Eagle Hill is committed to helping our clients soar above and beyond the competition. A large part of that includes anticipating business challenges and emerging trends. Here you will find useful resources, such as white papers, videos and best practice studies, that Eagle Hill has developed to contribute to industry conversations. 

Top Three Trends in Human Capital 2017: Direct. Personal. Fast.

The constant advance of digital technologies and smart data makes direct, personalized and fast customer experiences an expectation. It is time for leaders to take the same approach to their workforces.

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2016 in Review: The State of Corporate Core Values in America

Considering the employee “bad behavior” we’ve seen in the news this year, companies’ values – or lack thereof – have come under scrutiny. To instill strong core values in employees, companies have to go beyond handing employees a printout during on-boarding. It’s more a matter of making sure employees understand how they’re expected to deliver on those values – and the sooner the dialogue starts, the better.

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Stress-Testing Corporate Core Values in America

A new survey from Eagle Hill Consulting shows nearly half of Americans don’t know their employer’s core values. That said, an overwhelming majority of people who know their employer’s core values say that core values drive their decisions and behavior.

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Ping Pong Tables and Flex Schedules: The Surprising Preferences of DC Millennials

In a new survey by Eagle Hill Consulting, millennial employees in Washington, DC, rank financial security as the number one factor for maintaining a positive work/life balance—above number of hours worked (#2) and schedule flexibility (#3). Additionally, when given the choice between more money or more free time, DC millennials were more likely to choose money (86%) over less working hours per week (14%).

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Are Low Performers Destroying Your Culture and Driving Away Your Best Employees? Here’s What You Can Do.

It’s a well-known fact that employee turnover, or attrition, can be highly disruptive to an organization. Talent management and HR estimates show that the collective cost (i.e., lost revenue and productivity, sunk hiring and training costs) of losing and replacing a mid-level employee is upwards of 150 percent of their annual salary.

Traditional wisdom suggests that inadequate compensation and benefits as well as limited career opportunities are top drivers of attrition. However, we wondered whether there was more to the attrition story. Are there other, more intangible factors that have an equally important impact on attrition? For example, what if a company’s people and workplace culture were driving good employees away? We have seen this to be the case among some of our federal government clients, but is it more widespread?

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The Annual Performance Review: Old-school or Timeless Tool?

A corporate trend away from annual performance reviews has been making headlines lately, leaving business leaders second-guessing their companies’ performance management programs. While those who’ve eliminated them claim that formal performance reviews are too costly, overly time-consuming, and a hindrance to productivity, we at Eagle Hill believe there’s more to this decision than just the company’s bottom line. Informed by our nationwide survey on employees’ views of the annual performance review, we recommend five questions a company must ask when considering whether to save it or scrap it.

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Feedback on Feedback: Five Ways to Create a Constructive Feedback Culture

A recent Eagle Hill nationwide survey of over 1,700 professionals across a range of industries and career levels highlight the significance of workplace feedback and informs five simple actions to promote a healthy feedback culture at your organization that can yield and sustain major benefits.

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Across Generations. Change is Change. People are People.

A recent Eagle Hill survey of more than 1,000 working professionals reveals that employees of every generation need two behaviors from managers to successfully adopt change—strong leadership and effective communication. Managers that ground their approaches to managing organizational change, both big and small, in these actions are most likely to succeed.

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