Why does your entire workforce need to be seen in the flesh? Can you provide three reasons why you need to have your staff physically present themselves to work that doesn’t begin with “Our internal customers” and end with “need facetime”? Among the other excuses for why flexible work arrangements can’t happen are:
1) How will I know they are truly working?
2) If I allow one person to a flex work arrangement, everyone will want it.
3) I need my people here doing the work.
The Supply and Demand of Flex Work and Collaboration
According to GlobalWorkplaceAnalytics.com , 50% of the US workforce holds a position that is compatible with at least a partial telework arrangement. GlobalWorkplaceAnalytics.com goes on to report that 80-90% of US workers would like to telework or flex their schedules at least part-time to allow for concentrated work at home and in-person team collaboration via the office. Technology has made it so that we can be productive whether we are sitting in an office or at the doctor’s office. You need to check emails- our mobile devices make that possible on-the-go. Is there an online meeting coming up that you need your staff to attend? Most online meeting platforms have an or mobile optimized site for people who need to a join meetings from where ever they are. Many years ago, we could say “no” to telework, because the technology wasn’t there. Now that we have virtual workspaces, cloud storage, and video technology that allows us to collaborate and remain connected with our teams- what is the excuse?
The Telework and Flexwork Challenge
Image courtesy of Unsplash.com
If we are honest with one another, the nature of work is changing. It’s changing at an uncomfortable pace that appears to threaten our traditional way of doing things. Change is both uncomfortable and inevitable. However, the case of telework and flexible work arrangements seems clear. The workforce wants it, the technology is ripe for facilitating it- yet organizations are still relying on antiquated ways of thinking to approach this topic.
As Human Resources professionals, it is key that keep a pulse on what is needed by our workforce versus constantly campaigning for what the organization needs. No one wins when there isn’t some compromise. The issue around telework isn’t with the employees wanting it, but with our reluctance to evolve with the times.
Let’s be clear, not everyone in your workforce will want to work from home. Working from home requires discipline. There are employees that will naturally prefer to come to the office for a more structured environment. This puts to rest the idea that if you offer one employee a flex arrangement that suddenly a stampede of employees will be outside your door. For those that either need or want to telework or flex work, it is as simple as sitting down with them and figuring out a schedule that not only helps the employee, but compliments the needs of the business. After teleworking two days a week for two years at my previous company, I can tell you that my internal customers were well taken care of, interviews conducted and projects were on target. Granted, my then employer had me filling out work plans to show “proof” of my work from home; but they could never deny the fact that I was productive. Which brings me to the point of trust. Much of the challenge with managing a virtual or mobile workforce has to do with a lack of trust. There is a lack of trust with the collaboration tools and technology that make these arrangements possible and in some cases not semblance of faith in your employees. Think of it like this, if you are asking for a telework arrangement and you choose to abuse that privilege by not working as you would in the office- who loses? In some regard, the employer loses due to lack of productivity. However, most people who ask for flexibility need it more than it being a “want”. That said, the egg is on their face if they fail to work to standards and do what is expected of them.
What’s my Call-to-Action?
Cease the excuses for why telework and flexwork arrangements can’t happen. Instead, look at all of the instances where it is possible. Use a mix technology to keep your team engaged and connected. The need for face-to-face interaction isn’t going away yet. In the meantime, look at the endless possibilities on-demand video technology provides. Video not only makes it possible for teams in different parts of the world to meet and collaborate, it allows candidates to record an interview without missing a day of work and tipping off their current employer. I’m certain that some dedication to helping people work smarter and more flexibly can only help your talent management efforts. It’s all about adapting to what makes sense for your workforce while getting things done.
What will you do to kick the telework and flexwork excuses to the curb?
Want more? Click here to watch the latest “Ask Czarina” episode on this post on “The Aristocracy of HR” You Tube Channel.
A common concern in the workplace is communication and how we utilize technology to facilitate it in a way that is useful to everyone. When I started in HR 10 years ago, it was fairly common to see drafted memorandums being sent within organizations to inform department and even specific people about important matters. We moved from memos to email for important and immediate messages and that has now taken precedence. Fast forward to 2015 and we have not only email, but we have instant messaging, social media, texts, communication apps and workforce platforms like, Podio, Yammer and even Evernote.
So much technology… very little commonsense.
With all of the various modes of communication that we have available, I find there is still confusion around when we should be using technology to enable efficient communication and when we simply need face-to-face contact. For instance, something like sending your team’s schedules would probably be best sent via email or communicated in person. Of late, I have heard multiple complaints by employees in a variety of industries that state they are texted their schedules and sometimes miss it depending on their WIFI signal. I get most of my texts, but I have also missed plenty of texts as well due to kinks in service and the airwaves. It isn’t a perfect technology yet, so I remain perplexed as to why something as important as someone’s schedule would be sent this way.
Another scenario that keeps cropping up is the text to let your manager know you will be absent. A phone call or even an email would suffice in a case like this. Texting that you will be absent is hardly a reliable or reasonable way of communicating that message.
Let’s talk about email…
Email is both a business necessity and bane of evil. We all receive way too many emails. Worse yet, we barely read the contents of the emails we receive because of competing demands and time constraints. If your email is longer than 2-3 small paragraphs, you may want to get up and have a conversation. Additionally, if your question or commentary contains confidential or sensitive material, you may also want to think about having a face-to-face conversation. Some of this is commonsense, yet the endless availability of technology for the purpose of communication colors our ability to make sensible judgments in how we use these resources.
The Social Smackdown
Social Media is a groundbreaking technology in the context of communication. Nevertheless, there isn’t a week that goes by where someone hasn’t abused the immediacy and permanence of Twitter’s 140 characters or Facebook’s never-ending text box with everything from random thoughts to bigoted rants. There have been several articles written and many PSA’s on how you use these platforms to communicate. Many people listen, but still others opt to communicate the wrong messages without regard for it’s immediate impact.
Thank you for applying…
In this discussion of ways that communication and technology are at odds, we can not forget the automated templates delivered to candidates during the recruitment and selection process. I will be transparent in saying I appreciate the templates that live in the average ATS. Before you throw tomatoes- here is why:
1) It allows a recruiter dealing with high volumes of candidates to get a tailored message out in a timely fashion.
2) It is great for record-keeping since each is time-stamped and attached to candidate’s profiles.
3) It gives the recruiter back their time and eliminates a ton of phone time traditionally allotted for corresponding with candidates.
That said, you actually have to take the time to ensure the message is tailored. Some of you out there are just rolling this feature out with no effort and it is destroying your brand each time a candidate receives a template that hasn’t been configured- but I digress. This automation doesn’t absolve recruiters from having any interaction with candidates- it just automates a portion of your process. To that point, there are many other instances in the hiring process and beyond where an automated message will not suffice and may even be seen as discourteous.
When we talk about technology and how it helps us to communicate; we have to remember that in all things that help us there is a limit. I firmly believe that teams need to establish communication guidance, so that everyone is aware of how they will be expected to communicate in a variety of situations. This is not a policy, but rather a standard operating procedure or living agreement for communication. In establishing this sort of guidance, I believe we can eliminate unnecessary email, texting for inappropriate reasons and overall misuse of technology when communicating.
Want more? Click here to watch the latest “Ask Czarina” episode on this post on “The Aristocracy of HR” You Tube Channel.
Campaign/FTC disclosure:This is a sponsored post. I will receive compensation for this post. I only work with companies I feel have great products, services and offerings. In accordance with myblog disclosure statement, I will only work with and showcase products, events and/or companies I believe my readers will benefit from. IBM has hired me as a brand ambassador for this campaign because of my participation in the IBM New Way to Work Futurist Influencer Program. I am not formally employed by IBM. All thoughts and viewpoints are created and written by me. I am disclosing this in accordance with the Federal Trade Commission’s16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Image courtesy of IBM.
As a philosophy enthusiast, I have always loved Rene Descartes’s take on the existence of things which is: “I think, therefore I am.” He believed the only way we could be certain that we exist is when we are thinking. Given the nature of the rapid advancements of our time, I believe he would be certain that we exist just by the sheer numbers of inventions that have cropped up over the last decade.
What if we switched up his quote a bit to say: “I create, therefore I am.” In the context of 2015, wouldn’t it be fair to say that people who create products, businesses, art, music, and even content have infinite existence and visibility by virtue of what they create. Whether or not the things they create are successful doesn’t much matter. The very act of creating something is an extension of their existence as a human being. In many cases- what they create has a lasting effect and impact long after the creator is gone.
These lasting effects are footprints that ensure that future generations have blueprints (some unfinished) that peak curiosity and fuel invention and innovation for a long time to come. This is how it has been and so it will continue in the future.
When we look back at this time in history, it will mark rapid advances in technology and innovation. It is a time ripe with opportunity for anyone to create something new and/or improve something that could be better. In retrospect, we may question anyone who failed to create anything useful during this period. Yes, you have to have an idea, plus a plan and the audacity to believe in your ability to have an impact- but how can you not be inspired to create something with so much innovation and necessity at play?
To be a creator doesn’t mean you need to be building multi-million dollar companies. It can be as simple as creating something that solves a problem for one person. For that matter, you may even create something that improves your own quality life. It would be self-serving, but at least you created something. Let’s take a broader look at the art of creation and this period of time in our history. There are still unperfected technologies, deficits of basic resources like clean water and adequate food in many countries around the globe; as well as socio-economic catastrophes that seem never-ending.
If you can sit back and watch all of these human and technological conundrums continue into the next century without recognizing what your part in it is- that is disappointing. The only way we continue to exist is by creating things that are needed and keeping the innovation going. I am often asked what the most important aspect of the future is. My answer is always: “the people” or “humans”. We have the ability to change it all.
This is why I am so honored and excited to be attending the upcoming TED@IBM conference in San Francisco on October 15th. I am in a state of constant creation, but I am always eager to be fed new perspectives, ideas and inspiration that in turn inform everything from how I live my life to how I run my business. This year’s theme is “Necessity and Invention”. Each of the speakers touches on some aspect of the human experience by discussing a “need” or “an invention” that will impact us all.
To see the agenda, lineup of impressive speakers and register for this event, visit IBM.com/TED for more information. In addition, I will be live tweeting from this event and expect there to be lots of live content being streamed during the event. To keep up with the latest and greatest during the conference, follow the #TEDatIBM hashtag.
Campaign/FTC disclosure:I will receive paid sponsorship for promoting this campaign. I only work with companies I feel have great products, services and offerings. In accordance with my blog disclosure statement, I will only work with and showcase products and/or companies I believe my readers will benefit from. This opportunity was made possible because of my participation in IBM’s #NewWayToWork Futurist Program. I am not formally employed by IBM. All opinions are my own. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: Guides Concerning the Use of Endorsements and Testimonials in Advertising.
Image courtesy of IBM.com
There isn’t a week or month that passes where you don’t have the bad fortune of coming across a doom and gloom article about Millennials. If experts aren’t warning us of the demise of the workforce as we know it – they are busy labeling an entire generation of people as being needy, lacking work ethic, technologically savvy and many other half-truths that seem to be fodder for the usual generational conversation.
With our workforce slated to be infused with a 75% millennial workforce by 2025, it is clear that we either need jump on the millennial bandwagon or move out of their way. This generation has learned well from previous generations. They know what they want and will not settle for anything less. Call it “obnoxious” or “entitled” it doesn’t much matter. The point they drive home is that we all have a purpose- we just need to find it and execute.
If we are to believe any of the stereotypes, the millennial-led startups in IBM’s #NewWayToStartUp competition will certainly provide a different lens for this often misunderstood generation.
What is the #NewWayToStartup Competition?
It’s easy to say we support innovation but what are we actually doing about it? IBM has taken action to foster innovation by creating a startup competition of ten millennial-led companies that are focused on social good. They invited one member from each startup to SXSW in March to pitch their venture to an expert panel. Ten startups pitched their companies whereby five startups were eliminated.
The remaining five teams went on to participate in a week long accelerator that included daily challenges and granted them the a year’s access to IBM’s Watson Analytics and their newest software, IBM Verse.
The progress of the startups is documented in webisodes that have chronicled their participation since the pitch event at SXSW.
The grand-prize winner of the competition receives free entrance into TED@IBM for up to three team members.
If the prize sounds cool- you will be equally impressed with the actual companies and founders.
Putting good things back into the world
If you’re going to go to the trouble of putting in the hard work, blood, sweat, tears and sacrifice that is synonymous with entrepreneurship, why not create something that benefits everyone? This is the kind of innovation and creativity that IBM is trying to foster through the #NewWayToStartup competition. Each of the five companies have founded their companies on the premise of being helpful and putting something good back into the world. After watching all of the webisodes, I was inspired. It left me feeling like the world may have a chance – if we have founders and companies like the ones I’m about to describe.
Being under the pressure of strict deadlines and the lens of some of the greatest minds in business is nerve-wrecking. Anyone who has ever pitched their company or has been a spectator of a pitch competition would know how that feels. Bravery comes to mind when I think about how vulnerable you feel as a founder sharing your idea with the world. At a minimum, they should all be applauded for taking a chance on themselves and their companies.
If you think I’m pulling your leg about the greatness of these startups, here is a short description of what each company does. I dare you to not feel inspired by what these millennials missions.
The Lassy Project– gives parents the ability to notify an entire local community about a missing child in seconds. They use a combination of community, data, and technology to create a new global standard for personal and public safety.
Owlet Baby Care-is a wearable infant monitor that can alert parents if their child’s heart rate or oxygen levels are in a dangerous range. They are caring parents who want to usher in a future where, just like a car seat, every baby comes home with a wearable health monitor. A future where there are less infant funerals, and more empowered parents.
Sproutel– makes health and wellness a playful part of everyday life. Their first product, Jerry the Bear, is an interactive learning companion for the 18% of children with chronic illnesses that combines animated content with an electronically enabled stuffed animal.
Stretch Recipes– is an app developed to help everyone eat better and save more by building an amazing app that will help empower people who are stretched for time, energy, resources, and knowledge to enter their budget, choose their meals, and automatically get their shopping list and coupons.
Charity Charge– is a platform to help customers create positive impact each time they make a purchase. Their first tool is a credit card enabling customers to donate 1% cash-back earnings to charities and organizations of their choice.
As a parent, I was immediately moved by ‘The Lassy Project’ ‘Owlet’ and ‘Sproutel’. The worst thing in the world that can happen to a parent- is to have a child go missing. The Lassy Project makes notification simple and quick by notifying networks of loved ones and friends-with the ability to escalate to authorities-if need be.
Two years ago my youngest daughter became ill with a bout of Pneumonia and we nearly lost her. A product like ‘Owlet’ would have been extremely helpful in our initial assessment of her condition. Not to mention that this has the ability to rid us from anymore sudden infant death cases.
With regard to ‘Sproutel’, who doesn’t love a cute teddy bear? It is beyond cool that children with chronic illnesses can have a friend in Jerry The Bear- while also learning more about their disease.
Both ‘Stretch Recipes’ and ‘Charity Charge’ have great promise, as we are in a time where every penny and minute counts for so many families. They are saving people time and putting customers money to work in beneficial ways.
As I mentioned in the beginning, so much of what you hear about millennials is negative. These millennial-led companies are doing what they love while adding to the greater good. In fact, the team at Owlet has taken lower salaries just to see this venture through. This is the kind of passion and sacrifice that awakens the senses and creates engaged workforces. I will wager, that we can all learn a great deal from these founders.
Whether you work for someone or for yourself, it is a necessary practice to ask yourself – if you are:
1) Being of service to others.
2) Working with a purpose in mind.
3) Passionate about what you do?
In Webisode 3, I love the talk the Mayor of Austin, Texas has with the founders. He mentions to them that what they are doing is not an academic exercise. He emphasizes the importance of failing quickly and creating something great in the world. This kind of advice is completely contrary to the advice fed to previous generations. With several generations in the workforce at once, it is no wonder there are misunderstandings and disconnect among the generations.
How much more productive and cohesive could we be as a workforce if we became comfortable with failure? In this webisode, you come to understand that failure is not a negative, but a necessary stepping-stone towards success.
Who will win?
Social voting is going on and ends today. The winner will be chosen on July 1st at 1-2pm EST. I won’t dare make a prediction. The original 10 were great and certainly the final five are all fantastic.
Call me a nerd, but this is the sort of reality television I could get used to. These founders are tackling some of the most important problems of our time. The reach and magnitude of what they are developing has the ability to change lives and the world. IBM should be applauded for giving these innovators the spotlight to share their gifts and passion with us all. This competition has the ability to not only inspire younger children to start their own businesses, but to inspire older generations to create the business they have been putting on the backburner.
The workforce is beginning to look very different- which may scare some. I prefer to get excited about the future. There is definitely something different about millennials, but it isn’t bad. They see the world differently than most generations. At the core of who they are, they care about others and are dedicated to creating the kind of society that favors everyone. On that sentiment alone, I have a renewed sense that the future for my children is bright because millennials are on a mission to make the world better one startup at a time.
Join me in supporting these impressive men and women, by watching the entire webisode series. You can check out the pitch competition below- along with links to all of the subsequent webisodes.
Technology is evolving rapidly. HR Technology is a subsection of this innovation, and is also evolving rapidly in its own right. In addition to rapid expansion, HR Technology appears to be lucrative as well. According to a 2014 Forbes Article by Josh Bersin, the HR Technology market is a $15 billion dollar market. With that kind of money backing this industry, there are endless options and opportunities for both for HR Tech companies and potential buyers.
With more and more leaders shifting their focus to talent management strategies, having the right technology working for you is an operational imperative. The trouble with having all of these choices and options at our fingertips is it is overwhelming. From experts to reports, whitepapers and admittedly bloggers like me- it can be confusing to digest all of the tips, tricks and advice that is out there.
The purchase of HR Technology is one of the larger investments we make in HR. In many organizations, the request to purchase technology is enough to make your CFO gasp and that is even with the proper justification backing the request. If you’re going to invest money in new technology to facilitate your operations; it would make sense to do your homework on the market to ensure you are making the right investment.
You may be thinking ” well that’s obvious, Janine”. My experience has taught me that companies are not as dedicated to a proper selection and implementation process as you may think. More often than not, the purchase of HR Technology is lead by good intentions, distorted by unrealistic expectations and compromised by flawed decisions. One of the things that drives me mad about organizations is: when they choose a provider based on market presence or some other arbitrary factor without holistically considering other important factors like: customer satisfaction, customer retention, their specific niche, and how the technology will improve or facilitate operations etc. Instead, they end up making the wrong decision or poorly implementing a good system, because they were unclear about their requirements. Additionally, they forget to spend a fair amount of time thinking about the inherent limitations and opportunities involved with the purchase. The criteria I mention are just a few of the many things that should be considered when looking to purchase HR Technology. As an HR practitioner and potential buyer, half your battle is understanding how important it is to give yourself and your team adequate time to evaluate your HR Technology of choice before purchasing.
Now for some help…
Recently, I was fortunate enough to receive the G2 Crowd Grid for Recruiting Software from my friends at Ultimate Software. While it should not be your sole data point for deciding what to choose- it is certainly a step in the right direction towards making sensible HR Technology purchases. Perusing this report, you will find scores for satisfaction, market presence, number of ratings etc. You can even compare HR Tech providers to see how they stack up when it comes to implementations, contract terms and pricing.
If you are in the market for a new ATS or other HR Technology-this report is worth reviewing. You may even be surprised to find out who is leading the HR Technology landscape at the moment- I know I was. I will hint that some of my favorite Recruiting Technology providers are finally receiving the kudos they deserve.
You can get a glimpse of the report below. The grid as pictured below shows how Recruiting Technology providers stack up when it comes to ‘satisfaction’.
