Checking In From #Excellence15 Day 1 – Technology Selection & Implementation

Posted on January 28th, by Jennifer Payne in HR Conferences, HR Technology. No Comments

I’ve arrived in sunny Ft. Lauderdale, Florida for the inaugural Brandon Hall Group HCM Excellence Conference, and Day 1 kicked off with two powerhouse pre-conference workshops.  I had the opportunity to attend “Making The Right Technology Choice: Key Practices in Selecting Your Next System,” facilitated by Brandon Hall’s Michael Rochelle (Chief Strategy Officer), David Wentworth (Senior Learning Analyst), and Trish McFarlane (VP of Human Resources, Principal Analyst).

 

This workshop alone was worth the price of admission with its hands-on approach and the framework provided to assist participants in selecting new technology.  Too often, too many of us flounder through selection and implementation, without a solid plan in place.  Or maybe we’ve never had the opportunity to lead an implementation and have no idea where to start.  Either way, without a solid plan the risk of implementation failure is high.  Michael, along with the help of David and Trish, walked us through a very thorough framework for the selection process.

 

Not to give away all of the secrets (hey, you had to be there for that!), but some of the keys to this process included:

 

Planning & Alignment

Build a business case, including a champion and internal team, a list of “must-haves” with a clear focus on the unmet business needs you are trying to meet, and develop a solid change management and communication strategy.  Keep in mind that the best technology solution is useless if you can’t get folks to buy into using it, and good technology doesn’t fix bad processes.

 

Discovery

Educate yourself about what’s happening in the technology landscape.  Don’t rely on vendors alone, but rather take it upon yourself to get up to speed to put yourself on a level playing field with the providers.  And then identify and prioritize your requirements: ask yourself how you are going to use the system most of the time, and focus your priorities on the functionality you can’t live without.  Build a use case, putting yourself in the role of your various stakeholders/users and ask what each needs from the system, and use that to prioritize your requirements.

 

Vendor Evaluation and Selection

The biggest mistake that organizations make in deciding whether or not a provider is the right fit is focusing too much on their current needs and failing to think about what their future needs may be.  Take the time to set your demo agenda, including a focus on features, navigation, ease of use, integration capabilities, technical support, and implementation timelines and responsibilities.  Again, have an excellent and current understanding of the providers in the market, and realize that there is no “perfect provider,” so be prepared to go in with eyes wide open.  Use requests for information to begin aligning your business needs with the solutions that providers offer.  Then use a technology selection scorecard to ensure that your needs and requirements are met and to compare providers, compare pricing, and think longer term when you’re negotiating contracts.

 

Implementation

Have a change management strategy in place that includes stakeholder analysis, a risk mitigation plan, and a communication plan.  Realize that not everything is going to go well, so try to predict the potential pitfalls and be prepared to address and neutralize the naysayers.  Assess your organization’s change readiness, then communicate why the change is happening, the importance of it, and what the benefits will be.  And remember that implementation never actually stops; user adoption is continuous, and winning the hearts and minds of your users is an ongoing project.


The Understated “Good Guy” – #TimSackettDay 2015

Posted on January 23rd, by Jennifer Payne in On My Mind. 4 comments

“HR Influencer Lists” are a dime a dozen; it seems like every other week a new list appears, touting the top 50 or 100 human resources folks that you MUST follow, who are having the most impact on the profession.  Nothing against these lists, in fact, there are many, many worthy folks who regularly make it on to them; many of them good friends and trusted colleagues of mine.  However, the problem with these lists is that they tend to be one person’s opinion, based on their sometimes limited knowledge or personal interactions.  And with that comes the inevitability of many also very worthy folks being overlooked, some of them time after time.

 

Maybe they are passed over because they are not the loudest voices in the space, or maybe it’s just because they are too busy with their heads down and noses to the grindstone, making progress and getting things done, to spend much time talking about what they are accomplishing.  Whatever the reason, it doesn’t make them any less influential to the profession, to their businesses, and to the people around them.

 

So a few years back, in response to these unfortunate, though perhaps unintentional occurrences, a few blogger types decided to create a day to recognize some of these unsung, unrecognized HR heroes.  Thus Tim Sackett Day was born, with its first honoree being its namesake.  The concept quickly caught on and it was decided to make it an annual recognition and opportunity to call out those who refuse to call out themselves.  Continuing the tradition again this year, the 2015 honoree is…..

 

Victorio

Victorio Milian

 

I’ve had the pleasure of knowing Victorio personally for several years now.  I think he may have even been one of my first Twitter followers; if not that, at least one of the first with whom I had any real interaction.  I met him in person for the first time in an elevator in Chicago at HRevolution 2010, and since then, he’s been one of those people who has just always been there, in the background, quietly supportive of his HR brethren. Our similar professional backgrounds have given us a common ground, having both worked HR for retail organizations, and he’s always been someone I’ve known I could go to, to bounce ideas off, for suggestions, for inspiration.  I even credit him with providing the inspiration for what become part of my company’s employment brand; it was information and a presentation he had developed for a former employer which he generously shared that become the springboard from which our concept came to life.

 

That’s just the kind of person Victorio is.  Generous with thoughts and ideas, ready to help out, ready to help promote other’s interests.  He’s always looking for the next project in which he can involve other HR pros, whether it be showcasing his fellow bloggers with projects such as the “HR and Home” series he ran a few years ago; featuring various HR pros in interviews on his blog; or simply taking the initiative to run with an idea that began as a discussion on social media, putting some structure around it to make it a workable concept and rallying those involved.

 

And did I mention that along with being a great HR pro and a heck of a nice guy, he’s quite the talented photographer to boot?

 

Victorio can be found in several places online:

 

http://twitter.com/Victorio_M

http://hirevictorio.com

http://www.linkedin.com/in/vmilian

https://plus.google.com/+VictorioMilian

http://creativechaoshr.tumblr.com/

http://www.facebook.com/Victorio.Milian

http://instagram.com/victorio_m/

 

If you don’t know Victorio, take the time to get to know him.  You won’t regret it.

 

 

 

 

What Are Your Intentions For This Year?

Posted on January 22nd, by Kristin Kaufman in Personal & Professional Development. No Comments

Editor’s Note: From time to time, we like to recognize some of the projects and accomplishments of our regular contributors beyond their work for the site.  Kristin Kaufmann’s second book in her “Is  This Seat Taken” series, “It’s Never Too Late To Find The Right Seat” was just recently published, and here she gives us a sneak peak.

 

As we ‘start again’ in this new year AND we are already 3 weeks into 2015, how can we make the most of the coming 12 months? The first step, from my perspective, is to HONESTLY assess where we are today and also gauge where we want to be tomorrow! We have to take a hard look in the mirror (not always easy) and ascertain ‘how we did in 2014’ AND if there is still room for improvement. There are a few questions, which I encourage my clients to ask themselves, as we embark on this new year…….

The 2014 year at a glance:

  • How did I spend my time?
  • What were my greatest accomplishments?
  • What were my greatest disappointments?
  • How did these experiences change me?
  • How am I different now (December, 2014) than in December, 2013?
  • How can I further integrate this awareness as I enter the 1st half of 2015?
  • What am I tolerating? Why? What steps can I take to make a change?
  • What am I trying to force to happen? What would happen if I ‘let go’?

 

What are my intentions for 2015?

  • What will be my primary focus going forward?
  • What do I really want? What is still holding me back?
  • What do I want to contribute to the world?
  • How will I hold myself accountable?
  • What is working for me? How can I have ‘more of that’?
  • What kind of partners do I want going forward into this next chapter?
  • What may need to change? What are the first steps to make that change?
  • At the end of 2015, where would I like to find myself? Physically? Spiritually? Professionally? Financially?
  • What is my intention for my life in 2015?

Also, if you need further inspiration , and feel like ‘life is passing you by’ and you are not where you thought you would be at this stage in your life…..you may find inspiration is my latest books in the ‘Is This Seat Taken?’ book series. I personally was inspired by each and every one of these individuals who completely hit the ‘reset’ button in the last 15-20 years of their lives.  What I know for sure is this – what we make of our lives is 100% our choice……what will you choose?

 

About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin’s first book, Is This Seat Taken? Random Encounters That Change Your Life, was released on 11/1/11 to national acclaim, and endorsed by Stephen Covey and John Maxwell, among others. Her second book in the series, entitled Is This Seat Taken? It’s Never Too Late to Find the Right Seat was released 1/13/15. It has already been endorsed by notables such as Marshall Goldsmith, Sean Covey, and Doug Parker, CEO of American Airlines. This book shines the light on late in life reinvention and encore ‘second half’s’ of diverse individuals. The individuals are in some cases widely known and others are somewhat  anonymous to the mass public. The common thread is their ‘post-50’ resurgence in life and in some cases their ‘fork in the road’ is quite serendipitous. Kristin’s third book, a sequel to ‘Is This Seat Taken?’ will follow later in 2015. Kristin is on Twitter as @kristinkaufman.

 

 


A New Year, A New Event… #Excellence15

Posted on January 20th, by Jennifer Payne in HR Conferences, Personal & Professional Development. No Comments

The New Year has been in full swing for several weeks now, and in my estimation that means it’s not too early to begin thinking about conference season.  Though usually I don’t start making conference plans until closer to Spring, this year I’m kicking things off a little earlier with Brandon Hall Group’s 2105 HCM Excellence Conference, which is taking place later this month from January 28-30.

 

The good folks down at BHG graciously invited me to join them and their awesome team of analysts, as well as innovative HR executives and winners of their 2014 Excellence Awards for their inaugural human capital management conference.  Along with a full slate of fantastic sessions and topics over the course of 3 days, did I mention that it’s in Ft. Lauderdale, FL?  In January?  Okay, twist my arm…

 

In all seriousness, though, I couldn’t be more excited to be joining the team down there to help cover the event.  My good friend John Nykolaiszyn and I will be the official blogging team, helping the BHG analysts provide coverage of all of the great content and goings on during the 3 days.  So in addition to the Florida sunshine (which is a nice bonus for this winter-weary Northern girl),  I’ll have access to a whole variety of learning and HCM topics and research being presented and discussed by world class analysts and best in class HR executives and practitioners who have been recognized for their innovation and successes in implementing various HCM programs and solutions that directly impacted their organizations.  We’ll be talking about everything from learning & development, to onboarding, technology implementation, leadership development, and HCM trends.  I even heard a rumor that there’s going to be an HRevolution type unconference session to really kick attendee participation into high gear. Reviewing the agenda, it promises to be a highly interactive event with many real-life, actionable takeaways.

 

So check back here starting a week from tomorrow to read about what’s happening at this inaugural event.  And if so inclined, follow along on Twitter and join in the conversation at the hashtag #Excellence15.

 

Looking forward to reporting in from the FLL!

 

About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent acquisition and development in the retail grocery industry.  She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.


Diversity: Is it Still on the Menu for 2015?

Posted on January 15th, by a Guest Contributor in Business and Workplace. 1 Comment

Diversity. What does it mean to you (aside from a pretty handy street dance troupe)? It’s an important topic to mull over because the modern workplace is expected to employ a diverse workforce, with HR departments obviously playing a crucial role in the process.

 

But as with so many valuable concepts, the risk of the principle being lost in the rhetoric and its substance replaced by an empty corporate buzz word is high. As HR employees – dealing with the people behind the labels – it is our duty to clarify the recruitment process we are expected to implement and highlight any practical issues that arise.

 

Diversity and the ‘tick box’ culture

One of the measures of a diverse workplace is how closely it reflects the make-up of the society in which it operates. This has led to government statisticians compiling lists of percentages where citizens are divided into their ethnic group, gender, sexual orientation and numerous other categories and the numbers compared – often unfavourably – with the make up of the company.

 

If we’re not careful, this can lead to diversity being treated as another item to be included on a growing list of corporate targets. ‘Do we have a disabled guy? Good. Five per cent ethnic minorities? Great. We’re running at 55-45 gender split though; need to even that up a bit.’

 

Here we stray into that contentious issue of ‘positive discrimination’, and whether it is ever right to recruit someone on the basis of their age, gender, sexual orientation or cultural background. Whatever your position about that, it is a very real dilemma that the Human Resource department has to grapple with – diversity in the real world rather than a utopian concept.

 

Do we still have an appetite for diversity?

Recent world events have even cast doubts on the value of diversity itself. Struggling economies have led to high levels of unemployment and the accusation by some disgruntled citizens that their jobs are being taken by people from minority backgrounds. And there is no doubt that recruiters in many fields have sought to actively import talent where there is a perceived lack of it from amongst the local employment pool.

 

With the media highlighting the negative aspects of muticulturalism and the dangers of excessively liberal policies, and the rise of nationalist parties in the political sphere, even the politicians’ are displaying quite schizophrenic behaviours as they reflect the public’s ambivalence over diversity.

 

Companies as diversity in action

The modern workplace, to varying degrees, mirrors the situation in society at large. People from different backgrounds come together for a common cause and while there are inevitably culture clashes and disagreements there is also a lot of solidarity and shared identity.  A company’s success seems often to be related to  the extent to which its workforce has been integrated, enabling everyone to pull together. But is there more that a diverse workplace can offer up?

 

Attack of the Clones

In our drive for diversity, we must ensure that the people we recruit are given the support and freedom to actually express their unique qualities and perspectives. In a modern workplace we need to utilise the full richness of each individual’s experience and tap into their irreplaceable skills and strengths, if we are to remain relevant and competitive as a unit.

 

Employees are not just representatives of particular demographics in society, they are living, communicating windows into the minds and hearts of the people who share significant elements of their background. If one of our employees uses a wheelchair, he or she will be invaluable in assessing how accessible our company is to other wheelchair users. If a female employee objects to the chauvanistic workplace culture then ignore her at your peril. It is highly likely that sexism is coming across in our products and services, alienating women in society.

 

In some ways, a diverse company is a gift which gives us the opportunity to interact with society at a deeper, more inclusive level. But we must still make the most of the richness at our disposal by treating employees as respected individuals. Otherwise we risk creating a sham diversity rather like the clone troopers in the Star Wars stories. Here, the individual troopers are largely identified by surface differences alone (hairstyle, uniform trim, etc.) to compensate for the fact that they are all cloned from one source.

 

Is diversity still on the menu? Absolutely, but only the best restaurants can combine all of the flavours into one appetizing dish.

 

About the Author: Nicole Dominique Le Maire has gained a reputation as a highly valued leader within the female business and Human Resources Industry. As a multi-talented woman entrepreneur and a global people connector, she is also the co-author of two books, including “The Female Leader.”  As a result, she has gained tremendous experience guiding startups and entrepreneurs which has supplemented her MBA, MAHRM, and MCIPD and this has catapulted her to become one of the top leaders in the Human Resources industry.  Get in touch via twitter @NicoleLeMaire or one of the business websites,  humanresourcesglobal.com, newtohr.com, thefemaleleader.biz

 


2015….Welcome to the Future

Posted on January 13th, by Jennifer Payne in Business and Workplace, HR Technology. 1 Comment

By now inevitably you’ve seen some sort of media coverage detailing how the “Back to the Future” franchise got it both wrong and right.

 

That’s right, the future is here. In the second installation of the 80’s trilogy, Marty McFly travels to the far-distant future of 2015.  Or at least the 1985 version of what 2015 would look like.  Though some of that 1985 speculation wasn’t that far off (video calls, biometric payment options, huge flat screen televisions), much of it was certainly ambitious thinking (home fusion energy reactors, flying cars, self-sizing clothing).

 

For all of the fun that it is to compare what the movie got right and wrong, there’s also another side to the discussion that hasn’t been explored.  For each of those speculations that have not come to fruition, there are just as many every day components of our reality that could probably never have been imagined in 1985.

 

In 1985, could we have imagined that through the power of smart phones, most people would hold in the palm of their hand more computing power and access to information than was available to entire governments then?  In 1985, clouds were strictly a weather phenomenon; today “the cloud” holds a whole different meaning.  Tablets were pads of paper, a very different definition than what you think when you hear that word today.  There was no concept of or hint to what social networking would become through the vast digital networks and tools we now have available, and how they are being applied not to just our personal lives, but to business effectiveness and productivity as well.

 

For everything that did not happen as predicted in the movie, other technologies have been developed and subsequently improved at rates we could never have anticipated in the mid-80s, or even more recently for that matter.  In many ways, our lives are completely interconnected through technology.  Technology enables the average person today to receive more information in one day than someone would receive in their entire lifetime in 1900; that’s not going to slow down any time soon.  And over the holidays, I had a moment that was a powerful reminded me of that.

 

My 2 year old nephew received a tablet for Christmas.

 

Now you could argue that the “tablet” he received was a simplified version of a fully-functional “adult” tablet.  But that’s not the point.  The point is that my two-year old nephew instinctively knew how to use that tablet.  That he knows how to access Siri on an iPhone – he can’t talk to her yet, but he knows how to find her and what to do with her.  He has seen his siblings doing these things from the time he could comprehend, and is now using these technologies before he can even put a full, intelligible sentence together.

 

We are living in a “future” where kids are using technologies in some cases before they can even talk.  These technologies are ingrained into their lives right from the beginning.  This is certainly not a new phenomenon this year, it’s a shift that’s been occurring for a little while now, as evidenced by the term “digital native” that’s been in use for several years is discussions of generations.  But it’s becoming something that as business professionals we can no longer afford to ignore.

 

As employers, we are soon going to be hiring these same kids who have used technology since before they could talk.  Even sooner for those of us who work in industries that tend to employ teenagers and young adults (retail, food service, hospitality).  Yet as businesses, many still lag pitifully behind when it comes to technology.  Maybe not in the technologies we use to connect with the outside world and our customers, but with how we connect with our employees and future or prospective employees.
We insist on subjecting employees and candidates to mind-numbingly long manual processes, or if we do have digital ones in place, they are exceedingly complex, contrary to the digital simplicity present in our app-laden world.

 

Why do we do this?  Because we can?  Because THEY want to join OUR organization so we call the shots?

 

That mentality can be our downfall.  As we continue into the future, if we as HR pros allow our businesses to remain out of touch and outdated, we risk losing talent to those who keep pace.  It’s our job to be aware, to understand the pulse of those we want to employ, and translate that back to our businesses.

 

The future is here.  It may not look like what we thought it would in the 80s, but in many ways, it’s more than we imagined.  And we need to keep up.

 

About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent acquisition and development in the retail grocery industry.  She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.

 

 

 

 


Teamwork as a Customer Experience

Posted on January 8th, by Bonni Titgemeyer in Business and Workplace, On My Mind. 1 Comment

Crayons of popcorn

For the right consumer experience these days, teamwork is necessary.

 

On New Year’s Day, hubby and I went to the movies.  For certain reasons I won’t mention the name of the Cineplex theatre on Winston Churchill at the QEW in Oakville, Ontario.

 

We arrived 40 minutes early for a movie that is newly-released but not a box office smash, and planned on using a gift certificate.  

 

This means that we had to stand in line at the box office.  A hopelessly long line.  The line was long because their new ticket distribution kiosks don’t allow for gift certificates and it seemed everyone had a gift certificate.

 

If we had planned this differently we could’ve avoided that line and purchased our tickets on line instead of redeeming the certificate, but it was expiring that day and we wanted to use it.  Besides, there were long lines at the kiosks too.  It doesn’t seem like anything was gained by reconstructing the entire front entrance of the theatre to remove the ticket agents and allow for these kiosks, especially since while you can order online, they don’t yet have tickets via smartphone available yet.

 

Why they might choose to expire a gift certificate on the busiest day of the year is beyond me.  Why we chose to wait until the last day to redeem it is also somewhat of a mystery but it has something to do with cleaning the basement and finding the certificate just before Christmas.

 

Once we got in the theatre we went our separate ways. . .hubby to the concession stand and I to the theatre to stake out seats.  

 

It takes teamwork to get the right seats and the concessions before the movie starts, especially if you are using a gift certificate on a holiday.

 

Why do companies put us through these things just to get what we want?  Even though I earned an A in microeconomics in university and am the life of the party during any discussion of guns and butter, in this case I still don’t get this intersection of supply and demand.

 

Why are all the new releases during the holidays?  Why couldn’t I redeem my gift certificate online?  Why do they have to so understaff the theatre that it takes 20 minutes to get through a relatively simple concession line?  As I was sitting in the theatre by myself waiting for hubby to get through that line, these questions were burning for me.

 

Recently, my good friend Michael VanDervort directed me to an article on Salon.com,  are Killing Us.  In it there are some scathing truths and conspiracy theories about why it is so important to keep the wages of restaurant workers so low.  While I could write many blog posts responding to the suggestions of the article, there was a key point of relevance to the HR professionals who read blogs on this site.  That is this, we are increasingly mechanizing the most entry-level jobs, making them quickly-trained and easily-replaceable.  There is no need to pay them more.  If the apocalypse they propose in the article is real, very shortly there’ll be no true entry-level jobs left, not just in restaurants but in everything that is in the service industry.

 

This is a big deal to those who view customer experience as important.

 

A few years ago I worked on a project to set up a manufacturing plant in Mexico.  As part of the project, I immersed myself in Mexican employment practices, to understand how everything there works. I wanted to avoid an implementation failure by mis-anticipating culture and customs.  One of my take-aways from the experience is that in Mexico there is a focus on jobs. From an HR planning perspective, the advisors tell you to increase the staffing numbers from what it takes to produce your product in America.  Their unions, tax incentives and way of thinking make that a winning formula.  There’s another discussion here about underutilization of talent there, but let’s leave that for a different blog post. 

 

Stop right now and ask yourself about customer service at your company.  Are you over-mechanizing the process?  In the name of efficiency have you taken out too many people?  By doing so, do you make it difficult for your customer to have a good experience?  Do people really have to plan how they are going to access your service by going to extremes to make the stars line up?  Like in the case of hubby and me, do they have to employ teamwork just to make things work out?

 

If yes, unless you’re Costco, you need to rethink this.  After all, if I want to make my own popcorn and pour my own cola, I might as well stay home and slouch on the couch.

 

About the Author: Bonni Titgemeyer is the Managing Director of The Employers’ Choice Inc. She has been in human resources for 20+ years and works in the international HR arena. She is the recipient of the 2012 Toronto Star HR Professional of the Year Award.  You can connect with Bonni on Twitter as @BonniToronto, often at the hashtag #TEPHR.

Resolutions vs. Real Change

Posted on January 6th, by Jennifer Payne in On My Mind. No Comments

 

I’ve decided that I’m not a big fan of New Year’s Resolutions.  By their very definition, they seem to imply grand sweeping changes that we’re going to make, starting on January 1st of each year.

 

There’s nothing wrong with setting goals for yourself, as long as you put in a little work and set up a framework that will help you actually achieve them.  But that’s the difference between many people’s resolutions and good, solid goals.  Often times resolutions are either made as absolutes – “I’m going on a diet,” “I’m going to stop smoking,” – or they are so vague that there’s no accountability – “I’m going to lose weight,” “I’m going to spend my money smarter,” “I’m going to work out more.”  Either way, they set the resolution maker up for failure by lack of a specific goal and actionable steps to get there.  Perhaps that’s the reason that a large proportion of New Year’s Resolutions are broken or long-forgotten by the end of January.  And with those broken resolutions, no real change is made.

 

However, I’ve noticed that this year, at least among many of the people I know, a shift away from resolutions.  I’ve noticed more mentions of goal setting and/or philosophical and attitudinal changes.  People committing to taking small steps towards improving their lives, or shifting their perspectives slightly to bring more positivity into their lives.  My own approach, as declared on New Year’s Day, is “No resolutions, just goals, determination, and the right mindset.”  I have changes I want to make in my life, but instead of making grand, sweeping, vague resolutions, I’ve decided I’m starting with my outlook and attitude at a guiding force, and then taking very specific steps towards making those changes.

 

But even beyond our personal lives, this approach can also benefit us in our professional lives as well.  As human resource and business professionals, we have an opportunity to apply attitudinal shifts and start looking at our profession from a different angle.  I wrote about this at the beginning of 2014, and I think it’s still very relevant a year later.  Though I did call them resolutions at the time, in reality what I proposed was a mindset change with goals and steps to take to back it up.  I know I made some progress in 2014, but there’s still work to be done and more progress to be made.  As a profession, there are many great things being accomplished and ideas being generated by talented people, but there’s still work to be done.

 

So I ask you….how can you change your mindset in 2015?  What are the steps you can take towards making changes in an actionable, goal-oriented way?  How can you help make our profession better this year?

 

Photo Credit

About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent acquisition and development in the retail grocery industry.  She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.

 


Happy Holidays from Women of HR

Posted on December 23rd, by Jennifer Payne in On My Mind. No Comments

In the spirit of the holidays, Women of HR is taking some time off to enjoy the season with our family and friends.

Thank you to all of our readers for coming back again and again throughout the year. You help to make our community what it is.   We appreciate you, and wish you all the best throughout the season and into the New Year!

See you in 2015!


The New Rules of Engagement: Digitization

Posted on December 16th, by a Guest Contributor in Business and Workplace. 1 Comment

Yvonne Sell and Georg Vielmetter recently wrote Leadership 2030, a new book outlining how 6 powerful trends are impacting life as we know it. They identified these 6 megatrends as Globalization 2.0, Environmental Crisis, Demographic Change, Digitization, Individualization and Technology Convergence.

In this series of blog posts, Monick Evans of the Hay Group will cover each of these trends in turn and share her thoughts on how they impact engagement, and what they might mean for us as professionals as well as for us as employees.  The first in the series covered Individualization.  Today she discusses Digitization.

 

Digital Help or Digital Hindrance?

With the powerful megatrend Digitization already upon us: what does it means for you and your job and for the way you manage others?

 

Digital Help

You can do anything you want in the virtual world.  There are apps for pretty much everything, insomniacs can find people to talk to any time of the night and you can get advice whenever you ask for it (and even when you don’t if you look at Twitter!). So all this digital stuff should be making our lives easier right?

In many ways yes it should.

Digitization is all about the blurred boundaries between our work and personal lives as a result of technology. It’s about being “switched on 24/7” and it means many of us can work flexibly from anywhere at any time, which helps us find the work/life balance that works for us. Living 2 ½ hours away from my office means I regularly work from home just to stay sane!

In the workplace, Digitization can definitely be a huge advantage; advances in smartphones, apps, Facebook and Twitter for example are a great way to stay connected to our clients and our colleagues across timezones in a simple, engaging and fast way. They keep us agile and flexible, we can react in an instant to the latest bit of news.

 

Digital Hindrance

So what’s the downside? Well if like me, you weren’t born into a world of Clouds, I-phones, Lync, Messenger and Twitter, you’re not a Digital Native. My kids will be (they can already work the Sky TV box better than I can). That means there’s a whole heap of training we need to make sure that we use technology to save time in our jobs, rather than waste time.

And what if you feel you should constantly be “wired” so you can respond immediately to your client’s late night emails? Aren’t you at risk of getting stressed or burnt out? And if you only communicate with your manager on email, how will they spot the signs and be able to help you?

Then there’s the problem of being discreet. How do we know what’s appropriate for us to share online? The world of social media is so quick that it’s easy to act on impulse, but by doing that we could be damaging our company’s brand – or even our client’s brand – just by a click of a button.

 

Digital Ready

If you work in a role in HR, then these problems are soon going to be your problems. What training do people need and how can you keep them up to speed with new technologies and digital trends? How can you prevent employee burn out? And how can you best engage your people around your brand so that they want to protect rather than damage it?

Research on this new megatrend shows that people’s expectations are changing about how they use technology at work and that if companies want to keep their talent motivated, they’ll need to adapt fast because:

  • Younger workers – or Digital Natives – want to be connected all the time. Removing a Smartphone from someone when they turn up for work is like removing an arm. (Interestingly, a major retailer in the UK that banned mobile phones on the shopfloor is now piloting the use of them again to keep people motivated)
  • People will demand that their company supports them with different devices and technical support to keep them working, especially if employees are travelling for their jobs
  • A pressure to always be online could lead to stress and burnout for some, that managers still need to look out for and manage
  • Employees can easily find out online how their salaries compare to other firms (and then they can easily apply for another job if they want to)
  • People want to work when they want to work – that might be in the middle of the night, whereas your manager wants to speak to you when the sun’s still out. Managers will need to measure ‘outputs’ differently and look at performance rather than just hours
  • We’re all human and we still need some personal contact. Managers can’t rely on virtual communications and meetings – we still want to see people face-to-face

 

Digital Balance

So stop and have a think about your own job for a moment. How do these changes to the workplace affect you or the people you manage? How can you get the best out of using technology and mitigate the worst?

Try answering a few questions to see how well you think you’re doing amidst Digitization:

Yes / No
Digital Help?
Is technology helping you save time in your job?
Does technology help you stay in touch more easily with your clients or colleagues?
Do you feel technology gives you more flexibility to work from anywhere at anytime?
Do you have the technical support you need to keep those devices working at all times?
Are you using technology to showcase how great your company’s product or ideas are?
Digital Hindrance?
Be honest, are you slightly addicted to checking your messages? (even if someone is talking to you)
Does your Smartphone go wherever you go (including to bed)?
Have you ever had an online ‘rant’ about something or someone then instantly regretted it?
Does your manager expect you to answer emails 24/7? (and do you expect the same from your direct reports or colleagues?)
Have you ever felt totally exhausted and at risk of burnout because you never really switch off from using technology?

 

How did you get on? If you generally answered “Yes” to more Help than Hindrance, then you’ve probably found a great way of using technology in your life.

But if you answered “No” to any of these questions, maybe now’s the time to put that device down and have a proper conversation in the real world rather than the virtual world. Given that when I see my kids playing, they’re often copying Mummy on the phone sending messages and moaning when a webpage won’t load fast enough, then maybe it’s time I did just that….

See you next time, I’m off to meet a real friend for a real drink and a real chat rather than a virtual one, it’s much more fun.

 

How well do you think people in your organization are adapting to the digitization trend? I’d love to hear your thoughts.

 

Photo Credit

About the Author: Monick Evans is an Associate Director at global management consultancy Hay Group. With 20 years experience in organizational research, HR and change consulting, Monick has worked with some of the world’s best known multinational companies to deliver leading edge employee engagement programmes. Monick works closely with key stakeholders, including CEOs, Executive Teams, HR, OD and Communications professionals to help align their employee survey programmes with business strategy. The topics she is discussing in this series of blog posts can also be found in the Hay Group report The new rules of engagement.