On the CatalystOne blog we cover subjects regarding HR technology, HR systems, HR processes, Performance & Talent Management and more.
As we move into 2026, one thing is clear: employees don’t want more promises, they want to see action. In our guide, The New Rules of Employee Engagement, we explore nine proven drivers that make a difference in the workplace. Backed by data and real-world experience, this guide is designed to help HR professionals and leaders build stronger teams and create a culture that people want to be part of. Download the guide Key takeaways from the guide: Nine drivers of engagement Actionable advice for HR and managers to put into practice right away Common pitfalls to avoid Next steps and simple actions that spark long-term cultural change
Managers want to lead, not get stuck in tricky admin or drown in endless piles of data. And those long surveys with hundreds of questions? They mostly create frustration and rarely lead to real change.
Feedback only matters when it changes how you work. With Action Planning, managers turn survey results into visible improvements – in one click.
What happens when you analyse millions of employee survey responses across roles, industries, and countries? You start to see patterns – and gaps – that can’t be ignored.
Women’s experiences in the workplace are shaped by a variety of factors, including autonomy, development, and work-life balance. But how do these experiences vary between different roles, levels of responsibility, and countries? And what can organisations do to create a more inclusive and supportive work environment?
In a world of hybrid work, shifting expectations, and rising focus on leadership and culture, traditional surveys aren’t enough. To really understand how your people are doing and what they need, you have to dig deeper. Not just measure engagement, but open up conversations around workload, clarity, recognition, inclusion, and trust. So what should you ask?
Creating engagement at work is one of the most important – and most challenging – tasks for today’s employers. High employee engagement impacts everything from productivity and innovation to well-being and loyalty. But how do you stay updated on the latest trends, research, and practical tools?
Starting with pulse surveys is an important step towards a more engaged and thriving workplace – but getting everything in place can feel like a big task. How do you ensure a smooth and efficient process? We’ve put together a simple five-step guide to help you get started!
How do you create a workplace where people want to stay, grow, and contribute? At Stadium, building a culture rooted in transparency, trust, and continuous dialogue is key. By using pulse surveys, they can consistently capture employee experiences and turn insights into meaningful improvements. Here, operational managers Åsa Steen and Markus Enebrink share how Stadium’s leadership and commitment to its employees have created a work environment that is not only enjoyable but also drives results.
Would a CFO make decisions based on last year’s numbers? Not likely. So why should your leaders rely on outdated data regarding employee engagement? Here, we break down why annual engagement surveys aren’t enough – and why pulse surveys are a must if you want to keep your organization ahead of the game.
