This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement. I just returned from an amazing 30-day cruise of the Indian Ocean, which included ports of call in 12 different countries. While at sea one day … Continue reading Message In A Bottle: Your New Year’s Resolutions Should Include An Honest Assessment Of Your Workforce Communication Strategy
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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 firstname.lastname@example.org, on LinkedIn at http://www.linkedin.com/in/kevinsheridan1 and on twitter @kevinsheridan12. His webpage is www.kevinsheridanllc.com.
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