Top performing companies recognize the positive correlation between investments in employee engagement and driving business outcomes. They also recognize that although there are many factors that influence employee engagement, technology has a key role to play in this equation. They realize technology isn’t just for … Continue reading What is The Role of Technology in Employee Engagement?
10 New Approaches for Engaging Talent in the Agile Era
This blog is an excerpt of the eBook written by Cary Schuler, SVP Marketing & Product Strategy, Vibe HCM.
As we leave the last vestiges of the industrial revolution behind us, organizations are pushing the envelope in terms of how they organize and engage their teams. Bottom line business results remain top priorities but organizations increasingly strive to balance growth with a desire to be good corporate citizens. Adding to the mix is a highly diverse group of tech-savvy, socially connected millennials and new agile work methods. The result is a need to rethink traditional approaches to talent management.
Business Trends Impacting Talent Management:
According to Gallup’s State of the Global Workplace Report, 85% of employees are not engaged or actively disengaged (Gallup, 2017). They are showing up but not giving their best ideas and efforts. Or worse, they are actively working against the organization and have one foot out the door. What a tremendous wasted opportunity. Businesses in the top quartile of employee engagement are 17% more productive and 21% more profitable than those in the bottom quartile (Gallup).
Rise of the Socially Connected Workforce
Bersin By Deloitte indicates that citizenship and social impact were rated as critical or important by 77% of respondents (”The Rise of the Social Enterprise”, Bersin By Deloitte, 2018); effectively underscoring the importance today’s workforce places on relationships inside and outside of the organization. Millennials, in particular, are extremely team-oriented and enjoy making social connections and friends at work.
Shift from Hierarchical to Networked Agile Workforces
Traditional enterprise software was designed to support rigid, hierarchical approaches to talent management. The focus was on getting data in the system, filling out forms, following processes. Contrast this with a new networked, agile way of work, characterized by: just-in-time decision support, connecting teams with experts, outcomes versus processes, talent moving in and out of multi-disciplinary teams based on the particular project.
Today’s talent management systems (TMS) were designed in the same mold as traditional enterprise software. TMS suites evolved to span recruitment, performance management, learning and development and compensation management. The challenge lies in the fact TMS were created as systems-of-record; not tools for engaging employees. They were designed for administrative reasons – to capture data, complete forms and route approvals through complex workflow processes.
From overly complex form-based applicant tracking systems to demotivating once-a-year performance reviews, TMS at best get in the way of agile processes and at their worst, can actually disengage and demotivate talent. These TMS are too rigid and compartmentalized to effectively support talent driven organizations, where the goal is to engage employees in a more agile connected world.
to explore the role that next generation talent engagement capabilities, deployed as components of an HCM Engagement Platform, play in supporting organizations as they adapt to this rapidly changing world of work. We outline 10 new strategies illustrating how technology can be an enabler of the new way of work versus reinforcing outdated administrative approaches. These 10 strategies tie directly to what employees value in their work and fulfill a meaningful role fostering a highly engaged productive workforce.
Cary Schuler, SVP Marketing & Product Strategy at Vibe HCM is a business strategist passionate about redefining the way companies leverage technology to maximize the potential of its people. Intent upon transforming workforce applications to recognize and harness the inherently social nature of its people.
Specialties: HR Management, Employee Engagement, HR Tech, HCM, Talent Management, Onboarding, Business Strategy, Assembling High Performance Teams, SaaS, Strategic Alliances
This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement
One day, as a small child, Thomas Edison came home from school and gave a paper to his mother. He said to her, “Mom, my teacher gave this paper to me and told me only you are to read it. What does it say?”
Her eyes welled with tears as she read the letter out loud to her child: “Your son is a genius. This school is too small for him and doesn’t have good enough teachers to train him. Please teach him yourself.”
Many years after Edison’s mother had died, he became one of the greatest inventors of the century.
One day he was going through a closet and he found the folded letter that his old teacher wrote his Mother that day. He opened it. The message written on the letter was: “Your son is mentally deficient. We cannot let him attend our school anymore. He is expelled.”
Edison became emotional reading it and then wrote in his diary: “Thomas A. Edison was a mentally deficient child whose mother turned him into the genius of the Century.”
A positive word of encouragement can help change anyone’s destiny.
Although it’s widely known that Edison struggled with learning as a child and only attended public school for a short time, there is much conjecture on the internet as to whether this story about his teacher is true. No one knows. Regardless, it illustrates the importance of both owning your own engagement and never letting others ruin your outcomes or future. If people don’t believe in you or the mission you’re committed to, it shouldn’t affect your own personal drive. This is true at school, at work, and in your personal life. Never let people put you down!
Kevin Sheridan is an Internationally-recognized Key-Note Speaker, a New York Times Best Selling Author, and one of the most sought-after voices in the world on the topic of employee engagement. He spent thirty years as a high-level Human Capital Management consultant, helping some of the world’s largest corporations rebuild a culture that fosters productive engagement, earning him several distinctive awards and honors. Kevin’s premier creation, PEER®, has been consistently recognized as a long- overdue, industry-changing innovation in the field of Employee Engagement. His book, “Building a Magnetic Culture,” made six of the best seller lists including The New York Times, Wall Street Journal, and USA Today. He is also the author of The Virtual Manager, which explores how to most effectively manage remote workers.
Kevin received a Master of Business Administration from the Harvard Business School in 1988, concentrating his degree in Strategy, Human Resources Management, and Organizational Behavior. He is also a serial entrepreneur, having founded and sold three different companies. Kevin can be reached via email at email@example.com, on LinkedIn at http://www.linkedin.com/in/kevinsheridan1 and on twitter @kevinsheridan12. His webpage is www.kevinsheridanllc.com.
With the Winter Olympics just wrapping up, I can’t help but reflect on what it took for those elite athletes to perform the way they did. The life time commitment it took just to be there as a participant. I can only imagine what … Continue reading cfactor Experiences a “Gold Medal” Type of Year
One of the biggest issues that many mid- to large-sized organizations grapple with is how best to leverage the latest HR technology within their existing HRIS environments (and by latest I mean easy-to-use, socially-infused, engaging technology that delivers on efficiency, collaboration and productivity gains). HR leaders often think they must come to terms with having to “rip-and-replace” an existing HRIS.
And it’s understandable why they might think this – enterprise technology environments are very complex. Often there are:
- multiple disparate applications and data sources
- numerous employee logins/URLs
- lack of the right data
- lackluster process integration
With these types of complexities, it is easy to see how companies could resign to the “one size fits all” philosophy, and subsequently overlook opportunities for game-changers such as socially-infused HR solutions.
The good news is there are game-changers that can be adopted into your current HRIS environment, leveraging the best of what you have and enhancing it to achieve “HR fireworks.”
So … What is HR Fireworks?
We believe this occurs when efficiency and the employee experience converge to create an HR system of engagement that truly “pops!”
To find out how you can Create HR Fireworks, be sure to sit in on a presentation by Cary Schuler (Co-Founder & cfactor CEO) and Deb A. Maher (Sr. Director of HRIS and Shared Services at DeVry Inc.) at the IHRIM 2013 HRMS Strategies Conference (#IHRIM2013) in Orlando, on June 4.
Stop by and visit me and my colleagues at Booth 815 to enter to win an iPad mini, grab a bag of popcorn, and take in some HR Fireworks first hand. I look forward to seeing you there!
Welcome to the second post in this series on strategic employee onboarding where we tackle the first of six questions prevalent in the market today. Question #1: What real business results are possible with a strategic onboarding process? We hear the topic “employee onboarding” mentioned … Continue reading Strategic Onboarding – Part 2: Real Business Results
I have been thinking a lot about the future lately. Maybe it is because my oldest boy is in Grade 1 this year, an official “full-timer” at school. Or, maybe it is because my little four year old girl started her first day of Zoo … Continue reading The Future…