Momentum Employer Group

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Most businesses treat brand and culture as two separate projects. The ones with the most engaged and aligned teams have ...
06/11/2026

Most businesses treat brand and culture as two separate projects. The ones with the most engaged and aligned teams have figured out that, in reality, these two are intertwined!

A 2026 Global Human Capital Trends report surveyed more than 9,000 business and HR leaders across 89 countries. The most...
06/08/2026

A 2026 Global Human Capital Trends report surveyed more than 9,000 business and HR leaders across 89 countries. The most interesting finding shines a light on how, even now, the human element is necessary for success.

You see, 7 in 10 business leaders say their primary competitive strategy is to be fast and nimble. But the companies most likely to pull that off aren't the ones deploying the most AI….

They're the ones pairing technology with a true human edge!

The most interesting stat in this report is that organizations taking a human-centric approach to AI are 1.6x more likely to exceed their ROI expectations compared to those taking a tech-first approach.

The differentiators are adaptability, judgment and creativity under pressure. Technology can be copied. People can't!

Building your competitive advantage around your workforce isn't idealism. In 2026, it's strategy.

Only 1 in 5 AI investments deliver any measurable return on investment, according to recent Gartner research. The gap be...
06/05/2026

Only 1 in 5 AI investments deliver any measurable return on investment, according to recent Gartner research. The gap between companies seeing results and those that aren't usually comes down to one thing: how intentionally AI was deployed.

AI is moving fast, and the pressure to act can make deployment feel like the finish line. In reality, it isn't. That’s w...
06/02/2026

AI is moving fast, and the pressure to act can make deployment feel like the finish line. In reality, it isn't. That’s why before rolling out any AI tool or process, company leadership should be able to answer these four questions:

1️⃣ What must stay human? Identify the decisions, relationships and interactions that require judgment, empathy or accountability that no technology can replicate.

2️⃣ What outcomes truly matter? Anchor every AI initiative to a specific business result, not just an efficiency gain.

3️⃣ How does AI support the work rather than replace it? The goal is augmentation. Design workflows accordingly.

4️⃣ Are your people ready to adapt? Deployment without preparation leads to friction, resistance and tools that go unused.

AI's value depends on how intentionally leaders like yourself build it into the way your organization operates on a daily basis… not on how fast you implement it across your business.

Only 2% of HR professionals say they're confident in their managers' ability to handle people issues independently. Yet ...
05/28/2026

Only 2% of HR professionals say they're confident in their managers' ability to handle people issues independently. Yet 61% of employees still bring those issues to their manager first! That gap is where major problems can start to take root...

Here's what happens when managers aren't equipped:
-Employees losing trust in the fairness of your process
-Inconsistent handling of the same issues across different teams
-HR or the business owner becoming the default fixer for everything

Here's what equipping them looks like in practice:
-Defined escalation paths so managers know when to act and when to bring someone in
-Clear guidelines for common situations like performance concerns and conflicts
-Regular coaching on documentation and consistency

The goal isn't to remove HR from the equation, but to raise the baseline so problems get caught earlier!

Pausing today to honor the men and women who gave everything in service to this country. From our team to yours, have a ...
05/25/2026

Pausing today to honor the men and women who gave everything in service to this country. From our team to yours, have a meaningful Memorial Day.

We're coming up on halfway through 2026. If your people strategy hasn't been reviewed since January, now is the time!📋 H...
05/22/2026

We're coming up on halfway through 2026. If your people strategy hasn't been reviewed since January, now is the time!📋 Here are five areas worth a closer look before Q3 gets away from you:

1️⃣ Hiring outcomes - Are you bringing in the right people, or just filling roles?
2️⃣ Turnover trends - Has anyone left this year that surprised you? What's the pattern telling you?
3️⃣ Compliance - Have any employment laws changed in your state or industry since the start of the year?
4️⃣ Benefits utilization - Do your employees actually use what you offer?
5️⃣ Manager effectiveness - Are your people leaders equipped to handle the day-to-day, or does everything land on your desk?

You don’t need a formal HR department to evaluate these factors. Just spend an hour looking at the numbers, and be open-minded about taking action on whatever you discover!

Pick one recurring HR situation your managers handle inconsistently (such as a PTO dispute, a performance conversation, ...
05/19/2026

Pick one recurring HR situation your managers handle inconsistently (such as a PTO dispute, a performance conversation, or a new hire's first week) and write a one-page process for it. Include clear steps, who's responsible and a simple escalation path. Consistency in how common situations are handled protects both employees and the business!

62% of HR leaders say they have a talent crisis. In many cases, the root cause is hiding in plain sight! The culprit? Pr...
05/14/2026

62% of HR leaders say they have a talent crisis. In many cases, the root cause is hiding in plain sight! The culprit? Prioritizing the wrong hiring metrics. So, let’s dispel some common myths around hiring in 2026…

Myth: “Time-to-fill is the most important hiring metric.”
Fact: Time-to-fit is more compelling. A fast hire who leaves in six months costs far more than a slightly slower search that lands the right person.

Myth: “Optimizing cost-per-hire means recruiting is working.”
Fact: Quality-of-hire is the real measure. Lower costs mean nothing if turnover stays high!

Myth: “A low vacancy rate signals a strong talent strategy.”
Fact: Talent adaptability matters more. Hiring people who can grow with your business beats filling seats fast every time.

The metrics you track shape the decisions you make. Make sure they're pointing your organization in the right direction!

When people don't feel free to speak candidly, small problems quietly compound until they're impossible to ignore. That’...
05/11/2026

When people don't feel free to speak candidly, small problems quietly compound until they're impossible to ignore. That’s why building psychological safety is such a structural necessity in any company.

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2638 E Bybee Drive
Ogden, UT
84403

Telephone

8015441867

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