BEGIN:VCALENDAR VERSION:2.0 PRODID:-//Business Development Institute (BDI) - ECPv6.15.18//NONSGML v1.0//EN CALSCALE:GREGORIAN METHOD:PUBLISH X-WR-CALNAME:Business Development Institute (BDI) X-ORIGINAL-URL:https://bdionline.com X-WR-CALDESC:Events for Business Development Institute (BDI) REFRESH-INTERVAL;VALUE=DURATION:PT1H X-Robots-Tag:noindex X-PUBLISHED-TTL:PT1H BEGIN:VTIMEZONE TZID:America/New_York BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20190310T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20191103T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20200308T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20201101T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20210314T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20211107T060000 END:STANDARD END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=America/New_York:20200514T120000 DTEND;TZID=America/New_York:20200514T133000 DTSTAMP:20260404T123420 CREATED:20200413T144657Z LAST-MODIFIED:20200513T133702Z UID:47093-1589457600-1589463000@bdionline.com SUMMARY:Application Security: You Can’t Scan Your Way to Secure Code DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/051420appsecdx/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200514T120000 DTEND;TZID=America/New_York:20200514T133000 DTSTAMP:20260404T123420 CREATED:20200304T201252Z LAST-MODIFIED:20200423T210628Z UID:46003-1589457600-1589463000@bdionline.com SUMMARY:Enterprise 5G DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/0514205g/ LOCATION:TN\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200513T120000 DTEND;TZID=America/New_York:20200513T133000 DTSTAMP:20260404T123420 CREATED:20200302T200837Z LAST-MODIFIED:20200501T131752Z UID:45888-1589371200-1589376600@bdionline.com SUMMARY:Winning the Digital Transformation Networking Challenge DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/051320network/ LOCATION:FL\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200430T120000 DTEND;TZID=America/New_York:20200430T133000 DTSTAMP:20260404T123420 CREATED:20200213T164810Z LAST-MODIFIED:20200409T150728Z UID:45288-1588248000-1588253400@bdionline.com SUMMARY:Winning the Digital Transformation Networking Challenge DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/043020network/ LOCATION:MA\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200430T120000 DTEND;TZID=America/New_York:20200430T133000 DTSTAMP:20260404T123420 CREATED:20200209T054000Z LAST-MODIFIED:20200417T195202Z UID:44847-1588248000-1588253400@bdionline.com SUMMARY:Transforming Your Global Workforce DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/043020workforce/ LOCATION:NY\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200430T080000 DTEND;TZID=America/New_York:20200430T170000 DTSTAMP:20260404T123420 CREATED:20200430T185645Z LAST-MODIFIED:20200609T140517Z UID:47797-1588233600-1588266000@bdionline.com SUMMARY:The New Normal: Real-Time Operations in a Remote Environment DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061720remote/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200430T080000 DTEND;TZID=America/New_York:20200430T170000 DTSTAMP:20260404T123420 CREATED:20200430T185056Z LAST-MODIFIED:20200603T191506Z UID:47792-1588233600-1588266000@bdionline.com SUMMARY:The New Normal: Real-Time Operations in a Remote Environment DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/061620remote/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200429T120000 DTEND;TZID=America/New_York:20200429T133000 DTSTAMP:20260404T123420 CREATED:20200218T195206Z LAST-MODIFIED:20200422T185607Z UID:45431-1588161600-1588167000@bdionline.com SUMMARY:Building Your Content Engine DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/042920content/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200428T120000 DTEND;TZID=America/New_York:20200428T133000 DTSTAMP:20260404T123420 CREATED:20200221T170358Z LAST-MODIFIED:20200429T180009Z UID:45685-1588075200-1588080600@bdionline.com SUMMARY:eCommerce in the COVID Economy DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/042820ecommerce/ LOCATION:NY\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200423T120000 DTEND;TZID=America/New_York:20200423T133000 DTSTAMP:20260404T123420 CREATED:20200227T180100Z LAST-MODIFIED:20200413T153723Z UID:45815-1587643200-1587648600@bdionline.com SUMMARY:AI for Connected Vehicles & Smart Mobility DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/042320ai/ LOCATION:MI\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200423T120000 DTEND;TZID=America/New_York:20200423T133000 DTSTAMP:20260404T123420 CREATED:20200221T164835Z LAST-MODIFIED:20200413T210433Z UID:45668-1587643200-1587648600@bdionline.com SUMMARY:Building Your Content Engine DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/042320content/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200421T120000 DTEND;TZID=America/New_York:20200421T133000 DTSTAMP:20260404T123420 CREATED:20200218T201602Z LAST-MODIFIED:20200423T161929Z UID:45472-1587470400-1587475800@bdionline.com SUMMARY:B2B Tech Sales & Marketing Roundtable DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/042120b2b/ LOCATION:CA\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200415T120000 DTEND;TZID=America/New_York:20200415T133000 DTSTAMP:20260404T123420 CREATED:20200213T170910Z LAST-MODIFIED:20200408T212415Z UID:45298-1586952000-1586957400@bdionline.com SUMMARY:Winning the Digital Transformation Networking Challenge DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/041520network/ LOCATION:IL\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200402T120000 DTEND;TZID=America/New_York:20200402T133000 DTSTAMP:20260404T123420 CREATED:20200208T032337Z LAST-MODIFIED:20200417T165741Z UID:44636-1585828800-1585834200@bdionline.com SUMMARY:Optimizing the Digital Transformation Journey with Microsoft DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/040220dx/ LOCATION:NY\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200401T120000 DTEND;TZID=America/New_York:20200401T133000 DTSTAMP:20260404T123420 CREATED:20200207T210531Z LAST-MODIFIED:20200513T195819Z UID:44509-1585742400-1585747800@bdionline.com SUMMARY:Search to Sold: 100% Digitally DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/040120searchtosold/ LOCATION:IL\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200331T120000 DTEND;TZID=America/New_York:20200331T133000 DTSTAMP:20260404T123420 CREATED:20200208T211308Z LAST-MODIFIED:20200507T193424Z UID:44751-1585656000-1585661400@bdionline.com SUMMARY:Stay at Home Workforce DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/033120riskcompliance/ LOCATION:IL\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200326T120000 DTEND;TZID=America/New_York:20200326T133000 DTSTAMP:20260404T123420 CREATED:20200208T214134Z LAST-MODIFIED:20200324T154516Z UID:44756-1585224000-1585229400@bdionline.com SUMMARY:Winning the Digital Transformation Networking Challenge DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/032620network/ LOCATION:NY END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200326T120000 DTEND;TZID=America/New_York:20200326T133000 DTSTAMP:20260404T123420 CREATED:20200208T203945Z LAST-MODIFIED:20200324T154529Z UID:44730-1585224000-1585229400@bdionline.com SUMMARY:Stay at Home Workforce DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/032620riskcompliance/ LOCATION:CA\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200325T120000 DTEND;TZID=America/New_York:20200325T133000 DTSTAMP:20260404T123420 CREATED:20200209T051542Z LAST-MODIFIED:20200417T165653Z UID:44831-1585137600-1585143000@bdionline.com SUMMARY:Securing The Enterprise DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/032520enterprise/ LOCATION:NY\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200325T120000 DTEND;TZID=America/New_York:20200325T133000 DTSTAMP:20260404T123420 CREATED:20200208T165951Z LAST-MODIFIED:20200417T165823Z UID:44663-1585137600-1585143000@bdionline.com SUMMARY:Enterprise Artificial Intelligence DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/032520ai/ LOCATION:Guard And Grace\, 1801 California Street\, Denver\, CO\, 80202\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200324T120000 DTEND;TZID=America/New_York:20200324T133000 DTSTAMP:20260404T123420 CREATED:20200208T201949Z LAST-MODIFIED:20200324T154002Z UID:44718-1585051200-1585056600@bdionline.com SUMMARY:B2B Tech Sales & Marketing Leadership Roundtable DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/032420b2b/ LOCATION:NY\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200324T120000 DTEND;TZID=America/New_York:20200324T133000 DTSTAMP:20260404T123420 CREATED:20200207T212319Z LAST-MODIFIED:20200326T195012Z UID:44425-1585051200-1585056600@bdionline.com SUMMARY:MarketingWorks DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/032420marketingworks/ LOCATION:PA\, United States END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20200319T120000 DTEND;TZID=America/New_York:20200319T140000 DTSTAMP:20260404T123420 CREATED:20200207T183646Z LAST-MODIFIED:20210111T195832Z UID:44418-1584619200-1584626400@bdionline.com SUMMARY:MarketingWorks DESCRIPTION:Event Recap: From Insight to Foresight: How Senior HR Leaders are Using AI to Anticipate Change and Shape Culture \n \n \n \n Manhattan\, NY | Oceana | March 31\, 2026   \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Moderator & Panel \n \n \n \n \n \n \n \n \n \n \n \n Roza Jankovic \n \n \n Culture Amp \n \n \n \n \n \n \n \n Lead People Scientist \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Alice Yoo LeClair \n \n \n Ascendion \n \n \n \n \n \n \n \n Head of Talent\, Culture and Organizational Performance \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Albert Vuoso \n \n \n Warby Parker \n \n \n \n \n \n \n \n Senior Director\, Talent Management \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n McKenna Tatro \n \n \n Havas \n \n \n \n \n \n \n \n Executive Director\, Global and NA Talent Development \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Devin Rogozinski \n \n \n GitLab \n \n \n \n \n \n \n \n VP\, People\, Culture & Engagement Strategy \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Karina Bernacki \n \n \n CoreWeave \n \n \n \n \n \n \n \n VP\, People \n \n \n \n \n \n LinkedIn \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Executive Summary \n \n \n \n Organizations are rethinking how they approach employee experience\, engagement\, and performance in response to shifting workforce expectations and increasing pressure to demonstrate measurable business impact. Traditional engagement strategies are proving insufficient\, prompting leaders to focus on continuous listening\, real-time feedback\, and more personalized approaches to understanding employee sentiment. This shift reflects a broader recognition that employee experience is directly tied to productivity\, retention\, and overall organizational performance. A central challenge is translating feedback into meaningful action. Many organizations have invested in tools to collect employee data but struggle to operationalize insights at scale. Leaders are now prioritizing systems and processes that enable faster decision-making\, clearer accountability\, and stronger alignment between people strategies and business objectives. This includes integrating employee feedback into leadership workflows and ensuring that managers are equipped to act on insights effectively. At the same time\, there is growing emphasis on building resilient organizational cultures that can adapt to ongoing change. Companies are moving away from one-size-fits-all engagement models and toward more flexible\, data-informed approaches that account for diverse employee needs. The ability to connect employee experience initiatives to measurable outcomes is becoming a key differentiator\, particularly as organizations seek to justify continued investment in people and culture programs. \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Key Themes \n \n \n \n Key Themes \n \n \n \n \n\n\n \n \n Continuous listening replacing periodic surveys.\n Organizations are moving away from annual engagement surveys toward ongoing feedback models that provide more timely\, actionable insights.\n \n\n \n Closing the action gap.\n The challenge has shifted from collecting feedback to enabling leaders and managers to respond quickly and consistently to employee insights.\n \n\n \n Manager enablement as a critical lever.\n Frontline managers are central to translating feedback into action\, making training\, support\, and accountability essential to success.\n \n\n \n Linking employee experience to business outcomes.\n Organizations face increasing pressure to connect engagement and culture initiatives to retention\, productivity\, and measurable financial performance.\n \n\n \n Personalization of employee experience.\n Companies are shifting toward tailored approaches that reflect different roles\, geographies\, and employee expectations rather than one-size-fits-all programs.\n \n \n\n Read more\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n Actionable Takeaways for Enterprise Leaders\n \n \n \n \n \n \n \n Implement continuous feedback systems.\n Replace or supplement annual surveys with ongoing listening tools that capture real-time employee sentiment.\n \n\n \n Establish clear ownership for action.\n Define accountability at the manager and leadership level to ensure feedback results in measurable change.\n \n\n \n Equip managers with actionable insights.\n Provide simplified data\, training\, and playbooks so managers can respond to feedback without delay.\n \n\n \n Tie employee metrics to business KPIs.\n Align engagement and experience metrics with outcomes such as retention\, performance\, and revenue impact.\n \n\n \n Segment employee experience strategies.\n Develop targeted initiatives based on role\, function\, and employee needs rather than applying uniform solutions.\n \n\n \n Prioritize speed of response.\n Reduce the time between feedback collection and action to build trust and maintain engagement.\n \n\n \n Integrate feedback into operational workflows.\n Embed employee insights into regular business reviews and decision-making processes.\n \n\n \n Continuously measure impact and iterate.\n Treat employee experience initiatives as ongoing programs\, refining approaches based on measurable results.\n \n \n\n Read more\n\n\n\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n EVENT PHOTOS \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Sponsor \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n \n Culture Amp revolutionizes how over 25 million employees across 6\,500 companies create a better world of work. As the global platform leader for employee experience\, Culture Amp empowers companies of all sizes and industries to transform employee engagement\, develop high-performing teams\, and retain talent via cutting-edge research\, powerful technology\, and the largest employee dataset in the world. The most innovative companies across the globe\, such as Salesforce\, PwC\, KIND\, SoulCycle\, and BigCommerce depend on Culture Amp every day. Culture Amp is backed by 10 years of innovation\, leading venture capital funds\, and offices in the U.S.\, U.K.\, and Australia. Culture Amp was recognized as one of the world’s top private cloud companies by Forbes and one of the most innovative workplace companies by Fast Company. Learn more about how Culture Amp can help you create a better world of work at cultureamp.com   URL:https://bdionline.com/event/031920marketingworks/ LOCATION:Morton’s The Steakhouse\, 227 W Trade Street\, Charlotte\, NC\, 28202\, United States END:VEVENT END:VCALENDAR