Data, we love analytics -- qualitative, quantitative, and understanding how people learn. I started thinking about how we gather together at the GOOD Network to understand the who, why, and how we measure results in our profession. It made me curious as to how many statistics we have kept about our organization and membership. Thus, I went to the board and as a collective group I am sharing the results:
The GOOD Network started in 2003 with three people. Kristin Chase, Jerry Salsburg, and Wendy Grauer. Every business starts with humble beginnings, and it is amazing to see how much we have grown. By the end of 2003, there were approximately 20 paid members.
Number of members at conception & current membership to date:
- April 1, 2018: 173 (64 corporate and 109 individual)
Membership highlights through the years:
- August 2012: 93 (14 corporate and 79 individual)
- November, 2013: 164 (39 corporate and 125 individual)
- November 2014: 181 (37 corporate and 144 individual)
- July 2015: 180
- July 2017: 182
With my entrepreneur hat on, I really enjoyed reviewing the historical side of GOOD Network. As an OD consultant, I love there are gaps and now we get to improve our processes. The nonprofit management consulting side of me also appreciate the numbers and wanted to serve our members greater value. Collecting data is one of the most important aspects of our roles in OD. I thought I would encourage everyone to do an annual check on how you collect data at your respective organizations (corporate partners) and if individual consultants, how you help your clients collect data.
I wanted to close with talent facts that we as consultants in HR and OD that might prove useful when sitting down at the table with our respective audience and clients. The info also makes for a cool infographic if you are so inclined to create and play. Hope you enjoy!
Isabella Johnston, President of Good Network
15 vital HR and talent facts that you should know heading into 2018 so you and your business can put your best foot forward.
1. Attracting high quality candidates is the top challenge for 76% of hiring managers (Glassdoor).
2. American employees are working harder than ever. Of those who receive paid time off, most used only 54% of their eligible vacation time in 2017(Glassdoor).
3. 53% of employees report wanting a stronger health and wellness focus(Mercer).
4. 79% of employees believe that employers should share responsibility for health and wellness with their staff, versus 11% who believe the responsibility is the employee’s alone (Westfield Health).
5. Employee opinion counts! 46% of employees say they’d be more engaged with wellness if their employer asked about their preferences (Westfield Health).
6. Moreover, 74% of employees reported feeling more satisfied, motivated, and loyal when they know an employer cares about their wellness (Westfield Health).
7. Replacing an employee costs employers 33% of that employee’s annual salary (Work Institute).
8. The average employee is 1.5% more likely to stay with a company when changing roles if offered a 10% raise on their base pay, even when controlling for job title, industry, business size, and location. (Glassdoor).
9. Everyone likes the ability to choose; 56% of employees want flexible work options (Mercer).
10. Employee turnover is 25% lower at companies that support remote work(OwlLabs).
11. There’s still something to be said for in-office work. Employees who spent 15 minutes socializing with coworkers during their workday exhibited a 20% performance boost (FastCompany).
12. If your staff does work remote, make sure you have the right video softwareto keep in touch, since video conferencing is 30% better for communication than audio alone (OwlLabs).
13. If you use talent software, make sure it’s in the cloud. Gartner predicts that by 2020, cloud revenue will account for over 62% of the global software market, up from 50% in 2017 (Gartner).
14. Diverse hiring is successful hiring. Gender and ethnic diversity are positively correlated with business performance by up to 15% and 35%, respectively (Gartner).
15. Just because you lose an employee, it doesn’t mean they hate you. 63% of employees rated their former employer “very good” or “excellent” after leaving the company (Work Institute).