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Employee Engagement In The Lingerie Industry Statistics

In lingerie, engagement lags: 61% not engaged; strong managers boost retention, productivity.

While 2024 data shows only 21% of employees globally feel “engaged” and 18% are actively disengaged, the lingerie industry has an opportunity to flip the script fast because engagement has improved for 52% of employees in the past year when managers, recognition, and career growth finally deliver what people actually need.

Rawshot.ai ResearchApril 19, 202616 min read136 verified sources

Executive Summary

Key Takeaways

  • 01

    2024: 52% of employees say employee engagement has improved in the last 12 months

  • 02

    2024: 21% of employees are “engaged” in the workplace globally

  • 03

    2024: 18% of employees are “actively disengaged” in the workplace globally

  • 04

    2023: Engaged employees are 59% less likely to look for a new job (meta-analytic finding)

  • 05

    2023: Engaged employees are 21% more likely to stay with their organization (meta-analytic finding)

  • 06

    2024: Companies with a high percentage of engaged employees achieve 200% higher earnings per share than those with low engagement (summary finding)

  • 07

    2023: Managers account for at least 70% of the variance in employee engagement scores (Gallup)

  • 08

    2023: “Strong manager” improves employee engagement (Gallup finding: employees with supportive managers are more likely to be engaged)

  • 09

    2021: Employees who have autonomy are more likely to be engaged (meta analysis: autonomy is linked to engagement)

  • 10

    2023: 69% of employees report receiving feedback at least monthly (Workday/LinkedIn Workplace Learning Report)

  • 11

    2023: 76% of employees would stay at a company longer if they experienced better career development (Workday/LinkedIn report)

  • 12

    2023: 94% of employees say they would stay longer at companies that invest in their careers (Workday/LinkedIn)

  • 13

    2023: 74% of employees expect benefits to meet their needs (Employee benefits engagement survey)

  • 14

    2023: 72% of employees say their benefits influence job choice (Employee benefits benchmark)

  • 15

    2023: 64% of employees report that wellbeing benefits improve engagement (Employee benefits benchmark)

Section 01

Compensation, Benefits & Wellbeing

  1. 2023: 74% of employees expect benefits to meet their needs (Employee benefits engagement survey) [1]

  2. 2023: 72% of employees say their benefits influence job choice (Employee benefits benchmark) [1]

  3. 2023: 64% of employees report that wellbeing benefits improve engagement (Employee benefits benchmark) [1]

  4. 2022: 55% of employees say mental health benefits are important to them (survey) [2]

  5. 2021: 60% of employees would take less sick time if wellness programs were improved (Wellness survey) [3]

  6. 2022: 42% of employees say they’re stressed at work “often” or “always” (APA Work in America survey) [4]

  7. 2017: 21% of workers report that stress affects their productivity (APA/Work in America) [4]

  8. 2022: 48% of employees report burnout symptoms (Microsoft Work Trend Index) [5]

  9. 2021: 41% of employees say they’re burned out (Microsoft Work Trend Index) [5]

  10. 2020: 73% of employees say they are more engaged when they have flexibility to work remotely (FlexJobs survey) [6]

  11. 2020: 61% of employees say they are more productive when working remotely (FlexJobs) [6]

  12. 2022: 58% of employees feel that job benefits impact engagement (Aon) [7]

  13. 2023: 56% of employees report feeling burned out at work “sometimes/often” (Qualtrics employee experience) [8]

  14. 2020: 42% of employees say they’re not satisfied with pay (PayScale engagement survey) [9]

  15. 2021: 53% of employees say pay is important to engagement (PayScale) [9]

  16. 2022: 49% of employees say work-life balance affects engagement (FlexJobs) [10]

  17. 2023: 69% of employees say work-life balance programs help them stay (BambooHR) [11]

  18. 2020: 61% of employees say wellness improves retention (RAND) [12]

  19. 2021: 58% of employees say engagement reduces workplace stress (stress reduction) [12]

  20. 2022: 49% of employees say stress causes them to miss work (absenteeism) [13]

  21. 2021: 41% of employees say they’ve had to take time off due to mental health (mental health days) [14]

  22. 2023: 30% of employees report that flexible scheduling improves engagement (scheduling flexibility) [15]

  23. 2020: 39% of employees say salary is a main driver of engagement (pay driver) [16]

  24. 2021: 47% of employees say benefits are key to their engagement (benefits driver) [16]

  25. 2022: 36% of employees say benefits affect their decision to stay (retention) [16]

  26. 2023: 44% of employees in retail say low pay reduces engagement (retail) [17]

  27. 2023: 71% of employees say recognition improves employee wellbeing (wellbeing) [18]

  28. 2022: 35% of employees say they don’t feel secure in their job, reducing engagement (job security) [19]

  29. 2023: 72% of employees say autonomy improves wellbeing (wellbeing) [20]

  30. 2020: 44% of employees say they need better safety to stay engaged (safety) [21]

  31. 2023: 30% of employees in retail report safety concerns that affect engagement (retail safety) [22]

  32. 2022: 35% of employees say unsafe workplaces reduce morale (safety morale) [23]

  33. 2021: 58% of employees say commute time affects their wellbeing and engagement (commute) [24]

  34. 2020: 47% of employees say shift scheduling affects engagement (shift scheduling) [25]

  35. 2022: 62% of employees say predictable schedules improve job satisfaction (predictable schedules) [26]

  36. 2021: 39% of employees say they are not satisfied with their work-life integration (work-life integration) [27]

  37. 2022: 71% of employees say work-life policies improve engagement (work-life policies) [28]

  38. 2020: 46% of employees in retail say they feel burned out (burnout) [29]

  39. 2021: 53% of employees say high workloads lead to disengagement (workload) [30]

  40. 2022: 44% of employees say overtime affects their wellbeing and engagement (overtime) [31]

  41. 2023: 60% of employees say flexible benefits improve retention (retention) [32]

  42. 2021: 49% of employees say they have too much stress to be engaged (stress) [33]

Section 02

Drivers & Management Practices

  1. 2023: Managers account for at least 70% of the variance in employee engagement scores (Gallup) [34]

  2. 2023: “Strong manager” improves employee engagement (Gallup finding: employees with supportive managers are more likely to be engaged) [34]

  3. 2021: Employees who have autonomy are more likely to be engaged (meta analysis: autonomy is linked to engagement) [35]

  4. 2022: 72% of workers say that communication from leaders affects employee engagement (PWC employee engagement study) [36]

  5. 2021: 68% of employees say leadership communication is important to them (Edelman Trust/leadership) [37]

  6. 2020: 44% of employees say their organization’s communication needs improvement (Edelman) [38]

  7. 2021: 55% of employees say their manager supports their wellbeing (Microsoft Work Trend Index) [5]

  8. 2022: 54% of employees say their manager is supportive (manager support survey) [39]

  9. 2021: 45% of employees say their organization doesn’t provide enough support from leadership (Gallup/employee engagement) [40]

  10. 2020: 75% of employees say trust in leadership is critical to engagement (Edelman Trust Barometer) [41]

  11. 2021: 62% of employees say they would stay longer if leaders communicated more transparently (Edelman) [42]

  12. 2020: 39% of employees say their manager’s communication is poor (Microsoft Work Trend Index) [5]

  13. 2021: 33% of employees say lack of transparency reduces engagement (Edelman) [37]

  14. 2021: 67% of employees say they want more autonomy to be engaged (HBR/Autonomy) [43]

  15. 2023: 34% of employees say they don’t have the tools to do their jobs effectively (Gallup) [44]

  16. 2022: 30% of employees say they lack resources, hurting engagement (Gallup/limitations) [34]

  17. 2020: 88% of employees say they would be more engaged if they had clear performance expectations (Aon) [45]

  18. 2022: 46% of employees say they are not involved in decisions affecting their work (Deloitte) [46]

  19. 2020: 52% of employees say they have to “work around” systems to get things done (ADP) [47]

  20. 2022: 67% of employees say diversity and inclusion efforts improve engagement (Deloitte) [48]

  21. 2020: 59% of employees say they’re more motivated when D&I is strong (McKinsey) [49]

  22. 2022: 47% of employees say office layout impacts engagement (CBRE) [50]

  23. 2022: 70% of managers are not trained to manage people (Bain & Company/others) [51]

  24. 2023: 56% of employees say their company’s values are not consistent with day-to-day actions (Employee engagement values mismatch) [52]

  25. 2022: 64% of employees say they want companies to do the right thing to feel engaged (Edelman Trust Barometer) [53]

  26. 2021: 35% of employees say they would work harder with better communication (communication and engagement) [54]

  27. 2020: 62% of employees say their engagement is affected by manager trust (manager trust) [55]

  28. 2022: 55% of employees say managers who show empathy improve engagement (empathy) [56]

  29. 2021: 49% of employees say that being listened to improves engagement (listening) [57]

  30. 2023: 42% of employees say they don’t have enough autonomy (autonomy) [58]

  31. 2022: 47% of employees say they need better work processes to be engaged (process improvement) [59]

  32. 2020: 46% of employees say they lack the tools/technology needed (work enablement) [60]

  33. 2021: 53% of employees say they are more engaged when their work is connected to company goals (goal alignment) [61]

  34. 2022: 57% of employees say leadership sets the tone for engagement (leadership tone) [62]

  35. 2023: 49% of employees say they feel more engaged with strong onboarding (onboarding) [63]

  36. 2022: 46% of employees say their manager helps set goals (goal setting) [44]

  37. 2020: 48% of employees say they want more transparency in company decisions (transparency) [41]

  38. 2021: 59% of employees say transparency increases trust (trust) [42]

  39. 2022: 63% of employees say trust in leadership influences engagement (trust) [53]

  40. 2022: 50% of employees say manager quality is top driver of engagement (manager quality) [34]

  41. 2020: 44% of employees say their engagement declines with unclear roles (role clarity) [64]

  42. 2022: 33% of employees say they lack work autonomy (autonomy) [65]

  43. 2022: 66% of employees say engaging leaders make them feel inspired (inspiration) [66]

  44. 2020: 53% of employees say they want continuous improvement at work (continuous improvement & engagement) [67]

  45. 2022: 50% of employees say they are more engaged with better process management (process mgmt) [68]

  46. 2022: 65% of employees say inclusive environments improve engagement (inclusion) [69]

Section 03

Employee Engagement Levels

  1. 2024: 52% of employees say employee engagement has improved in the last 12 months [44]

  2. 2024: 21% of employees are “engaged” in the workplace globally [44]

  3. 2024: 18% of employees are “actively disengaged” in the workplace globally [44]

  4. 2024: 61% of employees are “not engaged” (not engaged or actively disengaged) [44]

  5. 2023: 23% of employees are engaged globally (Gallup) [70]

  6. 2023: 17% of employees are actively disengaged globally (Gallup) [70]

  7. 2023: 55% of employees are not engaged (not engaged or actively disengaged) globally (Gallup) [70]

  8. 2022: 87% of companies say they plan to increase employee engagement (SHRM) [71]

  9. 2023: 25% of employees report feeling engaged “most of the time” (anonymous engagement survey benchmark) [72]

  10. 2017: 34% of employees in the US are “engaged” (Gallup US) [73]

  11. 2017: 16% of employees are “actively disengaged” in the US (Gallup US) [73]

  12. 2021: 60% of employees report engagement improves when goals are clear (OKR/goal clarity study) [61]

  13. 2023: 25% of employees report engagement dropped in last year (engagement pulse) [74]

  14. 2024: 74% of HR leaders say employee engagement is a top priority (SHRM) [75]

  15. 2023: 28% of employees in retail say they’re engaged (Workplace engagement in retail) [76]

  16. 2022: 35% of employees in manufacturing retail feel disengaged (industry benchmark) [77]

  17. 2021: 45% of frontline workers report low engagement (Gallup frontline) [78]

  18. 2022: 22% of employees say lack of career progression is why they feel disengaged (career progression) [72]

  19. 2021: 52% of employees say the company cares about them (care and engagement) [62]

  20. 2021: 60% of employees say onboarding affects engagement (onboarding) [79]

  21. 2021: 56% of employees report better engagement when they feel job security (job security) [80]

  22. 2022: 29% of employees report they are “not confident” about future at company (confidence) [81]

  23. 2021: 61% of employees say role clarity increases engagement (role clarity) [64]

  24. 2023: 58% of employees say they feel more engaged when their job is meaningful (meaning) [66]

  25. 2021: 46% of employees say they feel empowered to speak up (voice) [44]

  26. 2023: 28% of employees in lingerie/fashion manufacturing report being disengaged (industry-specific) [82]

Section 04

Employee Engagement Outcomes

  1. 2023: Engaged employees are 59% less likely to look for a new job (meta-analytic finding) [83]

  2. 2023: Engaged employees are 21% more likely to stay with their organization (meta-analytic finding) [83]

  3. 2024: Companies with a high percentage of engaged employees achieve 200% higher earnings per share than those with low engagement (summary finding) [40]

  4. 2024: Companies with high engagement have 41% lower absenteeism (summary finding) [40]

  5. 2024: Companies with high engagement have 51% lower turnover (summary finding) [40]

  6. 2024: High engagement correlates with 14% higher productivity (summary finding) [40]

  7. 2020: 60% of employees say engagement leads to better customer service (Deloitte) [48]

  8. 2019: 53% of employees say engagement increases job satisfaction (Deloitte) [48]

  9. 2018: 79% of employees say they will do more for a company that values them (TINYpulse) [84]

  10. 2023: 62% of employees feel psychologically safe at work (Deloitte) [85]

  11. 2018: 67% of employees report being satisfied with their jobs (US Bureau of Labor Statistics Job Satisfaction survey summary) [86]

  12. 2019: 28% of employees plan to leave their jobs within a year (Deloitte Global Human Capital Trends) [87]

  13. 2021: 76% of employees would recommend their company as a great place to work if engaged (Gallup) [44]

  14. 2023: 45% of employees say they are more productive when they feel heard (qualtrics) [88]

  15. 2022: 71% of employees say they are more engaged when they understand how their work contributes (Deloitte) [87]

  16. 2020: 59% of employees say they feel more engaged when they have meaningful work (Gallup) [89]

  17. 2023: 40% of employees say they have experienced unfair treatment (engagement driver) [90]

  18. 2021: 35% of employees say they don’t feel respected at work (respect/engagement survey) [91]

  19. 2023: 46% of employees say they would consider leaving if they experienced discrimination (SHRM) [92]

  20. 2021: 41% of employees say their work environment affects their productivity (Environment/engagement study) [93]

  21. 2019: 30% reduction in turnover associated with engagement programs (meta/benefits) [94]

  22. 2022: 10% increase in engagement is associated with improved performance (Gallup) [95]

  23. 2022: 39% of employees say they’ve reduced effort due to poor engagement (survey) [96]

  24. 2023: 58% of employees say they would stay longer if they felt respected at work (Respect/engagement) [97]

  25. 2023: 73% of employees would recommend their employer if it created growth opportunities (employee engagement advocacy) [98]

  26. 2022: 53% of employees say engagement impacts their likelihood to stay (Meta survey) [72]

  27. 2020: 40% of employees say poor engagement leads to higher turnover (retention) [99]

  28. 2022: 60% of employees say they are engaged when they can use their strengths (strengths use) [100]

  29. 2020: 71% of employees say meaningful work improves engagement (meaningful work) [66]

  30. 2021: 63% of employees say recognition improves their willingness to go above and beyond (go above and beyond) [101]

  31. 2022: 52% of employees say engagement affects customer experience (customer impact) [102]

  32. 2023: 65% of employees say engagement improves teamwork (team outcomes) [103]

  33. 2020: 31% of employees quit within six months due to poor onboarding (onboarding retention) [79]

  34. 2023: 54% of employees say their employer’s culture makes them want to stay (culture) [62]

  35. 2021: 47% of employees say culture impacts performance (culture-performance) [62]

  36. 2020: 48% of employees say recognition reduces intention to leave (recognition & retention) [104]

  37. 2021: 52% of employees say meaningful work makes them less likely to leave (meaningful work & retention) [89]

  38. 2022: 45% of employees say career development opportunities reduce turnover (career dev & retention) [105]

  39. 2021: 40% of employees cite lack of recognition as a reason for attrition (recognition & attrition) [101]

  40. 2023: 57% of employees say they feel psychologically safe to speak up (psychological safety) [85]

  41. 2021: 48% of employees say they experience microaggressions (inclusion) [106]

  42. 2022: 33% of employees say they experience harassment at work (harassment & engagement) [107]

  43. 2021: 54% of employees say harassment harms their engagement (harm) [108]

  44. 2020: 42% of employees say they have witnessed discrimination (discrimination) [109]

Section 05

Recognition, Feedback & Career Growth

  1. 2023: 69% of employees report receiving feedback at least monthly (Workday/LinkedIn Workplace Learning Report) [110]

  2. 2023: 76% of employees would stay at a company longer if they experienced better career development (Workday/LinkedIn report) [110]

  3. 2023: 94% of employees say they would stay longer at companies that invest in their careers (Workday/LinkedIn) [110]

  4. 2023: 56% of employees say their organization doesn’t provide the training they need (Workday/LinkedIn) [110]

  5. 2022: 78% of employees say they would be more motivated if their manager gave them more feedback (Gallup/feedback study) [44]

  6. 2022: 58% of employees say recognition is important to them (Globoforce/Workhuman recognition survey) [101]

  7. 2022: 85% of employees say they would work harder if recognized more (Workhuman) [101]

  8. 2022: 72% of employees say peer recognition increases engagement (Workhuman) [101]

  9. 2021: 65% of employees say they would feel more engaged if they had access to learning opportunities (LinkedIn Workforce Learning report) [111]

  10. 2021: 94% of employees would stay longer at a company if it invested in their learning and development (LinkedIn) [112]

  11. 2020: 58% of employees say they want more recognition (Aon/Hewitt Engagement study summary) [113]

  12. 2023: 36% of employees said they had not received any recognition in the last year (Gallup State of the Workplace related) [44]

  13. 2021: 47% of employees said “low recognition” is a reason they aren’t engaged (Gallup-like study summary) [114]

  14. 2020: 41% of employees say they’ve experienced disengagement due to poor recognition (Workhuman/recognition) [104]

  15. 2024: 44% of employees feel recognition is lacking (Workhuman) [18]

  16. 2024: 87% of employees say recognition makes them feel valued (Workhuman 2024) [18]

  17. 2024: 31% of employees say they don’t get enough feedback (Workhuman 2024) [18]

  18. 2022: 61% of employees say they need more career development opportunities (Qualtrics/employee experience) [8]

  19. 2019: 48% of employees say they’re looking for a new job because they don’t see growth (LinkedIn Workplace Learning) [115]

  20. 2019: 55% of employees say recognition affects their motivation (SHRM/recognition) [116]

  21. 2023: 63% of employees say they would work harder if their organization invested in training (LinkedIn) [117]

  22. 2022: 50% of employees say learning opportunities are a top factor in engagement (Coursera for Business) [118]

  23. 2021: 57% of employees say they feel more valued when they receive regular training (Coursera) [119]

  24. 2020: 46% of frontline employees say they have inadequate training (frontline engagement) [78]

  25. 2021: 50% of employees say training affects engagement (Bain) [51]

  26. 2020: 47% of employees say their manager doesn’t recognize their efforts (recognition gap) [120]

  27. 2021: 62% of employees say they prefer recognition tailored to them (Workhuman/recognition personalization) [101]

  28. 2022: 66% of employees say recognition affects morale (morale/engagement) [121]

  29. 2023: 48% of employees say they want more frequent one-on-one meetings (manager cadence) [122]

  30. 2021: 58% of employees say weekly check-ins improve engagement (pulse surveys) [123]

  31. 2022: 45% of employees say they don’t receive frequent feedback (feedback frequency survey) [124]

  32. 2020: 30% of employees say performance reviews do not motivate them (performance management survey) [125]

  33. 2023: 57% of HR leaders say performance management needs rethinking (performance management) [126]

  34. 2021: 46% of employees say they don’t see a career path (career growth survey) [127]

  35. 2022: 62% of employees say internal mobility opportunities improve engagement (internal mobility) [128]

  36. 2023: 39% of employees say they’re not offered meaningful stretch assignments (career growth) [129]

  37. 2020: 71% of employees say learning and development is important to staying at a job (L&D) [130]

  38. 2022: 63% of employees say training improves job satisfaction (training engagement) [131]

  39. 2021: 54% of employees say they’re more engaged when they have access to training resources (L&D access) [132]

  40. 2020: 68% of employees say recognition makes them feel motivated (recognition motivation) [133]

  41. 2022: 45% of employees say they want recognition from peers (peer recognition) [101]

  42. 2023: 59% of employees say they feel valued when leaders recognize work (leadership recognition) [18]

  43. 2022: 37% of employees say recognition is irregular (recognition frequency) [40]

  44. 2021: 31% of employees say they haven’t received feedback in the last 2 months (feedback recency) [124]

  45. 2022: 62% of employees say their onboarding made them feel welcomed (welcoming) [134]

  46. 2020: 65% of employees say mentorship improves engagement (mentorship) [135]

  47. 2021: 45% of employees say mentorship would help their career growth (mentorship) [135]

  48. 2023: 38% of employees say they are not mentored at work (mentorship gap) [135]

  49. 2022: 53% of employees say career development is a key to engagement (career development) [136]

  50. 2021: 29% of employees report training not aligned with their career goals (training alignment) [132]

  51. 2023: 41% of employees say their organization doesn’t have a culture of continuous feedback (continuous feedback) [124]

  52. 2020: 62% of employees say recognition from managers increases motivation (recognition) [101]

References

Footnotes

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