonderful people. Whenever their team needs them, marketers are always there to step up.

3. How do you find a solution when you are faced with a challenge at work?

Shaza: Cultural differences make working at a young startup an intriguing experience. Working together over the past year has shown me that having a team with such varied cultural tendencies can be challenging. But it also has a lot of benefits and opportunities. Working in a startup is a fantastic way to gain experience in a variety of fields, discover your ideal working conditions, and launch a successful career. 

Something I have learned is to always remind myself that my efforts are serving a cause I care deeply about and believe in. I always have faith in my abilities and know that I have the support of my teammates.  Adopting a “growth mindset” has been the most effective way for me to overcome any obstacles and challenges.

4. What would be the three main career lessons that you have learned thus far?

Shaza: As you might imagine, working at ILMS is a one-of-a-kind opportunity. The lesson I have learned is that education is lifelong and ongoing. Throughout your career, you will inevitably come across individuals with more relevant work experience than you do. The knowledge and wisdom of those more experienced can be invaluable to your own development. You can become a well-rounded, knowledgeable, and content person if you have a growth mindset throughout your life. 

I have realized that working and improving as a team is the key to professional success as well. Certainly, I am responsible for my own tasks but the progress of enterprises depends on the efforts of a dedicated team. In order to be successful, large-scale projects require input from multiple stakeholders.

One last thing I have picked up is faith in the strength of defeat. A new opportunity for self and career improvement is presented with every setback. Nothing beats experience to learn what doesn’t work. Successes and setbacks alike can be viewed as stepping stones on the path to eventual mastery. You get to decide the lessons you learn from setbacks.

 

 

Islam Salahuddin

Data Analyst

Research Division

 

1. What does receiving the Employee of the Month award mean to you?

Islam: I highly appreciate it as a sort of recognition and more importantly as feedback, which is essential to individual and organizational development.

2. What is your favorite accomplishment so far at TKI?

Islam: My favorite accomplishment so far at TKI is working on TKI’s first global index for government performance. I had the opportunity to practice many of my skills and learn new ones. The project involved critical thinking and problem solving as well, two sets of skills that I always welcome to sharpen. 

3. How do you find a solution when you are faced with a challenge at work?

Islam: I recognize that challenges are an integral part of the learning process. I give myself first the space to reflect on the challenge and find a way to overcome it. Also, I look for help! Whether referring to online communities or colleagues, asking for help when needed always has a learning benefit.

4. What would be the three main career lessons that you have learned thus far?

Islam: First, it is okay to be uncertain. Second, it is normal to feel overwhelmed. Third, what may help with the previous two lessons is to be flexible, adaptable, and a little more resilient.

 

 

Soha Abozaid

Marketing Manager

Maentae

 

1. What does receiving the Employee of the Month award mean to you?

Soha: It was priceless to me, and having my work appreciated is what makes me keep up the good work all the time.

2. What is your favorite accomplishment so far at TKI?

Soha: We are making huge progress in our startup so far. Having a full business created from an idea is making me more excited about my role at TKI.

3. How do you find a solution when you are faced with a challenge at work?

Soha: Every time I face challenges at work, I always search for new techniques that would help me cope with a particular challenge, and this practice eventually helps me upgrade my skills.

4. What would be the three main career lessons that you have learned thus far?

Soha: The three main career lessons that I have learned are (1) to never give up on an idea, (2) to keep upgrading your skills, and (3)  the main power is in the team.

 

 

Shorouk Mohamed

Senior Graphic Designer

Biodigy

 

1. What does receiving the Employee of the Month award mean to you?

Shorouk: I received it on time because I have worked restlessly for the past months on important projects that were totally out of my comfort zone. So, it feels good to know that my hard work through the last period has been noticed and appreciated and that I can achieve things that I thought I was not good at.

2. What is your favorite accomplishment so far at TKI?

Shorouk: My favorite accomplishment so far, working at TKI, is designing the brand identity for ILMS and LMSL Centers and Labs.

3. How do you find a solution when you are faced with a challenge at work?

Shorouk: I usually search for a solution first online if it is related to a design challenge and if it does not work, I contact my art director for his opinion and help.

4. What would be the three main career lessons that you have learned thus far?

Shorouk: The three main career lessons I have learned so far are:

1. No matter how experienced you might be, there will always be something new to learn.
2. Sometimes accomplishing a task on time with an acceptable outcome is better than (and much needed) accomplishing a task with a perfect outcome but missing the deadline.
3. A manager that is supportive, understanding, and believes in the capabilities of employees can definitely make employees do wonders and boost their self-confidence.

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The KPI Institute is an internationally recognized organization that specializes in business performance. It offers research projects in 12 practice areas, such as strategy, key performance indicators, employee effectiveness, and customer service, as well as innovation performance.

In order to share insights, the KPI Institute makes use of a number of publications, subscription services, and a knowledge portal that is accessible to registered members. To learn more about TKI, visit https://kpiinstitute.org/

The Great Resignation made front-page news in 2021 and remains a labor market talking point this year. According to the Job Openings and Labor Turnover Survey (JOLTS), the Great Resignation in the United States continued in February 2022, with more than 4.3 million people quitting their jobs after a series high of 4.5 million in November 2021. 

While Willis Towers Watson’s 2022 Global Benefits Attitudes Survey estimates that only 11% planned to look for a job in the first quarter of 2022 out of 44% job seekers, employees quitting their jobs continues to become a trend in the second quarter and even went viral on TikTok. 

The hashtag #greatresignation gained over 163.5 million views on the popular video-sharing mobile application, followed by #quittingmyjob with over 123.6 million views. TikTok users share their working conditions that urged them to quit. 

One of them shared that employees have to report to work even if they tested positive for COVID-19. According to @saygracee23 in her #quittingmyjob video that has over 1.2 million views, employees avoid being late or absent to get eligible for bonuses. Since they are understaffed, her employer pledged a 100 USD bonus per paycheck if an employee has no call-outs.

Another user named @annamsutter, who claims she is an “achiever since birth,” decided to quit her job due to struggles at work. She said, “no job should make you compromise your mental health, physical health, your well-being, personal relationship, and your personal life in general.” Her #greatresignation video has 1.7 million views.

What HR Managers Can Do

Reevaluate work setup. Mark Lobosco, Vice President of Talent Solutions at LinkedIn, mentioned in his article on LinkedIn that employees, as well as job hunters. now prefer a good work-life balance career over competitive benefits and compensation. 

Employees also desire flexibility. They want to be able to work from anywhere, at any time, and in whatever way they can. Results of a Flexjobs survey revealed that work flexibility has a “huge” or “positive” impact on employees’ quality of life. If companies allow people to enjoy flexibility, HR managers should ensure that policies and programs regarding work arrangements meet the needs of employees and are also aligned with business goals.

Welcome diversity in the workplace. Culture is one of the factors that compel employees to leave. The organization must foster an environment in which it is safe for their employees to be themselves. HR managers must promote diversity consistently in different areas, starting from how employees are recruited and interviewed to their access to programs that promote growth and inclusion. HR managers must ensure that policies affecting diversity should lead to inclusion in the workplace.

“Employees are more comfortable in organizations where diversity, equity, and inclusion are being promoted. Reversely, employees felt an aversion towards experiences of disrespect and unethical behavior within the company,” Manoj Dubey, a consultant at The KPI Institute, wrote in his article on Performance Magazine titled “The Great Resignation and the Requirement of a Data-driven Approach from HR.”

Use the right metrics and KPIs. Human resource professionals are rethinking their roles, culture, and values in response to the Great Resignation. Recruiting and retaining talent has become a challenge for them due to the changing preferences in the job market. Data can help HR predict trends and problems, determine what needs to be done or improve in different areas, and understand what employees need from their workplace. 

One of the things they should pay attention to and explore further is the use of key performance indicators (KPIs). The KPI Institute released The Top 25 Human Resources KPIs – 2020 Extended Edition report, which compiles the most popular 25 KPIs used by Human Resources divisions throughout 2016 and 2020. The 25 Human Resources KPIs identified are categorized into seven divisions:

• Compensation and Benefits capabilities capitalize on the value of effectual reward systems.
• Efficiency and Effectiveness divisions are concerned with the measurement of productivity achievement.
• Recruitment teams monitor the overall effectiveness of the recruitment process.
• Retention focuses on employee satisfaction, engagement, and turnover.
• Talent Development refers to brandishing human capital potential in a manner that maximizes its contribution to the overall performance of the organization.
• Working Environment focuses on the consolidation of a productive working environment that harnesses workforce performance.
• Workforce references job stratification and employee distribution as part of an integrated performance management system.

Learn more about the 25 most popular human resources KPIs today and read about the best practices in KPI selection and documentation. Download The Top 25 Human Resources KPIs – 2020 Extended Edition now!