Good morning!

Today, we're looking at workforce data. How does your firm act on employee data metrics? Let me know!

Also in this issue:

👩‍💼The rise of the Chief Longevity Officer
🤫 Quiet stayers
🔓 Inaccurate data's effect on cybersecurity

Here's a look at what we're seeing, what it means, what we're anticipating, what's resonating and what you think about today’s workplace. Let's get SMART!

Kemisola Kasali, a strategic HR, People, and Data Analytics professional, has led applied analytics initiatives that bridge technical insights with strategic outcomes. She advanced GenAI training for HR professionals through partnerships with AI institutes, promoting ethical and effective AI implementation. She also developed workforce solutions that cut employee turnover by 25% and saved $30,000 annually for a Nigerian fintech, and built analytics dashboards that reduced report preparation time by 40%.

SmartTake: This work can prove crucial in managing workforce development by offering insights that drive business outcomes, like decreasing turnover and increasing engagement. 

As the baby boomer generation ages, there is growing importance in developing an intergenerational workforce. Penny Whitney, a strategic workforce development professional, stresses the need for innovative work environments where younger and older employees collaborate, emphasizing that individuals in their 60s, 70s and beyond are essential to addressing workforce shortages and bringing valuable skills such as mentorship, reliability and empathy to the sector.

Businesses worldwide are increasingly appointing chief longevity officers to address the challenges and opportunities presented by aging populations. Instead of viewing demographic shifts as challenges, firms like L'Oréal and Fidelidade see them as opportunities for growth and innovation. These CLOs, such as Murielle Arnould and Mafalda Honório, drive cross-functional initiatives spanning HR, marketing and product development to reframe aging as a strategic asset.

Focusing solely on maintaining employee head count can create a "retention mirage," which overlooks the "quiet stayers" who stop going the extra mile and become risk-averse, which can cascade to other team members, causing a loss in overall productivity, writes Tammy Perkins, an HR expert. To combat disengagement, Perkins suggests investing in making employees feel a sense of belonging, offering growth opportunities and showing them how their job contributes to the company's success.