The 10 Essential HR Metrics You Absolutely Need to Watch

icon  light gray clock
10 min
|
Jun 6, 2024

Are your HR metrics helping lead your company to victory? In today's fast changing world, making choices based on data is key. This is especially true for businesses that want to keep and grow their top talent. So, what HR metrics are essential for getting useful info and boosting sustainable growth?

Successful companies rely on people data to properly assess performance and set clear goals. HR metrics guide businesses in monitoring critical HR and recruitment tasks. These include things like how well employees are doing, how many are staying, their pay, how happy they are, plus the cost and speed of hiring. By watching these metrics, HR teams and managers can see how well their efforts are doing and fix what's not working. This approach helps connect info about employees to the company's goals. That way, choices are based on real facts. The top 10 HR metrics to keep your eyes on are headcount, turnover, diversity, total cost of workforce, compensation, spans and layers, employee engagement, talent acquisition, learning, and workforce planning.

Key Takeaways

  • HR metrics offer key insights into managing the workforce, setting talent strategies, and being efficient.
  • Keeping an eye on crucial HR metrics helps companies adjust to new workforce needs and priorities.
  • Looking at people data and HR metrics is vital for seeing how workforce info links to company success.
  • Watching important HR metrics supports making smart choices based on data, in line with company goals.
  • Remember, the 10 vital HR metrics are headcount, turnover, diversity, total cost of workforce, compensation, spans and layers, employee engagement, talent acquisition, learning, and workforce planning.

Why HR Metrics Matter

HR metrics are like maps for companies. They help track important human resource and hiring activities. By looking at these numbers, businesses can see what's working and what's not. This way, they can improve their strategies.

By understanding these metrics, companies link their workforce to their success. This leads to smarter decisions based on real information. Such choices can really move the company forward.

Importance of People Data

How we work is changing fast. And HR metrics are key in keeping up with these changes. They help companies meet their employees needs and keep them happy.

Since a big part of a company's spending goes to employees, managing this well is a must. These numbers are crucial for budgeting and planning wisely. They help prevent losing hard-working staff.

Achieving Business Goals

Companies use HR metrics to match their people plans with big business goals. This smart approach can boost many important measures, from making more money to running better.

These numbers give insights into finding new talent, engaging employees better, and making the team more productive. This helps companies reach their big dreams.

Adapting to Workforce Changes

In today's fast-changing world, HR metrics are vital. They help companies stay ahead by watching trends in diversity and pay. They also check on if employees are leaving or might need new skills.

This keeps the team ready for the future and working well today. Adapting quickly is key to a top-performing and excited workforce.

How to Use HR Metrics

Using HR metrics effectively starts with asking the right questions. This could mean looking at turnover rates or how well the company is acquiring talent. By focusing on these key areas, HR teams can dig into data. They find insights that help the company succeed.

Asking the Right Questions

Using HR metrics well means figuring out what to ask. HR leaders and business teams work together to spot challenges and opportunities. They make sure the questions lead to answers that help the company meet its goals.

Analyzing Data

After setting up the right questions, it's time to look at the data. This might involve pulling information from HR systems or surveys. HR teams then connect the dots in the data. They find trends and patterns useful for making smart decisions.

Predicting Future Needs

HR analytics can also help predict what's ahead for the company. By looking at current skills and attrition rates, they can guess how many new people they'll need. They can also see what skills those people will need. This kind of planning helps the company prepare for the future.

The 10 Essential HR Metrics You Absolutely Need to Watch

Successful companies use HR data to see how well their team is doing and to set important goals. They look at measurements like how many people work there, if employees are leaving, how diverse the team is, and how much they spend on the workforce. These figures give a deep look into how well the team is running, how they're hiring, and if they're working effectively.

Much of a company's money, around 70%, is spent on its people. This makes keeping track of how many employees you have very important. If employees leave, it can cost a lot, sometimes as much as they were making in a year. By watching these key numbers, companies can make better choices, match employee goals with the company's, and spot changes they might need to make.

Diversity, fairness, including everyone, and a sense of belonging are now very important, with 76% saying it affects where they want to work. Keeping an eye on these numbers helps attract great workers and make sure everyone is paid fairly.

Figuring out the total cost of having employees is about more than their salaries. It looks at lots of different data to plan well for the future. And knowing how much to pay, and what kind of increases to expect, is key to keeping your best people.

Examining how many people report to each leader and how many layers there are in the organization gives clues about how well it works. By taking a closer look at these areas, costs might go down, teamwork might get better, and you can understand more about how to promote and pay people.

Keeping your team engaged and happy is key. If you look at things like how many leave, how often they don't show up, and if they promote the company, you'll understand more about keeping them happy and working hard. Also, watching how you bring in new folks makes sure you're not wasting money on hires that don't work out.

Helping your employees grow their careers through learning and training improves how they work and keeps them around longer. This also makes sure the company has the skills it needs down the road. And planning ahead about your workforce lets you see if you're ready for the future.

By keeping an eye on these 10 important HR measurements, companies can get the information they need to know if their strategies are working, adjust as needed, and make sure they stay on top of their workforce's changing needs.

Headcount

Headcount means the number of people who work for a company. This includes all types of workers, like full-time, part-time, and those on temporary contracts. It's a key number because what an organization pays its people takes up a big part of its money, about 70%. By keeping track of how headcount changes, a business can plan its budget better. It also helps to forecast how the types of workers might shift over time.

Total Number of Employees

Knowing how many people are working for a company at all times is very important. This count includes not just the full-time staff but also those who work part-time. By breaking this data down into different roles, locations, or other key details, a company can understand its operations better.

Financial Management

Since the money companies spend on their workers is so significant, managing this aspect well is key. By watching the number of employees, they can plan their money better. This includes deciding on where to spend their funds on things like wages, benefits, and staff development.

Cost Estimation

Studying how the number of workers changes helps companies guess their people costs more accurately. This includes the money used to bring in new staff, give benefits, and deal with employees leaving. Such insights are critical for making plans that match a business's future worker needs with its goals.

Turnover

Employee turnover can cost companies a lot. This cost can vary from half to even twice the employee's yearly pay. It's important for businesses to keep a close eye on why staff leave. This helps them find ways to keep their employees and save money.

Voluntary Turnover

Companies can't always control why some people leave. But looking at why people choose to go is key. Many leave for jobs offering more money or a chance to grow their careers. By looking into why people choose to leave, companies can see how happy and engaged their staff really are.

Resignation Trends

It's helpful to track trends to predict who might leave next. This can give companies a heads up to deal with problems before they get worse. Looking at why people decide to move on helps companies design better ways to keep their current employees.

Replacement Costs

When someone leaves, it's more than losing a team member. It's also about the money needed to replace them. This includes the cost of finding, training, and filling the job until then. By looking at these costs, businesses can better plan how to manage their workforce.

Diversity

Diversity, equity, inclusion, and belonging are now top focuses for many. They see the benefits that a diverse team brings to the table. It's important for companies to track things like ethnicity, gender, and where their employees are from.

This tracking helps companies know more about who works for them. They can then see what areas they need to do better in.

Attracting Top Talent

Having a more diverse team can make a big difference in attracting the best people. For example, 76% of employees and job seekers think about diversity when looking at job offers. This means companies should be highlighting their efforts in diversity, equity, inclusion, and belonging.

Showing a strong dedication to these values can make companies stand out. It helps them get the attention of highly qualified candidates. This makes their search for top employees a lot stronger.

Gender Pay Gap

Looking into the gender pay gap can show where improvements are needed. It helps companies make sure everyone is paid fairly. This is a big part of making a workplace that's fair and equal for all.

Total Cost of Workforce

The total cost of the workforce is more than just salaries. It also includes HR, finance, and market data. This information helps companies be competitive by planning their workforce well. It's important to know the TCOW to match pay scales with what the market needs. This ensures the company's money is used well.

Competitive Workforce Planning

To stay competitive, companies must follow specific TCOW metrics. These include recruitment, salaries, benefits, overheads, and facility costs. Monitoring these metrics helps companies make smart, data-driven choices. This improves their workforce and keeps them ahead in the market.

Overhead Costs

Knowing the overhead costs per employee is key. It includes admin costs, tech services, and support. This data helps companies manage their total expenses better. It's also important for budgeting and deciding where to allocate resources.

Facility Costs

Costs like rent, utilities, and upkeep are part of the TCOW too. Keeping track of these helps companies check if their workspace is efficient. It also aids in making smart decisions about their real estate needs.

Compensation

Compensation is a key part of keeping employees. It includes salaries, bonuses, benefits, and other perks. Key factors in this are salary ranges, compa-ratio, and planned compensation changes. These keep pay competitive and reward the best workers.

Salary Ranges

Monitoring salary ranges makes sure companies stay attractive to employees. They compare their pay to what's normal in the industry. This helps them keep their pay fair and keep the best people.

Budgeted Compensation Changes

Keeping an eye on planned pay raises and bonuses helps HR teams budget well. This way, companies can give raises for good work or to meet the cost of living. They can also adjust incentive plans when needed.

Compensation Metrics Table

Compensation Metric

Importance

Benchmark

Salary Ranges

Makes sure pay is fair and competitive

Matches what's normal in the industry

Compa-Ratio

Compares an employee's pay to the middle of the pay range

It should be between 90% and 110%

Budgeted Compensation Changes

Helps plan personnel costs and tweak compensation plans

It should fit the company's goals and what's happening in the market

Spans and Layers

Spans and layers tell us a lot about how well a company works. They show the link between a manager and their team. They also look at how many levels of management a company has.

Organizational Structure

Spans and layers help companies understand how they're built. This understanding can cut costs and make people work together better. It also shows where changes in pay or job titles might be needed.

Productivity and Performance

By studying spans and layers, a company can do better. The right spans and layers make for clearer talk, jobs, and faster choices. This adds up to a company that works well.

Standardization of Responsibilities

Looking at spans and layers makes jobs clearer and joins them better. It helps workers trust each other and work well together. So, the team does better as a whole.

Employee Engagement

Employee engagement metrics show how involved workers are with their jobs and teams. Engaged employees work better, feel less tired, and stay longer with the company. To measure engagement, we look at turnover rates, absenteeism, how well workers do their jobs, and satisfaction from feedback surveys.

Voluntary Turnover

When many employees leave by choice, it might mean they're not happy or feel unappreciated. This can be due to pay, work-life balance, or bad management. Such exits can harm a company and cost it money. Understanding why people leave can help a company keep its best staff happy and make fewer of them want to leave.

Absenteeism

The more often employees don't show up for work, the more it tells us they might not be happy or engaged. This can hurt work quality, how customers are treated, and the team's spirit. Figuring out why people aren't at work can point to things like stress or a poor balance between work and personal life. Companies can then work on making the work environment more engaging and enjoyable for employees.

Net Promoter Score

The net promoter score (NPS) checks if employees are proud of where they work and would tell others to join. It's a quick way to see how happy employees are. Doing regular surveys helps companies spot where they're doing well and where they need to improve to make their employees happier.

Talent Acquisition

Talent acquisition metrics help guide the hiring process, from creating job ads to extending offers. By measuring data like the success of hires, how long hiring takes, and its cost, companies can make smarter choices. This can reduce the risk of poor hiring and make finding the right people more efficient.

Quality of Hire

Examining a new employee's performance, how long they stay, and feedback on their work gives valuable information. These indicators shed light on whether new hires will offer long-term value and success. By aiming for quality in new staff, businesses can see better results across the board.

Time-to-Hire

Time-to-hire looks at how quickly a company can pick and hire someone after they apply. The Society for Human Resource Management (SHRM) found that, in 2021, the average cost for hiring someone new was around $4,700. For executive roles, this number jumped to $28,000. By making this process faster, companies can save a lot of money.

Cost-per-Hire

The total costs of bringing in a new team member, from ads to interviews, are under cost-per-hire metrics. Knowing this figure helps HR planners make sure their hiring plans are both effective and within budget.

HR Metrics Table

Metric

Description

Importance

Quality of Hire

Indicators like reviews, how many people stay, and feedback on their work

Helps see how well new people fit and make choices based on good data

Time-to-Hire

Time starting from when a candidate applies until they're hired

Looks at how efficient hiring is, with the aim of lowering costs

Cost-per-Hire

Overall expenses tied to bringing someone new on board

Guides HR in adjusting their recruitment setups for better outcomes

Learning and Development

Tracking learning and development metrics is now key for companies wanting to stay ahead. These metrics show how much employees are growing, if training works, and if the team is ready for the future.

Skills Gap Analysis

Employers can figure out what skills their workers need by doing a skills gap analysis. This helps them see where their team might be lacking. Then, they can target training to fill those gaps.

Internal Mobility

Watching how many employees get promoted or switch jobs helps companies know if they're helping their team grow. By keeping an eye on this, they can plan for the future better and keep their employees happy.

Training Effectiveness

It's important to check if training programs are working. This means looking at how much employees like the training, what they remember, and how they use it to do their jobs better.

Using these measures, companies can make sure their teams are ready for anything. This is a big part of what makes these companies successful and able to compete.

Workforce Planning

Workforce planning is key for companies to match their current workforce with what they'll need in the future. They do this by keeping a close eye on important metrics. This helps them foresee skills gaps, ensure they have the right experience, and manage how many people leave the company.

Skills Coverage

It's vital to know if your team has the right skills for the future. This means looking at what skills people have across the company. And finding out if there are any important skills that are missing or needed more.

Experience Levels

Checking the different experience levels in your team is also very helpful. It gives you a view on your talent pipeline and plans for the future. This way, you see if there are gaps in knowledge and make sure there's a good mix of skills in the company.

Attrition Rates

Employee turnover, especially if people leave on their own, is a big deal in planning. Keeping an eye on who leaves and why helps prepare for the future. It lets companies tweak how they keep people motivated to stay, reducing the big costs that come with employees leaving.

Workforce Planning Metrics Table

Workforce Planning Metric

Importance

Key Insights

Skills Coverage

Ensures the current workforce has the necessary skills to meet future business objectives.

Identifies critical skills gaps and opportunities for upskilling and reskilling.

Experience Levels

Provides insights into the organization's talent pipeline and succession planning.

Ensures a balanced mix of expertise and facilitates knowledge transfer between veteran and early-career employees.

Attrition Rates

Helps mitigate the high costs associated with employee turnover.

Enables proactive retention strategies and workforce planning to address staffing needs.

Conclusion

Keeping an eye on the 10 essential HR metrics can lead to big benefits. These include knowing how many employees you have, how many leave, and who they are. Other important figures to watch are the total cost of all your workers, how much you pay them, and how many different job levels you have. It's also key to look at how happy your staff is, how you bring new talent on board, what you're teaching them, and how well you plan for your team's future.

Organizations that use this data can make better choices, match their people's plans to their business goals, and meet the changing needs of their workers. Ahead is a chance to build a team that's top-notch, passionate, and prepared for what comes next.

Studies show that 82% of big bosses think HR metrics really matter. And, 87% say the reports they get from HR shape what they do. This tells us that using HR numbers well is key to doing great.

But that's not all. About one-third of these leaders wish they could get HR reports more often. This shows a clear want for more data and analysis in decision-making.

There are also 29 specific HR numbers to keep an eye on. These can give you key insights into your team. They cover finding and growing new talent, how involved and loyal your staff are, and much more.

Using this info helps companies choose wisely, aiming directly at their goals. It puts them in a good spot for growth and facing the challenge of changing business times.

FAQ

What are HR metrics and why are they important?

HR metrics are like scorecards for a company's human resources and hiring efforts. They help analyze employee data. This is crucial for linking HR info with business success. HR metrics help firms adjust to employee needs and focus, letting employees feel important.

What are the 10 essential HR metrics companies should track?

Companies should watch and use 10 vital HR metrics. These include headcount, turnover, and diversity among others. Such data provides insights for smart workforce planning and talent management.

How can companies effectively use HR metrics?

Start with clear goals when using HR metrics, like reducing employee turnovers. Then, dig into HR data to find answers and plan ahead. By analyzing these metrics, companies can better prepare for the future workforce needs.

What is headcount and why is it an important HR metric?

Headcount is the total number of people employed by a company. Knowing this is key, as salaries make up most of a firm's expenses. It helps with budgeting and predicting workforce changes.

How can companies use turnover metrics to improve retention?

Employee turnover can be very expensive for a company. Key measurements to watch are resignations and their costs. It's vital to understand why employees leave to reduce this loss.

What diversity metrics should organizations track?

Organizations should track numbers related to gender, ethnicity, and where employees work. A diverse team is attractive to the best job candidates. Watching the gender pay gap can also show if wages are fair across the company.

What is the total cost of the workforce (TCOW) and why is it important?

The total cost of the workforce includes various expenses like salaries and HR costs. Knowing this helps companies manage their budget and plan better. It is important to look at recruitment costs and employee-related overheads.

What compensation metrics should companies track?

Companies should track pay ranges and how they compare to the market. It's important for ensuring fair compensation and rewarding top talents.

What are spans and layers metrics, and how can they help organizations?

Spans and layers reflect how many workers report to one superordinate and the organization's 'deck' depth. Managing these metrics well can cut costs and make promotion and salary decisions easier. It also improves teamwork and performance.

How can employee engagement metrics benefit companies?

These metrics gauge how involved and happy employees are at work. A strong engagement often means better work output, less employee burnout, and fewer people quitting their jobs. Companies should check on employee turnover, attendance, and work performance to understand engagement.

You may be interested in

Leadership vs. Management: 5 Tips to Become a Better Leader

icon  light gray clock
6 min
|
July 15, 2024
A Gallup study showed that followers want trust, compassion, stability, and hope from their leaders. But, many articles focus on improving weaknesses instead of building on strengths. This overlooks the key difference between leadership and management, which are both crucial for success. While managers and leaders share some skills, it's important to know their main differences. Managers plan, organize, and direct to meet company goals. They set goals, budgets, and strategies to improve performance and productivity.
Read More

9 Types of Employment Contracts You Should Know

icon  light gray clock
8 min
|
July 12, 2024
There are many types of contracts, like part-time, fixed-term, and freelance ones. Each has its own pros and cons for both sides. Learning about them helps you make choices that fit your needs or goals, leading to better working relationships.
Read More

Inside the Mind of a iGaming Industry CFO: An Interview with Oleksiy Kaplunov

icon  light gray clock
7 min
|
July 11, 2024
In the fast-paced world of iGaming, financial leadership plays a crucial role in steering companies towards success. We had the privilege of sitting down with Oleksiy Kaplunov, the Head of Finance at RISK, to gain insights into his approach to financial management, team building, and navigating the unique challenges of the igaming industry. In this candid interview, Oleksiy shares his thoughts on industry knowledge, the qualities of an ideal iGaming CFO, and strategies for maintaining work-life balance in a high-pressure environment.
Read More

Strategic Workforce Planning 101: Framework & Process

icon  light gray clock
10 min
|
July 3, 2024
Your organization's success depends on having the right team in place. More than 70% of companies see keeping their best people as a big challenge. This is where strategic workforce planning (SWP) comes in. It's about spotting any skills or knowledge gaps and making a plan to fill them. This ensures your team has everything they need to meet the company's goals now and in the future.
Read More

Top 6 Communication Skills and How to Improve Them

icon  light gray clock
10 min
|
June 28, 2024
Mastering communication skills is vital today. It's key for success in personal and professional life. Good communication helps build relationships and grow your career. Studies show our body language, like facial expressions, matters a lot too. At work, good communication is crucial. A Gallup report found 70% of a team's energy depends on the manager's skills. This says a lot about how leadership talks to the team. Working on these skills can make you shine in interviews and push your career forward.
Read More

Employee Engagement Strategies for a Better Workplace Environment

icon  light gray clock
7 min
|
June 27, 2024
Did you know only a small fraction of employees worldwide, 23%, and in the U.S., 33%, are "engaged"? This comes from Gallup's study. It shows how important engagement is at work. Engaged folks do more than just turn up. They are 17% more productive, make their companies 23% more money, and keep customers 10% more satisfied. These facts point to the big change better engagement can bring in every business.
Read More

Engaging Generation Z in the Workplace: Strategies for Effective Internal Communication and Collaboration

icon  light gray clock
5 min
|
June 27, 2024
As Generation Z enters the workforce, organizations must adapt their communication strategies to effectively engage and retain this unique demographic. Born between the mid-1990s and early 2010s, Gen Z is set to outnumber Millennials worldwide, making up 27% of the job market by 2025. Inna Kutsak, Senior Communications Manager at RISK, shares her insights on the secrets to successful communication with Gen Z employees.
Read More

4 Types of Key Performance Metrics To Track

icon  light gray clock
10 min
|
June 24, 2024
Did you know that comparing profitability metrics can help find key business changes? Looking at numbers, from how productive we are to what we sell, helps a lot. This way, we know where to aim for and what to change to get there.Measuring performance metrics is important for a few reasons. It helps us see our growth. It also lets us compare where we are now to where we want to be. And, it guides us in making smart moves to reach our goals. Understanding key performance metrics is key for any business's success. For example, knowing how productive we are and our profit margin is crucial. It helps businesses thrive and hit their strategic targets.
Read More

The Best-Kept HR Secrets for Creating a 'Wow-Atmosphere' in the Digital Workplace

icon  light gray clock
6 min
|
June 21, 2024
Insights from Yuliya Kushnir, RISK HR Project Manager, on Fostering Connection and Collaboration in the Digital Workplace In the ever-evolving landscape of modern work, where remote teams and digital communication are the norm, the role of HR professionals has never been more crucial. How do you build a company culture that thrives when employees are scattered across time zones and screens? How do you ensure that everyone feels connected, valued, and motivated?
Read More

Employee Life Cycle: The Ultimate Guide

icon  light gray clock
8 min
|
June 20, 2024
Did you know that most job seekers are attracted to organizations that look after their brand? The employee life cycle is key. It's about the whole journey between an employee and their workplace. This journey starts from hiring and lasts till they depart. Knowing about the employee life cycle helps a lot. It lets you connect with people at every step. This, in turn, helps you find the right talent, make employees happier, and boost your company's success. We are going to dig deep into each of the seven stages. And we'll share tips to make each stage the best it can be for your employees and your company.
Read More

10 Essential Project Management Skills to Succeed

icon  light gray clock
6 min
|
June 14, 2024
By 2026, the market for project management software is set to hit $17.5 billion. It will grow at a rate of 12% annually from 2021. This shows there's a big need for project managers who know their stuff. To turn your natural skills into a successful project management career, you need to work on 10 key skills.
Read More

eNPS as a Key Element in Building Two-way Communication and Employee Loyalty

icon  light gray clock
5 min
|
June 12, 2024
At RISK, a mantra echoes through our halls (well, virtual halls, as many of us work remotely): "People are our key value." It's not just a catchy slogan. It's the beating heart of our company culture, the guiding principle behind every decision we make. And that's why employee loyalty research, also known as eNPS, isn't just a box-ticking exercise for us – it's a window into the soul of RISK.
Read More

Keeping Pace on the iGaming Track: Insights from Kazakhstan

icon  light gray clock
6 min
|
June 6, 2024
In the rapidly evolving world of iGaming, staying ahead of the curve is crucial for success. At RISK, we pride ourselves on our ability to adapt to changing market conditions and capitalize on emerging opportunities. To gain a deeper understanding of the current state of the industry and our plans for the future, we sat down with Yuriy Kralyuk, theHead of Kazakhstan Region @RISK. In this candid conversation, Yuriy shared his insights on the trends shaping the iGaming market and how RISK is positioning itself for growth in 2024 and beyond.
Read More

From Support to CRM Manager: The Inspiring Journey of Dmytro Tsapenko at RISK Company

icon  light gray clock
6 min.
|
May 21, 2024
In the fast-paced world of the iGaming industry, where passion, vision, and strong values drive success, RISK Company shines as a beacon of excellence. At the core of RISK's remarkable story are our employees – the true heroes who continuously raise the bar, propel projects to new heights, and fearlessly embrace challenges. Today, we explore the inspiring journey of one such hero, Dmytro Tsapenko, whose unwavering dedication and passion have transformed his career and left an indelible mark on the company.
Read More

Product Manager vs. Product Owner: Who's Who?

icon  light gray clock
12 min
|
May 16, 2024
It’s very important to know the difference between a product owner and a product manager. This understanding helps teams meet their goals and make products customers love. Without clear roles, it's hard to get a project done well. Knowing what each role does makes teamwork better and tasks clearer.
Read More

Navigating the Legal Landscape of AI-Generated Content in iGaming: Opportunities and Challenges

icon  light gray clock
8 min
|
May 14, 2024
The rise of automated text creation presents significant opportunities for iGaming businesses to expand their reach and improve user engagement. By leveraging AI-powered tools, companies can generate vast amounts of content, such as game descriptions, promotional materials, and even personalized recommendations, in a fraction of the time it would take human writers. This efficiency enables iGaming platforms to cater to a wider audience and deliver tailored experiences that keep users coming back.
Read More

The Metaverse: A Playground for the Future of Marketing

icon  light gray clock
10 min
|
May 3, 2024
Imagine a world where you can step into a virtual store, design your perfect pair of custom sneakers with a virtual reality headset, and have them delivered to your doorstep – all without leaving your couch. Or, picture yourself attending a live soccer match with your friends from all over the globe, where you can cheer, communicate, and interact with the performers in a shared virtual space. That's the kind of future the metaverse promises, and it's fundamentally changing how businesses think about marketing.
Read More

Mastering Expectation Management: Tips & Strategies

icon  light gray clock
10 min
|
April 29, 2024
Expectation management is key for success. With these smart strategies and continuous updates, projects can stay on track. This creates a work culture filled with trust, teamwork, and always getting better.
Read More

Unlocking Success in the iGaming World Essentials

icon  light gray clock
6 min
|
April 29, 2024
In this article, we will delve into the essential insights that can navigate you for better understanding of the gambling world. We will explore the different factors that contribute to success in the gambling industry and provide expert guidance on how to navigate this competitive landscape.
Read More

Boost Collaboration: 5 Tips to Improve Your Teamwork Efficiency

icon  light gray clock
5 min
|
April 29, 2024
In the world of business, working well as a team is vital to success. Did you know effective teams are 5 times more likely to do well and meet their goals? By improving how we talk to each other and building a united team, companies can really boost their productivity.
Read More

How Riskers elevate customer support and their careers

icon  light gray clock
4 min
|
April 17, 2024
What comes to mind when you think of customer support? A corporate machine with constantly changing operators who read from scripts like robots. But if you look at the RISK support team, you’ll see the opposite picture: minimal turnover and support agents speaking in a simple language.
Read More

The Riskers at Cannes Lions: How we back talents

icon  light gray clock
4 min
|
March 20, 2024
Feeling like you’re stuck in the same old routine at work? Every specialist needs a breath of fresh air for inspiration now and then. Our team believes in the power of industry contests. This time, we’ll dive into Cannes Lions – the international festival of creative communications and advertising through the stories of our Riskers!
Read More

RISK from the inside: Our CEO reveals!

icon  light gray clock
5 minutes
|
February 9, 2024
We're about to delve deep into the core of what drives the Riskers. Just as our team charts the course for the entire company, it's the backbone of our team that steers us through these waters. So, let's dive into a sneak peek of the wisdom shared by our captain, Max Potomkin.
Read More

How to thrive on the edge

icon  light gray clock
5 minutes
|
December 27, 2023
High-risk businesses demand more from their leaders.
Read More

What kind of tribe is the Risk.Inc team?

icon  light gray clock
6 minutes
|
December 26, 2023
People shape and move any company. What brings professionals from around the world together under one roof? Shared principles and values.
Read More

Contact form for affiliates

We're eager to partner up with folks like you! Ready to dive in?
four people sitting at a table working on something together
We use cookies on our website to make your experience smooth by using analytics & personalization. If you accept it, you'll let us know that you don't mind our collecting information about how you interact with our website.
Check out our
Cookie Policy to learn more!