In 2025, 20% of employees worldwide were engaged at work and 16% were actively disengaged, according to Gallup’s global workplace measurement, with the remaining 64% sitting in the middle as not engaged (global, data year 2025). That single line does two jobs at once. It tells you the majority of
Formal training time per employee is shrinking. The Association for Talent Development’s 2025 benchmark research reports that “In 2024, the average number of formal learning hours used per employee was 13.7, down from 17.4 in 2023.” Development budgets did not disappear, but the classroom hours did, and the informal methods
Most people programs are not cancelled because someone proved they failed. They are cancelled because nobody in the budget meeting could say what moved, by how much, and against what baseline. That is a measurement problem before it is a funding problem, and it is getting harder rather than easier:
Most Organizations already know their engagement numbers are soft. What they usually lack is a program: a named owner, a repeatable cycle, a budget, and a short list of things that will genuinely change between one survey and the next. The gap is rarely about intent. Most leaders (85%) say
To increase employee engagement in healthcare, fix the conditions that shift work creates. Give night and weekend staff asynchronous ways to be heard, pair new clinicians with trained preceptors and mentors inside their own unit and shift pattern, separate burnout from disengagement before you treat either, engage non-clinical staff on
Most mentoring programs do not fail because people dislike mentoring. They fail because one coordinator is running enrolment in a spreadsheet, matching by hand, chasing meeting confirmations by email, and rebuilding the same board report from scratch every quarter. The work is real and it is invisible, which is exactly
The biggest employee engagement challenges are managers promoted for output rather than for people, no visible career path, onboarding that stops at week two, the three month engagement cliff, hybrid schedules nobody agreed on, remote staff with no informal contact, frontline workers outside every system, teams that never overlap in
In 2025, 20% of employees worldwide were engaged at work while 16% were actively disengaged, according to Gallup’s ongoing global measurement of the workforce. Most organisations reading a number like that reach for their annual survey to see whether it applies to them. Then they find something confusing: the survey
Group mentoring programs can improve remarkable results: 77% of companies reported that mentoring programs increased employee retention. 44% of employees still lack access to mentors, and poorly designed programs can backfire. Execution makes the difference between success and failure. This piece shares proven mentoring best practices I’ve learned from running
In 2025, 20% of employees worldwide were engaged at work and 16% were actively disengaged, according to Gallup’s global workplace measurement, with the remaining 64%
You know your association needs a mentoring program, but setting clear mentoring program goals and objectives examples that drive results can feel overwhelming. Mentoring programs
A dental mentorship program can bridge the gap between dental school and real-life practice. Textbooks don’t always address the challenges that the transition from student
Effective mentoring programs for nurses can save your healthcare organization an average of $52,350 per registered nurse in turnover costs. That figure alone makes mentorship
Physicians with mentors are more likely to experience greater job satisfaction and stay with their organizations. Effective physician mentorship is one of the most important
Employees with strong mentoring and coaching support are 16x more engaged and 8x more likely to stay with their organization. Your association members face similar
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