5 future-proof hr solutions

Until recently, the primary function of technology has been limited to facilitating day-to-day HR tasks. However, technology has become geared to adopt more of an all-inclusive role in organisations. Listed below are 5 directions in which HR could progress with technology being squarely at the centre:

1. blind hiring

The US IT industry, in particular Silicon Valley, has been widespread with accusations and counter accusations related to bias within the workplace. The obvious question that looms large on the psyche of the HR professionals is how to effectively manage and minimise these kinds of controversies. To address concerns of bias, some organisations have introduced the process of blind hiring.

In an ordinary interview process as well as during initial screening, recruiters may appear to be partial depending on information about a candidates’ history, race, age, gender, and at times even the candidates’ alma mater. Another example could be the film industry that has been under increasing pressure to ensure diverse representation at the time of the casting process.

In a blind hiring process, resumes of candidates are actually removed of market information. This guarantees that the main screening procedure is going to be completed based only on the candidates’ demonstrated ability and quantifiable achievements. Additionally, some organisations that have implemented such a process, have gone a step further to automate the screening process entirely, which in effect makes the applicant anonymous. When done well, the results of this approach to applicant screening can see an increasingly diversified staff that is recruited strictly by merit rather than rapport, or maybe bias, which can often happen when screening candidates.

2. passive candidates

Head-hunters appear to constantly be targeting passive applicants. Nevertheless, these days the recruitment process entails a lot more than just reviewing resumes of candidates on a company’s job site. Recruiters are more frequently relying on social networking to get in touch with candidates directly. Likewise, recruiters also resort to internet communication techniques like groups, sub-forums and hashtags to recognise potential talent pools. When candidates are interested in content and engaged in groups, recruiters can get a distinct idea of their potential candidates, and whether these candidates could be potentially set to make a career move.

3. remote workforce

Working remotely typically entails operating out of the comforts of home, or maybe coffee shop, or perhaps a co-working office space and is an ever more popular trend nowadays. Within the last few years, the number of workers that are working in some type of telecommuting arrangement appears to be increasing steadily. The contributing factor towards this shift is the improvements made in the area of VPN know-how. Remote employees are supported by this technology to effortlessly access their organisations’ systems regardless of their location, just as long as there is an excellent connection to the internet. As a result, organisations can now employ talent from across geographies around the globe. In reality, countless start-ups already feature remote teams.

This particular idea of remote working supplies HR professionals with access to a bigger and ever-growing talent pool. By providing current employees with the remote working choice, organisations are able to retain their employees and improve engagement levels by offering an improved work life options. Additionally, with the evolution of digital collaboration tools including video conferencing, this shift towards of remote working is set to continue.

4. future proofing employees

Lately, Politicians appear to be making promises to raise the amount of manual labour jobs, especially in the manufacturing business. Regardless, the harsh truth is the fact that of the jobs available today; many manual labour roles may not survive long as increasing numbers of organisations opt for automation technologies. The growing trend of Artificial Intelligence (AI) completing tasks previously done by employees can already be seen at many manufacturing industry work locations.

Undoubtably, the adoption of AI has led to transformation, loss, and the creation of work. However, simultaneously the need for particular abilities is on the rise as HR industry experts expect employees to work in tandem with robotics. Certain tasks have to be reassigned as robotics have taken over mundane tasks therefore freeing up employees to draw up innovative roles. With developing automation, the existing workforce that’s susceptible to automation must be considered. HR professionals need to identify employees that are prepared to take up a variety of facets of work like management, problem solving, troubleshooting etc which will always need a ‘human touch’. With thorough planning, future proofing staff members requires that organisations ensure they conserve on transition costs while making the most out of the prevailing conditions.

5. gamification

The newest development of gamification continues to be used by a great deal of industries of the past couple of years. With gamification, the idea of spinning engagement into a type of competitive task has proved to be very beneficial in a number of ways that involves the area of training, advertising, and also recruitment. A great deal of brands these days use gamification to encourage competition that is healthy amongst teams, encourage loyalty amidst clients, encourage workers, and make a buzz.

In the HR field, gamification continues to be used during the screening process in which assessments regarding important skills and cognitive abilities have been changed into a fun filled engagement. With the assistance of mobile apps today you are able to make your candidates play games which have underlying algorithms which assist in generating serious analytics regarding the participants of the game. Gamification benefits both the employees and the applicants. Even though the employers are able to take advantage of a great deal of information which could be very helpful to assess a candidate ‘s strengths and weaknesses, candidates in addition get the chance to demonstrate the skills of theirs to the potential recruiters of theirs.

in a nutshell

There’s no question that these technology centric trends will probably have a good deal of effect on the HR business moving ahead. Artificial intelligence has already gained prominence in most industries, and the role of it is actually apt to rise down the road. Future focussed businesses have made sizeable investments towards these systems and trends to remain ahead of the competition. Most of the above discussed technology trends have a learning curve related to them. Hence, it’s crucial that organisational leadership take note of these trends and begin preparations to keep abreast of the HR of the future.

If you could do with some help, WINC HR consultants really shine in employment arenas. We pride ourselves on being our clients’ most valuable partner in the attraction, retention and engagement of their current and future staff members. We offer quality end-to-end strategies and solutions including resource managment, hr operations and change communications, especially within the Organisation Design and Development space. Find out more about what we’re up to on the WINC website – and keep up-to-date with our latest news and views on FacebookLinkedIn and Twitter

continue reading »
human resources

2018 key engagement learnings

In collaboration with the Society for Human Resource Management (SHRM), Globoforce found that HR leaders found that about half of HR leaders see employee retention, recruitment and culture managment as their top workforce management challenges. Reflecting HR known best practice, here are the key findings from the 2018 SHRM/Globoforce Employee Recognition Survey:

Adopt Values-based recognition programmes to drive business goals

According to the key findings of the report, Values-based recognition programmes – where employees are recognised and rewarded for behaviour that exemplifies a company’s core values – continue to be more highly adopted than recognition programs not tied to a company’s core values. Programmes tied to values are also more than two times as likely to be focused on reinforcing and driving business goals; a third more likely to be focused on empowering employees; and far more likely to be focused on creating a positive employer brand.

Invest in Recognition programmes

The new report confirms HR leaders who have invested equal to or more than 1% of payroll on recognition are more likely to agree recognition programs are fully aligned with the organisation’s people strategy – meaning tied to important business metrics such as retention rate of critical employees, strength of company values, and employee happiness. Compared to cost-saving recognition programs like “e-thanks,” programmes that have invested equal to or more than 1% of payroll are 86% more likely to be rated as good or excellent.

Use peer feedback to spur employee development

Only about half of HR leaders surveyed think their current performance management process is in anyway effective. Organisations that rely on more frequent performance reviews are more likely to use peer feedback, either ongoing or intermittently. 90% of HR leaders surveyed agree ongoing peer feedback and regular Line Manager check-ins have a positive impact on their organisation. Even if an organisation is not ready to forgo the traditional performance review, HR leaders can consider adopting frequent peer feedback as a supplement to improve the quality of conversations and employee development over the course of the entire tenure.

Celebrate life events to humanise the employee experience

Creating a community celebration of life events at work – such as getting married, buying a house, or having a child – can really help strengthen workplace relationships and employee engagement, making organisations more attractive to employees as well as potential and future hires. According to the report, employees are twice as likely to agree their company is a great place to work when they are satisfied with how life events are celebrated in the workplace.

If you could do with some help, WINC HR consultants really shine in employment arenas. We pride ourselves on being our clients’ most valuable partner in the attraction, retention and engagement of their current and future staff members. We offer quality end-to-end strategies and solutions including resource managment, hr operations and change communications, especially within the Organisation Design and Development space. Find out more about what we’re up to on the WINC website – and keep up-to-date with our latest news and views on FacebookLinkedIn and Twitter.

continue reading »
human resources

empathy: the most valuable attribute

Reflecting upon my career as a challenger, innovator and leader, I can safely say that no single idea or business strategy has generated the sort of power that empathy delivers. Empathy transcends leadership, culture, marketing and innovation, as the key driving force in today’s communications ecosphere. Whilst I understand the principle of empathy may not align perfectly with the narcotic culture of aggressive growth, the reality is, that for sustainable success and stability, leaders have to really know what their colleagues, employees, and customers feel. This is no longer negotiable.

what empathy is and isn’t

Empathy is routinely misused as a synonym for recognising an individuals point-of-view. Derived from the Greek words em and pathos, it literally means into feeling’. As a result, empathy is the process of identifying with the psychological feelings, thoughts and attitudes of another person. In this regard, true empathy is all about being able to walk in other’s shoes and feel exactly what they feel. Yet while we recognise empathy as the cornerstone of emotional and social intelligence, many people still don’t understand how it relates to their personal effectiveness. To the contrary, the expression of empathy is typically thought of as something that primarily benefits others. Used regularly, empathy is a powerful and life-changing trait connecting you to other people ‘s intensity and commitment to a cause.

wired to feel

Fortunately, we’ve evolved in such a manner that we’re chemically rewarded when we extend consideration beyond ourselves. The chemical currency of empathy is controlled by 4 neurotransmitters working together and producing feelings of success, personal satisfaction, happiness, and trust. These are Serotonin, Dopamine, Endorphins, and Oxytocin. These chemicals not only makes us feel good but also drive survival skills. Dopamine and Endorphins control selfish activities. They mask pain, generate stamina to complete a goal and give that warm flush of reward when it’s mission accomplished. Oxytocin and serotonin, however, control the more selfless functions imperative to species survival. Serotonin stimulates the feeling of pride when others show respect or perhaps when we receive recognition for our efforts, whilst Oxytocin promotes the longer term effects of trust and empathy. The truth is, Oxytocin is what keeps everything in control. The more we experience empathy and trust, the more Oxytocin flows and reinforces these bonds and, in turn, keeps selfish pleasure, arrogance, and pride in check. In a nutshell, empathy begets empathy.

lessons from the past

There are countless examples of failed and fractured business decisions because of leaders not taking into account the true feelings of stakeholders, customers, and staff members. Whilst decisions are made after weighing the advantages and disadvantages of the situation, staff members and customers’ points-of-view tend to be relegated as just another pro or perhaps con.

Blockbuster Video seriously miscalculated how its audience would respond to Netflix and didn’t rise to the challenge. Management clearly didn’t empathise with its audience and thought its billion-dollar empire was immune from competition. The company disappeared almost overnight.

More recently, the story of HR SaaS company&amp Zenefits and its mismanagement paints a vivid picture of executive hubris, greed, and arrogance. Parker Conrad, founder and former CEO, created a culture focussed on winning at any cost. Empathy was practically non-existent preferring to run a company on questionable morals and social irresponsibility. The highlight was software developed intentionally to help salespeople circumvent mandatory insurance license training. Eventually, Parker and most of the executive team were replaced, 250 salespeople were let go, and Zenefits is now in the process of a cultural and operational restructuring.

leading with empathy

Self-awareness is essential for true leadership, but leadership comes with additional requirements you’ve got to really feel what others feel to steer the decision-making process in the proper direction. It is undeniable that leaders need to make difficult choices, however, when you feel other people ‘s emotions, you empower better decision making. Real leaders listen far more than they speak.

Some of the tangible benefits you can expect include: Building trust in all business interactions

  • Understanding customer behaviour and the power of shared emotions
  • Build better support systems for customers and employees
  • Strengthening collaboration skills
  • Opening people to new ideas
  • Knowing the way to inspire people to achieve company goals
  • negotiating and Resolving disagreements more quickly and more effectively
  • Changing gears if the story in your mind does not match other people’s perceptions

If you come away from this post with just one thing, I trust it is the ability to feel enthusiastic about empathy in your everyday interactions. Having said that, I recognise it’s a challenge for many executives and entrepreneurs to show empathy due to its perception as a weakness. The common rationale of it’s not personal; it’s just business is a terrible cliche that thought leaders and forward-feeling people know to be false. All business decisions affecting others generate deeply personal consequences. Disgruntled staff members, dissatisfied customers, and cheated associates invariably take matters personally.

Learning empathy can help you recognise your own strengths, weaknesses, and feelings. Your emotions influence the people around you, so it’s often necessary to self-regulate your internal feelings. If you show drive, achievement, loyalty, optimism and empathy, others cannot help but notice your leadership skills.

challenge yourself

Challenging prejudices and discovering commonalities are among empathy’s most powerful business benefits. Develop a habit of genuine interest and asking questions about others without becoming overly intrusive. The most important skill for developing empathy is challenging your own preconceptions. Look for commonalities that allow you to truly feel what others feel. You will have to listen actively to what people point out to make certain you know what they are really saying. The show Undercover Boss works because bosses really get chances to feel how their employees feel, and people connect with that idea because so many of them feel unappreciated and neglected.

Brand 101: Empathy Inside Marketing strategy has undergone a groundbreaking transformation in the digital age. Customers that are members of digital communities of like-minded peopled are now in control of the process. People expect personal messages and interactions when they visit a business website. The times of hard transactional selling are over, and people ignore heavy-handed promotions. Some even install adblockers! as a result, messages have to be more carefully crafted and targeted to key groups. Blanket media advertising has given way to personalised marketing based on persona and purchasing habits. It’s obvious that empathy is a powerful tool when planning modern marketing strategies. When you develop empathy as a passive trait, you naturally put your audience first.

feeling innovation

Amazon built an empire by empathising with consumers. Success in business involves fulfilling needs, and you cannot do that unless you understand exactly how others feel. companies that are Successful use all their resources to learn about their customers, employees, shortcomings and opportunities. Steve Jobs was once quoted as saying people don’t know what they want until you show it to them. True innovation comes from identifying people’s needs from their emotions and providing products and services that fulfil these emotional needs.

Real innovation doesn’t involve making quick fixes. You’ve got to go much deeper to find the burning issue and come up with innovations that address what people actually feel. Using empathy to guide you in design thinking can generate huge rewards even when the development process is costly and subject to bad starts.

oxytocin storytelling

Storytelling in its many forms, not just improv, can be an incredibly powerful tool for gaining new perspectives and creating shared understanding. Storytelling with empathy can be especially valuable in business because, when you’re in tune with others’ needs, you can better serve them as customers, be a better leader, and design better products and services.

Content marketing has become a significant strategy for savvy marketers, and savvy content goes beyond traditional brand promises. It’s important to offer your customers insights that satisfy their deepest interests, and empathy empowers the process. You’ve got to put your audience first by understanding people’s emotional quotient. In effect, you’ve got to communicate with your audience, show them behind-the-scenes stories and engage them emotionally. Obviously, you have got to understand your customers and the way they perceive your business story. Ultimately your brand is really what they feel. The most successful marketers look beyond the obvious characteristics of demographic and focus on innovative strategies that engage emotions and celebrate each person as an individual.

Empathetic stories are, at their core, human

The robots haven’t won yet. In business, we interact with humans on so many levels and in so many ways. More than ever, success often hinges on developing and prioritizing empathy as a skillset and a mindset. Stories are a great way to get there.

Maybe your team is frustrated or has lost their connection with the purpose of their work. Perhaps you’d like to improve a relationship with a client or stakeholder. Maybe you’re looking for a new perspective to solve a design problem or improve customer service. Stories are a good place to start to generate empathy and create a better understanding of the human beings we interact with.

Science, technology, good sense and concern for others unite when thought leaders embrace leadership culture empathy. Empathy powers innovation solves business problems and raises your value with key stakeholders. That is why the savviest leaders try to read other people’s feelings before starting any new business or introducing new products. I can ask just one thing of people who would like to be successful in business or become thought leaders in the age of real-time communication: Internalise the value of empathy and add it to your core feelings. You cannot use empathy successfully unless you genuinely feel its value.

There are no easy answers for how to elevate one ‘s consciousness and empathetic response. What I can say is that through daily choices of behaviour and mindset, anyone can rewire their brain towards empathy. As with everything, we need to take a multi-faceted approach. Rigorous mindfulness training, meditation, and giving back through altruistic behaviour and volunteering go a long way.

Sometimes, just a simple ‘hey, are you ok?’ is all you need. Let’s start today.

If you could do with some help, WINC consultants really shine in project engagement. We pride ourselves on being our clients’ most valuable partner in the attraction, retention and engagement of their current and future staff members. We offer quality end-to-end strategies and solutions including resource management, hr operations and change communications. Find out more about what we’re up to on the WINC website – and keep up-to-date with our latest news & views on FacebookLinkedIn and Twitter.

continue reading »
Close Menu
Close Panel