Featuring scholarly and practitioner insights from HR and people leaders, industry experts, and researchers.

In this HCI Webinar, I talk with Dr. Lee Bowes about the jobs report and slowing hiring. Dr. Lee Bowes is the Chief Executive Officer of ⁠America Works⁠, a private workforce development organization founded in 1984. She joined the company in 1987 and co-developed the "Work First" theory, which emphasizes private-sector employment as the primary path out of poverty. Founded in 1984, America Works is a national workforce development organization committed to delivering real jobs, real support, and real results. With more than 30 million clients serving across 50+ states, America Works helps job seekers overcome employment barriers through rapid placement, individualized support, and employer partnerships. The organization places clients on average in about seven weeks and maintains a retention rate of more than 70%, reflecting its performance-based approach to workforce success.

In this HCI Webinar, Dr. Jonathan H. Westover talks with Nicole Alvino about the role of communication in employee experience, and how intelligent communication can be used to boost employee engagement and connection. Nicole Alvino (https://www.linkedin.com/in/nicolealvino/) is a visionary entrepreneur and CEO with a passion for transforming the employee experience. As the Founder and Chief Executive Officer of Firstup, a leading enterprise SaaS company, Nicole is responsible for driving innovation and growth in employee experience, engagement and communications. She believes that investing in employees is key to building high performance cultures that improve the top and bottom lines of any business, and is proud to call 50 of the World’s Most Admired Companies customers. Nicole’s commitment to leader transparency and employee experience began after her first job at Enron, was the foundation of how she built and led the first company she founded, Dermalounge, and continues in her work at Firstup. With a focus on leveraging technology to empower employees and improve business outcomes, she works closely with leaders of some of the world’s largest companies to ensure that their workforces are more aligned and agile. She is a vocal advocate for the importance of investing in an incredible employee experience and regularly contributes to publications such as Entrepreneur, Forbes, and Fast Company. Nicole holds a B.A. in Economics from Vanderbilt University and an MBA from Stanford Graduate School of Business. She is a leader in her field and an inspiration to other women entrepreneurs. She lives in Seattle with her husband and three sons.

This research explore the critical link between knowledge-sharing networks and employee retention, specifically within high-pressure technology sectors. The research argues that retaining top talent depends less on digital tools and more on creating psychological safety, which allows staff to share ideas without fear of judgment. While professional isolation in remote or hybrid settings can weaken an employee's desire to stay, informal collaboration acts as a powerful bond that strengthens organizational commitment. To combat high turnover, businesses must move away from purely transactional management and prioritize relational infrastructure. By fostering a culture of inclusive leadership and shared learning, organizations can ensure that valuable expertise remains within the company. Overall, the research provides a comprehensive framework for building sustainable retention through authentic human connection and supportive knowledge exchange.

This research explore the critical link between knowledge-sharing networks and employee retention, specifically within high-pressure technology sectors. The research argues that retaining top talent depends less on digital tools and more on creating psychological safety, which allows staff to share ideas without fear of judgment. While professional isolation in remote or hybrid settings can weaken an employee's desire to stay, informal collaboration acts as a powerful bond that strengthens organizational commitment. To combat high turnover, businesses must move away from purely transactional management and prioritize relational infrastructure. By fostering a culture of inclusive leadership and shared learning, organizations can ensure that valuable expertise remains within the company. Overall, the research provides a comprehensive framework for building sustainable retention through authentic human connection and supportive knowledge exchange.

This research explore the critical link between knowledge-sharing networks and employee retention, specifically within high-pressure technology sectors. The research argues that retaining top talent depends less on digital tools and more on creating psychological safety, which allows staff to share ideas without fear of judgment. While professional isolation in remote or hybrid settings can weaken an employee's desire to stay, informal collaboration acts as a powerful bond that strengthens organizational commitment. To combat high turnover, businesses must move away from purely transactional management and prioritize relational infrastructure. By fostering a culture of inclusive leadership and shared learning, organizations can ensure that valuable expertise remains within the company. Overall, the research provides a comprehensive framework for building sustainable retention through authentic human connection and supportive knowledge exchange. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

This research explore the critical link between knowledge-sharing networks and employee retention, specifically within high-pressure technology sectors. The research argues that retaining top talent depends less on digital tools and more on creating psychological safety, which allows staff to share ideas without fear of judgment. While professional isolation in remote or hybrid settings can weaken an employee's desire to stay, informal collaboration acts as a powerful bond that strengthens organizational commitment. To combat high turnover, businesses must move away from purely transactional management and prioritize relational infrastructure. By fostering a culture of inclusive leadership and shared learning, organizations can ensure that valuable expertise remains within the company. Overall, the research provides a comprehensive framework for building sustainable retention through authentic human connection and supportive knowledge exchange. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Traditional performance reviews are broken—but what comes next? This research explores the Integrated Personnel Evaluation Model and unpacks three critical tensions facing modern workplaces: Can algorithms be objective without losing human legitimacy? How do we collect continuous performance data without destroying employee trust? And can evaluation systems control and develop employees at the same time? The research reveals why the future of performance management isn't about choosing between data and empathy—it's about integrating both. It examines how AI analytics, HR metrics, and psychological safety research are converging to create evaluation systems that are more precise yet more human-centered than ever before.

Traditional performance reviews are broken—but what comes next? This research explores the Integrated Personnel Evaluation Model and unpacks three critical tensions facing modern workplaces: Can algorithms be objective without losing human legitimacy? How do we collect continuous performance data without destroying employee trust? And can evaluation systems control and develop employees at the same time? The research reveals why the future of performance management isn't about choosing between data and empathy—it's about integrating both. It examines how AI analytics, HR metrics, and psychological safety research are converging to create evaluation systems that are more precise yet more human-centered than ever before.