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Are your employees engaged? It’s a question that has earned its place at the forefront of business strategy, because it directly affects the quality of work produced and overall outcomes. Eight out of ten business leaders rank employee experience, including engagement, as important or very important for the future of their companies. But even when organizations have a generalized understanding that engagement is valuable, it’s not always easy to show a measurable return on investment in terms of dollars and cents. Yet that is precisely what it takes to demonstrate value to those in charge of budget approvals.

If you’ve ever had a young child of your own or have been around nieces or nephews, you’ve probably witnessed the overwhelming panic - and corresponding tantrum - associated with being separated from a favorite belonging. For many kids, it’s something plush like a stuffed animal or soft linen, and it has the superpower of making the most troubling situations seem okay. If you happen to misplace this beloved item, beware. The concept of a security blanket is introduced to us at a young age, but the need for security stays with us as our lives ebb and flow.

We’ve all heard the phrase “married to our job.” For many people, the hard truth is that one-third (or more) of our time as adults is spent at work, and at times you may even spend more time with your work family than your nuclear family. There are quite a few similarities between the two types of relationship as well. Employees want a job that provides a sense of meaning and offers them the opportunity to feel accomplished, fulfilled and satisfied. These same desires are commonly expressed in romantic relationships. Likewise, in each of these relationships, we want to wake up each day with some level of excitement and anticipation about the hours ahead.

Did you know that HR technology has the power to predict the future? No, it’s not a crystal ball that can tell you where to find your next VP of Finance or how long that new IT tech will stay at your company. But it can give you the data and analytics competence you need to make reasonable predictions and more profitable decisions in situations like these. The trouble is that HR leaders have been slow to jump on the bandwagon. If you’re among them, here’s why you should take the leap.