Welcome to the exciting world of data analytics, where numbers and algorithms work their magic to create happier, more productive workplaces.

The benefits of managerial practices are touted throughout business and industry. In fact, the development of management and leadership has become a billion dollar movement in and of itself.

Engagement can be thought of as a barometer. A measurement predicted by two key factors: 1. Alignment between individual talents and the demands of the role. 2. How well the basic needs of the workplace are being met.

Is engagement a personality trait? Are “positive” people always engaged and cynical people always disengaged?

Effective communication in the workplace can make the difference between smooth sailing on the high seas and jumping ship when you hit an iceberg.

Good leaders identify strengths, develop them, and place employees where those strengths can be used fully.

While satisfaction surveys can be a good tool for an organization, understanding the difference between a satisfaction survey and an employee engagement survey can really help to set your organization apart.

Think about this truism: employees join companies and leave managers. Have you ever joined a great company, excited about growth opportunities, benefits, and/or perks of the job only to find yourself looking for a new job soon after?

Activate Human Capital Group would like to announce the next evolution of a successful trio: Melissa Ortiz, Emily Killham, and Jennifer Simpson.