Companies that don’t innovate eventually don’t survive, so the increase of technology-specific to workplace onboarding, performance, and management is just a natural progression in the way companies operate. And YES, it is changing the way we work, manage, and lead.
The Biggest Shifts:
The Employee Experience and Coaching
A 2019 article in Human Resource Executive noted, “The most effective HR managers will take advantage of process automation and artificial intelligence to improve hiring processes, reduce the amount of rote work, and focus on employee experience—providing employees with proactive advice on performance, how to align their aspirations with opportunities, and how to get actionable feedback from managers.”
We couldn’t agree more. Honing in on an employee’s strengths and matching those strengths with an ideal position within your company for them will not only increase morale, but it will improve performance, too! HR Technology allows managers and leaders to gather performance data, often in real-time, giving them deep insights into what’s working and not uncovering roadblocks to success very early on.
If an employee is struggling to complete work on time, a roadblock could simply be the environment he or she is in. Not everyone does well in open workspaces and cubicles where constant distractions are everywhere. Instead of discipline, a simple shift and some coaching may turn a troubled underperforming employee into a rock star leader.
Learning & Training goes High Tech
Companies are not only looking to hire top-talent but also to build and create a bench from within their organization. Essentially, leaders are finding and training their replacements. Again, we couldn’t agree more. Top leaders are always training their replacement(s), and now we have the technology to enhance that experience. Offering online learning libraries, access to MOOCS (Massive Online Opensource Classes), and collaborations with personal and business development professionals, give employees a sense that their employer cares and wants them to succeed in their career.
Learning can be “Low Tech” and affordable. Building an internal employee-only portal into your website or using tools such as OneDrive, Slack, Google, or DropBox to house courses, links, and resources are great ways to start your proprietary training center.
Employee Adoption is all about WIFFM
Don’t assume you know what your employees are looking for and/or need. ASK them via surveys that can be anonymous. Some employees may want mental health support, or a safe zone to discuss issues they are having with management. Giving them a resource or portal where they can be open and honest when asking for support is essential. You are building trust, and with trust comes loyalty.
We’ve seen many companies have a wide range of learning and support from health and wellness programs, to computer learning, to Tony Robbins-like personal development, to how to use LinkedIn. It’s all about WIIFM or what’s in it for me (employee). Be open to what they need and deliver what will help the most. For those outliers requesting help that doesn’t fit the greater group – consider some 1:1 advice or resources.
What This Means
HR is changing. The way we work, manage, and lead is changing, and technology is a big part of it. Get the buy-in from your employees early, and make them part of the process. In the end, HR Technology should be a balance between company leanness and agility and a positive employee/team experience.
Material posted on this website is for informational purposes only and does not constitute a legal opinion or medical advice. Contact your legal representative or medical professional for information specific to your legal or medical needs.