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:20210314T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20211107T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20220313T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20221106T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20230312T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20231105T060000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0500 TZOFFSETTO:-0400 TZNAME:EDT DTSTART:20240310T070000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0400 TZOFFSETTO:-0500 TZNAME:EST DTSTART:20241103T060000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Guatemala BEGIN:STANDARD TZOFFSETFROM:-0600 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20220101T000000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Los_Angeles BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20210314T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20211107T090000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20220313T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20221106T090000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20230312T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20231105T090000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0800 TZOFFSETTO:-0700 TZNAME:PDT DTSTART:20240310T100000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0700 TZOFFSETTO:-0800 TZNAME:PST DTSTART:20241103T090000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Chicago BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20210314T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20211107T070000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20220313T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20221106T070000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 TZNAME:CDT DTSTART:20230312T080000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 TZNAME:CST DTSTART:20231105T070000 END:STANDARD END:VTIMEZONE BEGIN:VTIMEZONE TZID:America/Santiago BEGIN:STANDARD TZOFFSETFROM:-0300 TZOFFSETTO:-0400 TZNAME:-04 DTSTART:20210404T030000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0400 TZOFFSETTO:-0300 TZNAME:-03 DTSTART:20210905T040000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0300 TZOFFSETTO:-0400 TZNAME:-04 DTSTART:20220403T030000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0400 TZOFFSETTO:-0300 TZNAME:-03 DTSTART:20220911T040000 END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0300 TZOFFSETTO:-0400 TZNAME:-04 DTSTART:20230402T030000 END:STANDARD BEGIN:DAYLIGHT TZOFFSETFROM:-0400 TZOFFSETTO:-0300 TZNAME:-03 DTSTART:20230903T040000 END:DAYLIGHT END:VTIMEZONE BEGIN:VEVENT DTSTART;TZID=America/New_York:20230412T120000 DTEND;TZID=America/New_York:20230412T140000 DTSTAMP:20260405T100643 CREATED:20230201T174530Z LAST-MODIFIED:20260203T173116Z UID:91598-1681300800-1681308000@bdionline.com SUMMARY:The ROI of Optimizing Software Procurement Strategies 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/041223_vendr/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2023/02/boston-1448339_1920.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Guatemala:20230330T120000 DTEND;TZID=America/Guatemala:20230330T140000 DTSTAMP:20260405T100643 CREATED:20230123T185455Z LAST-MODIFIED:20260203T173117Z UID:91423-1680177600-1680184800@bdionline.com SUMMARY:Sustainable IT: Tactical Strategies to help Reduce Your Carbon Footprint 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/033023hpeamdsustainability/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2023/01/broken-obelisk-by-barnett.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20230328T120000 DTEND;TZID=America/Los_Angeles:20230328T140000 DTSTAMP:20260405T100643 CREATED:20230123T183823Z LAST-MODIFIED:20260203T180123Z UID:91405-1680004800-1680012000@bdionline.com SUMMARY:Sustainable IT: Tactical Strategies to help Reduce Your Carbon Footprint 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/032823sustainability/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2023/01/golden-gate-bridge-4271364_1920.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20230316T130000 DTEND;TZID=America/New_York:20230316T140000 DTSTAMP:20260405T100643 CREATED:20230131T160257Z LAST-MODIFIED:20260203T180124Z UID:91555-1678971600-1678975200@bdionline.com SUMMARY:Activating your Customer Data 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/031623/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20230228T120000 DTEND;TZID=America/New_York:20230228T140000 DTSTAMP:20260405T100643 CREATED:20221221T202211Z LAST-MODIFIED:20260203T180125Z UID:91253-1677585600-1677592800@bdionline.com SUMMARY:The Future of Data-Driven Financial Services & Insurance 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/022823/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/nelson-ndongala-yoH_AXUxYWk-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20230201T130000 DTEND;TZID=America/New_York:20230201T140000 DTSTAMP:20260405T100643 CREATED:20230501T143914Z LAST-MODIFIED:20260203T180127Z UID:93614-1675256400-1675260000@bdionline.com SUMMARY:Maximizing ROI with ABM​: Doing More With Less​ -- Client Site 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/maximizing_roi_with_abm/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2023/02/campaign-creators-gMsnXqILjp4-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20221214T120000 DTEND;TZID=America/Los_Angeles:20221214T130000 DTSTAMP:20260405T100643 CREATED:20221028T182948Z LAST-MODIFIED:20260203T180129Z UID:90155-1671019200-1671022800@bdionline.com SUMMARY:Identity Security in the Boardroom: A Moderated Roundtable with the C-Suite 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/121422_sailpointwest/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221209T120000 DTEND;TZID=America/New_York:20221209T130000 DTSTAMP:20260405T100643 CREATED:20220927T185336Z LAST-MODIFIED:20260203T180130Z UID:88332-1670587200-1670590800@bdionline.com SUMMARY:Automated Analytics - Your Secret Weapon for an Uncertain 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/120922_alteryx/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221208T120000 DTEND;TZID=America/New_York:20221208T140000 DTSTAMP:20260405T100643 CREATED:20221025T153355Z LAST-MODIFIED:20260203T180130Z UID:89887-1670500800-1670508000@bdionline.com SUMMARY:Mitigating Risk Within Your Supply Chain: Enabling Safety With Compliant\, Successful Practices 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/120822_supplychain/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221207T120000 DTEND;TZID=America/New_York:20221207T140000 DTSTAMP:20260405T100643 CREATED:20221028T183120Z LAST-MODIFIED:20260203T180132Z UID:90175-1670414400-1670421600@bdionline.com SUMMARY:Monetization + Recurring Revenue Business Models for Resiliency - A Roundtable Lunch for Product & Tech Leaders 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/120722_resiliency/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221206T130000 DTEND;TZID=America/New_York:20221206T140000 DTSTAMP:20260405T100643 CREATED:20221026T160447Z LAST-MODIFIED:20260203T180134Z UID:89988-1670331600-1670335200@bdionline.com SUMMARY:Future-Proofing your Startup: Marketing Strategies in an Uncertain 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/future-proofing-marketing-strat/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221201T130000 DTEND;TZID=America/New_York:20221201T140000 DTSTAMP:20260405T100643 CREATED:20221005T162519Z LAST-MODIFIED:20260203T180135Z UID:88971-1669899600-1669903200@bdionline.com SUMMARY:The Future of Securing Apps and APIs 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/frictionless-security/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221130T180000 DTEND;TZID=America/New_York:20221130T200000 DTSTAMP:20260405T100643 CREATED:20221007T131809Z LAST-MODIFIED:20260203T180137Z UID:89106-1669831200-1669838400@bdionline.com SUMMARY:Driving Growth & Pipeline in 2023 - A Roundtable Dinner for B2B Sales & Marketing Leaders 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/113022_demandbase/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/raf-winterpacht-IJResNBbAnc-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221129T120000 DTEND;TZID=America/New_York:20221129T140000 DTSTAMP:20260405T100643 CREATED:20221017T171308Z LAST-MODIFIED:20260203T180138Z UID:89614-1669723200-1669730400@bdionline.com SUMMARY:The Race for Data: Capturing\, Automating & Enabling Analytics 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/the-race-for-data-capturing-automating-enabling-analytics/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221116T130000 DTEND;TZID=America/New_York:20221116T140000 DTSTAMP:20260405T100643 CREATED:20220915T182636Z LAST-MODIFIED:20260203T180139Z UID:87374-1668603600-1668607200@bdionline.com SUMMARY:Identity Security in the Boardroom: A Moderated Roundtable With the C-Suite 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/111622-identitysecurity/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/charles-forerunner-3fPXt37X6UQ-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Chicago:20221115T120000 DTEND;TZID=America/Chicago:20221115T140000 DTSTAMP:20260405T100643 CREATED:20220922T060928Z LAST-MODIFIED:20260203T180140Z UID:87916-1668513600-1668520800@bdionline.com SUMMARY:Mitigating Risk Within Your Supply Chain : Enabling Safety With Compliant\, Successful Practices 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/11152022_supplychain/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/marvin-meyer-SYTO3xs06fU-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221110T130000 DTEND;TZID=America/New_York:20221110T140000 DTSTAMP:20260405T100643 CREATED:20220919T191448Z LAST-MODIFIED:20260203T180142Z UID:87439-1668085200-1668088800@bdionline.com SUMMARY:The New Age of Email Marketing 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/111022braze/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/cytonn-photography-ZJEKICY5EXY-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221108T120000 DTEND;TZID=America/New_York:20221108T140000 DTSTAMP:20260405T100643 CREATED:20220908T171959Z LAST-MODIFIED:20260203T180142Z UID:87044-1667908800-1667916000@bdionline.com SUMMARY:Sustainable IT: Tactical Strategies to help Reduce Your Carbon Footprint 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/110822reducecarbon/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/alesia-kazantceva-XLm6-fPwK5Q-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221102T130000 DTEND;TZID=America/New_York:20221102T140000 DTSTAMP:20260405T100643 CREATED:20220907T172412Z LAST-MODIFIED:20260203T180144Z UID:86872-1667394000-1667397600@bdionline.com SUMMARY:ABM-ify Your Revenue Strategy: Your Secret Weapon for Sales and Marketing Success 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/110222revenuestrategy/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/lukas-blazek-mcSDtbWXUZU-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221020T173000 DTEND;TZID=America/New_York:20221020T193000 DTSTAMP:20260405T100643 CREATED:20220927T143000Z LAST-MODIFIED:20260203T180145Z UID:88190-1666287000-1666294200@bdionline.com SUMMARY:The future of the workplace: Making strategic investments in next-generation leaders 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/102022_handshake_nyc/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/arlington-research-kN_kViDchA0-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221018T120000 DTEND;TZID=America/New_York:20221018T140000 DTSTAMP:20260405T100643 CREATED:20220928T190914Z LAST-MODIFIED:20260203T180146Z UID:88661-1666094400-1666101600@bdionline.com SUMMARY:The future of the workplace: Making strategic investments in next-generation leaders 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/101822_handshake_chicago/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/09/arlington-research-kN_kViDchA0-unsplash-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20221006T130000 DTEND;TZID=America/New_York:20221006T141500 DTSTAMP:20260405T100643 CREATED:20220826T173123Z LAST-MODIFIED:20260203T180148Z UID:86648-1665061200-1665065700@bdionline.com SUMMARY:Social media as the new service differentiator: Boost reputation and drive loyalty 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/100622serviceprogram/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20220914T080000 DTEND;TZID=America/New_York:20220914T170000 DTSTAMP:20260405T100643 CREATED:20220914T174939Z LAST-MODIFIED:20260203T180149Z UID:87316-1663142400-1663174800@bdionline.com SUMMARY:LiveWorld RSVP 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/10-06-22-liveworld-rsvp/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20220904T000000 DTEND;TZID=America/New_York:20220904T000000 DTSTAMP:20260405T100643 CREATED:20221004T183553Z LAST-MODIFIED:20260203T180150Z UID:88945-1662249600-1662249600@bdionline.com SUMMARY:11.2 RollWorks ABM-ify Your Revenue Strategy 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/11-2-rollworks-abm-ify/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Santiago:20220628T120000 DTEND;TZID=America/Santiago:20220628T120000 DTSTAMP:20260405T100643 CREATED:20220422T170336Z LAST-MODIFIED:20260203T180152Z UID:85777-1656417600-1656417600@bdionline.com SUMMARY:Frictionless Fraud Protection: Adopting Automation for a Secure eCommerce Experience 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/062822fraudprotection/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/04/Screen-Shot-2022-04-22-at-8.11.26-PM.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20220524T130000 DTEND;TZID=America/New_York:20220524T141500 DTSTAMP:20260405T100643 CREATED:20220202T155618Z LAST-MODIFIED:20260203T180153Z UID:82093-1653397200-1653401700@bdionline.com SUMMARY:Transforming eCommerce with Automation: Turning Online Shopping into a Visual Experience 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/052422commerce/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20220520T120000 DTEND;TZID=America/New_York:20220520T131500 DTSTAMP:20260405T100643 CREATED:20220304T144243Z LAST-MODIFIED:20260203T180155Z UID:83510-1653048000-1653052500@bdionline.com SUMMARY:The Untapped Potential of Type: Trends for Reinventing Brand Image in 2022 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/052022type/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2022/03/Screen-Shot-2022-03-04-at-9.41.24-AM.png END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20220519T130000 DTEND;TZID=America/New_York:20220519T141500 DTSTAMP:20260405T100643 CREATED:20220119T142525Z LAST-MODIFIED:20260203T180157Z UID:81201-1652965200-1652969700@bdionline.com SUMMARY:Modernizing B2B Market Research: Optimizing Your Pipeline with Fast\, Data-Driven Decisions 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/051922research/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/jpeg:https://bdionline.com/wp-content/uploads/2022/01/stock-market-data-on-tablet-2021-08-28-21-08-07-utc-scaled.jpg END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/Los_Angeles:20220517T120000 DTEND;TZID=America/Los_Angeles:20220517T140000 DTSTAMP:20260405T100643 CREATED:20220317T152448Z LAST-MODIFIED:20260203T180158Z UID:83705-1652788800-1652796000@bdionline.com SUMMARY:The Backbone of B2B Sales Intelligence: The Critical Role of Data & Alignment Within GTM Strategies 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/051722gtm/ LOCATION:NY CATEGORIES:Event Calendar,No Header END:VEVENT BEGIN:VEVENT DTSTART;TZID=America/New_York:20220512T120000 DTEND;TZID=America/New_York:20220512T140000 DTSTAMP:20260405T100643 CREATED:20220322T185418Z LAST-MODIFIED:20260203T180158Z UID:83776-1652356800-1652364000@bdionline.com SUMMARY:Success and Safety Within Your Supply Chain: Mitigating Risk With Industry Best Practices 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/051222supply/ LOCATION:NY CATEGORIES:Event Calendar,No Header ATTACH;FMTTYPE=image/png:https://bdionline.com/wp-content/uploads/2022/03/Screen-Shot-2022-03-22-at-8.59.16-PM.png END:VEVENT END:VCALENDAR