This page contains a variety of free resources, organized by subject matter, for improving your organization’s work and learning environment. Some of these documents are older, but we think they’re all still relevant and valuable!

Jump to a section using the following links. If you still have questions, feel free to contact us.


Surveys are powerful tools. Use them for employee engagement, employee benefits preferences, diversity and inclusion, and more.

Assessing Your Employee Engagement Survey: 10 Crucial Questions

Employee engagement surveys have enormous—but typically untapped—power to drive better business results.

Principles for Effective Employee Surveys

Six things to keep in mind when designing your next survey.

Assess Your Company’s Current Employee Survey

Use this quick self-assessment to determine how your company’s current engagement survey stacks up.

Surveys on Employee Benefits

Surveys are valuable tools for gathering information on employees’ views on the pros and cons of your benefits package and its components.

Getting the Most Out of Your Employee Survey

We recommend three steps to create more value from your employee engagement survey.

Human Capital Reporting

Learn more about human capital reporting, including ISO standards. We’ve been involved from the beginning.

HR Certified: Voluntary Standardized Human Capital Reporting

For years voluntary standardized human capital reporting has been on the table. It’s about to become a reality.

Advancing the HR Profession: Consistent Standards in Reporting Sustainable Human Capital Outcomes

HR is developing consistent standards and metrics in HR reporting and we’re making progress.

Human Capital

Resources and research on measuring and managing your people.

EXCERPT: How’s Your Return on People

By Laurie Bassi and Daniel McMurrer
Harvard Business Review, March 2004, p. 18

Managers are always claiming, “People are our most important asset.” But deep down, they can’t shake the feeling that employees are costs. Big costs. And they treat them that way. Quarterly earnings off? Cut the perks, rein in training, and downsize. This strategy may raise earnings in the short term, but it’s myopic. Recent studies suggest that layoffs actually destroy shareholder value. And our research shows that treating employees like the assets they are – by investing in their development – boosts returns over the long term.

In December 2001, we decided to put our money where our research was, creating a live portfolio of companies that spend aggressively on employee development. In its first 25 months since inception, that portfolio has outperformed the S&P 500 index by 4.6 percentage points (2.2% versus a decline of 2.4 percentage points for the index).

In January 2003, we expanded our investment strategy by launching two additional live equity portfolios composed of similar development-oriented companies.

The results speak for themselves: While past performance is never a guarantee of future results, and while it is always possible to lose money, each of these three portfolios outperformed the S&P 500 by 17% to 35% in 2003. (See the exhibit “The People Payoff.”) How are you investing in your most important asset?

The full article is available for purchase from Harvard Business Review.

What’s the Business Impact of Learning?

Where Should Human Capital Fit in the Sustainability Agenda?

Human Capital Management Predicts Stock Prices

Does Engagement Really Drive Results?

Employers’ Perspectives on Human Capital Management and Development

Maximizing Your Return on People

Workplace Education for Low-Wage Workers

The Impact of US Firms’ Investments in Human Capital on Stock Prices

Australian Society for Training and Development Interview with Laurie Bassi on Human Capital Measures

Debunking the Top Three Engagement Myths

Good Company

In 2011, Berrett-Koehler published Good Company: Business Success in the Worthiness Era, by Laurie Bassi, Ed Frauenheim, and Dan McMurrer, with Larry Costello. The book was a ground-breaking exploration of the relationship between a company’s behavior and its financial performance.

It used both stories and rigorous quantitative analysis of publicly-available data in its assessment, concluding that companies that behave as good employers, good sellers, and good stewards (of the environment and community) do indeed perform better financially.

Good Company: Business Success in the Worthiness Era

Animation of the story of Good Company

Laboring to Stay Ahead: Better Behavior Leading to Success for Businesses

Laurie Bassi (speaker video)

Financial Institutions

People drive success in banks and credit unions.

What Differentiates Top-Performing Credit Unions

Our 2019 research on the relationship between employee ratings and credit union financial performance.

Solutions for Credit Unions

If there’s one thing we can agree on, it’s this: dealing with people problems is never easy. But it can be done! Read our step-by-step guide to tackling people problems in credit unions.

What Drives ROE for Banks?

Explore the relationship between ROE and how employees rate their banks as employers.

Training Investments as a Predictor of Banks’ Subsequent Stock Market Performance

Training expenditures are a very strong and statistically significant predictor of subsequent stock prices.