Let’s face it, being a boss gets harder and harder with every passing year. The world, the workplace, and the roles keep changing, and just when you think you’ve figured it out, another change, challenge, or requirement comes your way. Add it all up, and being a boss is more difficult than ever!

So how do you support your bosses on their quest and their journey to be great? What can you do to set them up for success instead of failure, to enrich lives and not ruin them? To answer this, let me share with you what I call the 4 A’s of being a great boss. I hope you find them helpful as you develop and/or review your management development strategy and approach.

1. Awareness

According to our survey, 99.6% of people have had a bad boss, so pretty much everyone. But if you asked these bosses, I’d be surprised if they actually knew their people were thinking of them in this way, considering them a bad boss. For this reason, the starting point for being a great boss is awareness in two ways:

• Aware of the existence of bad boss traits – There’s no denying that bad bosses exist, that the majority and not the minority of us have bad boss traits. And that’s because when it comes to being a boss it’s never either/or, all, or nothing. We all have a mix of traits, some bad, some good, and some great. They come and go based on the situation, the person, and even what’s happening in our lives. The key is helping your bosses be aware of any bad boss traits they may have, seeing them instead of ignoring them.
• Aware of the impact of bad boss traits – Equally important is for your bosses to be aware of the impact that being a bad boss can have on their people. How does it impact performance, engagement and even wellbeing? Raise this, discuss this, help your bosses see the often hidden harm that their actions can have on their people.

2. Acceptance

From here we move to acceptance, accepting those bad boss traits that we have been made aware of. On the surface this may seem easy, all you have to do is admit and accept that you have these traits. But the results from our survey show that this can be difficult to do. For although 80% of respondents admitted being a bad boss, when we drilled down and asked how many of the 10 types of bad bosses they felt they’ve been, only 22% on average admitted to being each.

For acceptance to happen, encourage your bosses to start by thinking, “Is this me?” instead of putting up their defenses and thinking, “Nah, it couldn’t possibly be me.” Have them think of it as an opportunity, and not a punishment.

3. Action

We next move to the step involving action, where bosses need to learn and leverage the right knowledge, skills, and tools to become great and overcome their bad boss traits. Key here is having the right tools (or building blocks as I call them) to meet the changing demands of the role, making them flexible so that as the need arises they can access them easily and use them as they see fit.

4. Accountability

Let me end with the final ‘A,’ accountability, which has two parts to it. The first is having each boss take personal ownership and responsibility for their development and improvement, doing what it takes to overcome their bad boss traits. The second is having the business put in place accountability measures as well. I say this because too often bad boss behaviors are allowed, with no consequences or repercussions. If we are ever going to rid the world of bad bosses, this needs to change. We need to pushback, we cannot and should not tolerate bad boss behaviors and actions. By doing this we not only help our bosses be great, but we also show our people that they are our number one priority.

If you’d like to learn more about our free and confidential online assessment tool, see more results from our survey, or download the first chapter of our book, please go to: https://www.badbossesruinlives.com/

About the Author

Debra Corey is an award-winning HR consultant, speaker and co-author of Bad Bosses Ruin Lives: The Building Blocks for Being a Great Boss.

The post The 4 A’s of Being a Great Boss appeared first on The HR Gazette and HRchat Podcast.

2024 is in full swing and it’s worth taking a moment to consider the themes shaping companies’ decision-making.  It’s probably also prudent to think about what needs updating in our employee handbooks.  Here are some high-level observations on the trends we are observing in workplaces and making their way into employee handbooks.    

Trend 1: Adapting to Changing State and Local Policies

It’s no secret that the velocity of changes at the state and local level is increasing in the US.  State-level legislation that affects the conversation between employees and employers has increased and city councils across have shown they’re willing to implement their own rules.  We’ve tracked dozens of city-specific policies that need to be implemented in handbooks in the last year.  Some themes from cities include transportation benefits for employees, sick and safe leave benefits, protected characteristics, and paid family leave.

Trend 2: Inclusion of Remote Work Policies

As the work-from-home trend continues, the need for clear guidelines around setting up a productive home office environment has increased.  Expectations for availability and response times in remote settings are more important than ever, and many companies are refining hastily implemented COVID-era policies.  Many teams are addressing policies that are inclusive of time zone differences, flexible scheduling for international employees, and protocols for developing culture across in-person and remote teams.

Trend 3: Handbook Integration and Accessibility

The days of employee handbooks being printed and stuffed into a binder are behind us.  The best handbooks are living documents that reflect operational and cultural norms in a company and are updated regularly.  The best way to accomplish this is with a digital document that is always up-to-date and readily accessible.  Here are some trends around integrating your handbook into your employee’s workflows:

• Share a live link to the most current version of the handbook that’s always up to date
• Add the link to resources employees already use (intranet, shared drives, etc)
• Make sure the handbook is accessible on mobile and easy to navigate
• Provide a feedback mechanism for employees to privately suggest improvements

Trend 4: Enhanced Focus on Mental Health and Wellbeing

More companies than ever are providing access to online mental health resources and virtual counseling.  And employees are taking advantage of these benefits in record numbers.  Companies that encourage a culture of openness and support around mental health issues seem to be faring better at job satisfaction and retention surveys.  It’s probably worth reviewing policies around paid leave, mental health, and counseling resources.  

Trend 5: Compliance with NLRA and Protecting Employee Rights

As we’ve seen in the last few years, labor union activity across the US is increasing.  We’ve also seen a renewed emphasis and legislation on employees’ rights to discuss wages and working conditions.  It’s a great time to ensure that your social media usage policy doesn’t infringe on employees’ NLRA rights and that managers are trained on NLRA compliance and employee protections.  It’s always a good idea to include examples of permissible and prohibited behaviors in your handbook.  

Trend 6: Use of Data Protection and Privacy Policies

For many companies, a data breach is among their largest downside risks.  Many companies are providing robust training on data protection best practices and cybersecurity.  Having detailed guidelines on personal and professional data usage and storage is important for every company.  And don’t forget to consider a policy for the ethical use of customer data in decision-making.

Trend 7: Interactive Onboarding Processes

The first few days and weeks of an employee’s work at a company are crucial and onboarding has never been more important.  Many companies are reconsidering best practices for successful onboarding and including more immersive elements like virtual meet-and-greets with teams, highly interactive training, and feedback loops to improve the onboarding process based on employee experiences.

Final Thoughts

Hopefully, considering these trends prompts you to consider changes to your employee handbook.  Handbooks.io helps companies create and employee handbook that informs and guides company culture and promotes employee engagement.

Authored by Matt Hannam, founder of handbooks.io

The post Beyond the Basics: Emerging Trends in Employee Handbooks appeared first on The HR Gazette and HRchat Podcast.

In the 5th episode of the special AI-focused mini-series, guest hosts Pauline James and David Creelman talk with entrepreneurs in the HR Tech marketplace. This discussion is focussed on practical use cases for AI and offers up insights from four experts – Boyd Reid, Fuad Miah, Mike Hall, Ania Garczyńska and Shingai Manjengwa – to discuss how AI is driving innovation in HR products and departments.

Tune in and Discover:

• How can we leverage AI to optimize the employee experience, including employee commutes?
• What are the key considerations for an HR department that is considering building their own AI-based application or tools?
• How can AI contribute to optimizing HR initiatives, such as recruitment, and enhancing team engagement and collaboration?
• How can organizations harness AI effectively while maintaining our ethical standards?

Related Content

The post How AI is Driving Innovation in HR Products and Departments appeared first on The HR Gazette and HRchat Podcast.

In part one of a special two-part episode of the HRchat Podcast with guest Professor Sir Cary Cooper, we focus on measuring presenteeism, optimizing productivity, and fostering a culture of employee health and wellbeing.

Professor Sir Cary Cooper, CBE is the 50th Anniversary Prof of Organizational Psychology & Health at Manchester Business School, University of Manchester, the author and editor of numerous books, and is one of Britain’s most quoted business experts.

Questions in part one include:

• Rethinking presenteeism to achieve higher productivity: “Our latest research at Robertson Cooper has turned conventional wisdom about presenteeism on its head. We’ve identified that not all instances of working whilst unwell should be classified as ‘presenteeism,’ paving the way for a new era in how organizations manage employee health, wellbeing, and productivity.” What we’ve discovered: There are three distinct types of working whilst unwell, only one of which should be labeled presenteeism and eradicated from businesses.” Tell us about the ‘correct’ definition of presenteeism.
• “The other two types, “Functional Presence” (Pragmatic and Therapeutic), aren’t always a cost to businesses and may actually be desirable for both the organization and the employee.” Tell us more about these types.
• What impact can presenteeism have on colleagues?
• Recent market reports suggest employees will be staying in their jobs for longer in 2024. How can employers minimize the chances of presenteeism and, instead, help to develop and grow the development of their people?

Related Content

The post Professor Sir Cary Cooper: Presenteeism and Strategies for Enhancing Wellbeing appeared first on The HR Gazette and HRchat Podcast.

As we begin a new year, the ever-evolving landscape of Human Resources continues to shape the way businesses attract, retain, and nurture talent. HR professionals and business leaders are at the forefront of this transformation, adapting to emerging trends that redefine the workplace. In this blog post, we’ll explore the top 10 HR trends for 2024, providing valuable insights to help you stay ahead in this dynamic environment.

Hybrid Work Models

The pandemic accelerated the adoption of remote work, and in 2024, the hybrid work model is here to stay. HR professionals must develop strategies to seamlessly integrate both in-office and remote work, ensuring employees stay engaged and connected.

Employee Well-being Takes Center Stage

In the pursuit of talent retention and productivity, HR leaders are prioritizing employee wellbeing. Mental health programs, flexible schedules, and wellness initiatives are becoming integral parts of company culture, fostering a healthier and more motivated workforce.

Data-Driven Decision-Making

The use of data analytics in HR is evolving rapidly. HR professionals must harness the power of data to make informed decisions about talent acquisition, performance management, and employee engagement, ultimately contributing to strategic business outcomes.

Upskilling and Reskilling

The rapid pace of technological advancements demands a workforce with evolving skills. HR leaders are focusing on upskilling and reskilling programs to ensure employees remain relevant in their roles and contribute to the organization’s long-term success.

Diversity, Equity, and Inclusion (DEI)

In 2024, DEI initiatives are not just a buzzword but a business imperative. HR professionals play a crucial role in fostering an inclusive workplace, promoting diversity at all levels, and ensuring equal opportunities for all employees.

AI in HR Processes

Artificial Intelligence is transforming HR processes, from recruitment and onboarding to performance management. HR professionals need to understand and embrace AI tools to streamline operations and enhance the overall employee experience.

Agile Performance Management

Traditional annual performance reviews are making way for more agile and continuous feedback systems. HR leaders are adopting real-time performance management tools to provide timely feedback, recognize achievements, and address challenges promptly.

Remote Employee Engagement

With remote work becoming a permanent fixture, HR professionals are focusing on innovative ways to engage remote employees. Virtual team-building activities, digital recognition programs, and online learning opportunities are essential components of remote employee engagement.

HR Tech Integration

The HR technology landscape is expanding, and integrating various HR tech solutions is crucial for efficiency. From applicant tracking systems to employee engagement platforms, HR professionals must ensure seamless interoperability for a cohesive employee experience.

Leadership Development

Investing in leadership development is essential for the long-term success of any organization. HR leaders are crafting programs that identify and nurture future leaders, ensuring a robust leadership pipeline to drive the company forward.

Stay Ahead of the Latest Trends with the HRchat Podcast

Conclusion

Staying abreast of these trends is not just advisable; it’s imperative. As HR professionals and business leaders, embracing these trends will not only enhance your organization’s competitiveness but also create a workplace that attracts, retains, and empowers top talent in 2024 and beyond.

The post Navigating HR Trends in 2024 appeared first on The HR Gazette and HRchat Podcast.

The 24 Top World of Work Podcasts to Follow in 2024

The team at HR Gazette is passionate about creating podcast content. Each week, we publish 2-4 HRchat podcast episodes and share them with 10,000s of our awesome listeners across Apple, Google, Spotify, Stitcher, and elsewhere all around the world.

There are, of course, lots of awesome HR-related podcasts out there providing news, reviews, interviews, and tips to educate and entertain professionals in and around Human Resources. In fact, the past couple of years saw an explosion of new podcasts focused on the World of Work.

So what are the top new and established podcasts in 2024? We’ve curated a list, in no particular order, of both new and established podcasts that offer valuable insights into HR, Talent, and Leadership.

1. HRchat Podcast

With around 700 episodes (and counting) featuring high-profile guest experts, the HRchat Podcast explores the latest trends in leadership. HR strategy, recruitment, tech, career advancement, motivation, company culture, law, DEI and more! The show has received 100,000s of downloads and is frequently listed as one of the most popular global podcasts for professionals in Human Resources, Talent, and Leadership and ranks in the top five in the world based on traffic, social media followers, domain authority & freshness.

2. HR Happy Hour

The HR Happy Hour podcast produces heaps of super-helpful and entertaining content. There are 100s of episodes and new shows are published 2-3 times a month. Listen as Steve Boese and Trish McFarlane tackle topics related to human resources, management and leadership, and workforce technology.

3. HR’s Most Dangerous Podcast with Chad & Cheese

Chad & Cheese, industry analysts with over 40 years of combined experience, bring a unique perspective to HR and recruitment, making this podcast both informative and engaging.

4. HR in Review Podcast

This podcast by HRreview features interviews with leading HR practitioners, covering topics such as HR strategy, technology, recruitment, training, diversity, and employment law.

The pod covers a host of HR-related topics and guests share personal experiences and career tips; resulting in a varied and interesting content that provides useful and actionable advice, while also being an enjoyable and stimulating listen.

5. People and Performance Podcast

Launched in 2021, the People and Performance Podcast gives insights into the strategic competencies, behaviors, and results needed to increase the performance of employees. From attraction and recruitment through onboarding to succession planning, each episode takes a deep dive into the stages of workforce planning you need to master in order to guarantee long-term success in a rapidly changing world of work. Hosted by Chris Bjorling and others, each interview is around 15-20 minutes and is supported by super impressive guest industry experts.

6. We’re Only Human

Host Ben Eubanks blends research and practical advice to help HR, talent, and learning leaders improve business outcomes through dynamic and innovative approaches.

7. While We Were Working

Hosts Joey Price and Sommer Ketron share their personal perspectives and years of experience, focusing on employee engagement, workplace culture, and HR law for the modern workplace.

8. Punk Rock HR

Host Laurie Ruettimann, a top career adviser, explores the broken aspects of work, discussing buzzwords, the nerdy, and the contrarian.

9. DriveThruHR

A captivating and occasionally irreverent lunchtime discourse hosted by industry experts, covering various HR topics relevant to professionals in just 30 minutes.

10. WorkTrends Podcast From TalentCulture

Hosted by Meghan M. Biro, this long-running podcast explores how work is changing, featuring news, insights, and discussions with leading experts and HR tech vendors.

11. The Jim Stroud Podcast

Jim Stroud is a thought leader, HR Influencer, and public speaker on the future of work. One of the best futurist shows, The Jim Stroud Podcast discusses discoveries and trends impacting the world of work.

12. Nine To Thrive HR

This long-running show gives listeners access to leading HR practitioners, authors, academics, and thought leaders in under an hour, covering a range of human capital issues.

13. Human Centred Leadership Podcast with Kul Mahay

With over three decades of leadership experience, Kul Mahay works with organizations to develop powerful cultures of high value and performance.

14. Thinking Inside the Box

HRchat guest host Matt Burns leads this awesome pod focused on sharing innovative ways organizations, and their leaders overcome complex issues at work.

15. The CandEs Shop Talk Podcast

The Business of Recruiting and Candidate Experience: a podcast about the business impact of HR, talent acquisition, recruiting technology and improving candidate experience. HR and recruiting industry influencer, analyst and Talent Board President, Kevin W. Grossman, talks shop with CandE winners, talent acquisition leaders, industry influencers and technology providers.

16. HBR IdeaCast

Produced by Harvard Business Review, this podcast features interviews with influential thinkers in the business and management field, sharing insights on building a better workplace.

17. The HR Uprising Podcast

Hosted by business psychologist Lucinda Carney, this podcast delves into in-depth issues in HR and conducts interviews with specialists and HR/L&D practitioners.

18. The HR Social Hour Half Hour Podcast

HR professionals Jon Thurmond and Wendy Dailey host this podcast, discussing how to connect, give back, and expand HR networks.

19. HR Daily Advisor

A twice-monthly podcast providing clear, relevant, and actionable information on important HR themes for professionals managing organizations.

20. HR Leaders

Chris Rainey interviews industry experts and HR leaders, discussing building strong HR functions, challenges, and opportunities within renowned global brands.

21. CIPD Podcasts

The CIPD podcasts offer up-to-date insights on the latest HR news and trends, featuring information and interviews with leading experts in the field.

22. XpertHR Podcast

From the creators of XpertHR, this weekly/monthly podcast provides essential employment law advice and HR best practices for HR professionals and business owners.

23. The Better HR Business

The Better HR Business podcast with Ben Geoghegan is a great resource for HR consultants and HR tech firms looking to grow their businesses. The podcast features interviews with some of the top minds in the industry, discussing everything from business growth strategies to the latest HR technologies. If you’re just getting started in the HR industry or you’re looking for ways to take your business to the next level, the HR Business Marketing Podcast is a great option!

24. HR Exchange Network

Covering talent management, HR news, corporate learning, employee engagement, recruiting, HR Tech, succession planning, and HR conferences, this podcast features insights from renowned HR executives.

Honorable Mentions

• Redefining HR
• Workology
• All about HR
• The HR Sound-Off Podcast
• Talking HR trends with Natal and Tom
• Modern People Leader
• The RecTech Podcast
• SHRM Podcasts
• HR Coffee Time
• The Learning & Development Podcast

Check out the Latest HRchat Episodes

The post Best HR Podcasts in 2024 appeared first on The HR Gazette and HRchat Podcast.

Organizational structure serves as the backbone of any successful business, determining how tasks are divided, roles are assigned, and communication flows. A well-designed structure not only enhances efficiency but also contributes to employee satisfaction and overall productivity. 

Experts assert that a project-based structure stands out as the most effective and successful approach, demonstrating superiority over both traditional line and functional organizational structures.

In this article, we will explore five essential tips to build an effective organizational structure that fosters growth, innovation, and seamless collaboration.

Source: Unsplash

Clarify Organizational Goals and Objectives

The foundational step in crafting an effective organizational structure is gaining a clear understanding of the company’s goals and objectives. Without a well-defined purpose, resource allocation, role assignments, and structural design become challenging. Leaders must engage in a comprehensive strategic planning process to articulate long-term goals and break them down into achievable objectives.

By elucidating organizational goals, decision-makers can identify key functions crucial for success. This, in turn, facilitates the establishment of departments or teams with specific responsibilities. For example, a company aspiring to expand its market share may necessitate specialized teams for marketing, sales, and customer service. Aligning the organizational structure with these goals ensures cohesive collaboration toward a shared objective.

Reduce the Risk of Fraudulent Activities

Effectively managing the risk of fraudulent activities is a crucial priority for any efficiently operating organizational structure. Fraud poses a threat not only to financial stability but also to trust and the reputation of a business. Consequently, it is imperative for organizations to establish robust measures that not only discourage fraudulent behavior but also actively reduce the opportunities for such activities to take place.

A key strategy for reducing the risk of fraudulent activities is the implementation of a segregation of duties matrix. This matrix involves a systematic delineation of tasks and responsibilities across various roles within the organization. The essence of the SoD matrix lies in ensuring that no single individual possesses unchecked control over an entire process. By strategically assigning and segregating duties, organizations create a formidable line of defense against potential fraud. 

This approach enhances transparency, accountability, and internal controls, thereby fortifying the organizational structure against the subtle threats posed by fraudulent activities. Regular audits and updates of the SoD matrix are essential to adapt to evolving business landscapes and ensure its continued efficacy in safeguarding the organization’s integrity.

Show Appreciation to Employees

Fostering a positive work environment involves recognizing and appreciating the efforts of employees. Employee appreciation not only boosts morale but also contributes to a sense of belonging and loyalty within the organization. A culture of appreciation creates a motivated workforce, enhancing overall productivity and job satisfaction.

One effective way to show appreciation is through corporate gifting. Thoughtful gifts, such as personally created gift baskets for employees, go beyond words to convey genuine appreciation. 

Corporate gifting programs can include personalized items, gift cards, or experiences, serving as tangible expressions of the organization’s gratitude for the hard work and dedication of its employees. With 94% of top executives offering gifts to employees, these gestures not only strengthen the employer-employee relationship but also contribute to a positive and engaging work culture.

Source: Unsplash

Empower Employees Through Decentralization

Fostering employee empowerment is a fundamental aspect of constructing a thriving organizational structure. Central to this concept is decentralization, which involves dispersing decision-making authority throughout various organizational levels. By empowering employees at different tiers, organizations can leverage the collective intelligence of their workforce, promoting more informed and agile decision-making.

Decentralization not only boosts employee engagement but also facilitates swifter responses to challenges and opportunities. Concentrating decision-making at the top may hinder the organization’s ability to adapt quickly to evolving circumstances. Conversely, a decentralized structure encourages autonomy and responsibility among employees, cultivating a sense of ownership in their roles.

To implement decentralization effectively, leaders should provide clear guidelines, training, and support to employees. This ensures that individuals are equipped to make decisions aligned with the organization’s goals. Furthermore, leaders must create a culture that values input from all levels, fostering a collaborative environment where ideas can flow freely.

Regularly Review and Adjust the Structure

Building an effective organizational structure is not a one-time task; it requires ongoing evaluation and adjustment. The business environment is dynamic, and what works today may not be optimal tomorrow. Regular reviews of the organizational structure help identify inefficiencies, redundancies, or emerging needs.

Leaders should conduct periodic assessments to gauge the effectiveness of the structure in achieving organizational goals. This may involve seeking feedback from employees, analyzing performance metrics, and staying attuned to industry trends. If certain departments or teams are consistently facing challenges, it may be an indication that the organizational structure needs adjustment.

Potential modifications might involve reorganizing teams, reallocating resources, or revisiting the organization’s goals and objectives. The crucial aspect is to take a proactive approach to resolving issues rather than allowing them to escalate. An organization that is flexible, embraces change, and is committed to continuous improvement is better prepared to navigate the complexities of the business landscape.

Bottom Line

In summary, crafting a successful organizational structure is a complex undertaking that demands thoughtful attention to organizational goals, communication, adaptability, employee empowerment, and continuous evaluation. By incorporating these five principles, companies can establish a framework that not only improves efficiency but also fosters a positive and collaborative work culture. As organizations progress, it is essential for their structures to evolve, ensuring agility, innovation, and sustained success in a dynamic business environment.

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The post Five Tips to Build an Effective Organizational Structure appeared first on The HR Gazette and HRchat Podcast.

Performance evaluations have transcended the traditional one-sided feedback model. Contemporary organizations are embracing a two-way approach by integrating self-evaluation into the process, granting employees the agency to appraise their own performance. Self-assessment not only prompts individuals to engage in introspection but also supplies managers with invaluable information, shedding light on an employee’s self-awareness and capacity for personal growth. Genuine self-evaluation nurtures transparent and fruitful dialogues between employees and management. In this analysis, we embark on a comprehensive exploration of self-evaluation, its importance, and practical methodologies for organizations to facilitate and support their employees in this introspective journey. This dynamic approach not only empowers employees to take ownership of their development but also contributes to a more holistic and productive performance review process.

The Importance of Self-Awareness in Performance Management:  

Self-awareness, often heralded as the bedrock of personal and professional growth, plays a pivotal role in enabling individuals to navigate their careers and personal lives with clarity and purpose. Recognizing one’s intrinsic qualities and understanding their ramifications is crucial in charting a path forward.

To begin with, having a clear understanding of one’s strengths and weaknesses offers a dual advantage. When employees are acutely aware of their strengths, they’re better positioned to capitalize on them, optimizing their contributions to team projects or individual tasks. These strengths become tools that can be strategically deployed to maximize results. Conversely, acknowledging weaknesses isn’t a concession of defeat; instead, it offers a roadmap for targeted personal and professional development. By understanding areas of vulnerability, employees can pursue training, mentorship, or experiences specifically designed to bolster those areas, ensuring holistic growth. This aspect of self-awareness is essential in the context of a performance management system as it helps individuals identify areas for improvement.

Beyond the individual, self-awareness also aids in creating an environment conducive to open dialogue and collaboration. An employee grounded in self-awareness is often more amenable to feedback, whether positive or constructive. Such receptiveness paves the way for more transparent and constructive conversations between peers, subordinates, and superiors. Feedback, instead of being perceived as criticism, becomes an instrument of mutual growth, strengthening interpersonal relationships and fostering a positive work environment.

Lastly, self-awareness acts as a catalyst for cultivating a growth mindset. When individuals recognize their areas for improvement, they’re implicitly acknowledging that there’s a path to betterment. This realization can drive an insatiable hunger for learning and evolution, propelling them into a continuous cycle of growth and self-improvement. It’s not just about identifying gaps but about understanding that with effort, strategy, and persistence, these gaps can be bridged, leading to personal and professional evolution.

Guiding Employees in Crafting Genuine Self-Evaluations:  

Navigating the intricate process of self-evaluation can be daunting for many employees. While its merits are indisputable, ensuring that employees undertake this journey effectively requires proactive guidance and a supportive environment crafted by organizational leaders.

Central to this guidance is the provision of clear and structured frameworks. By offering a defined format or template, employees can be channeled to reflect on pivotal performance areas methodically. This not only ensures that no critical aspect is overlooked but also provides a level of consistency across the organization, making it easier for managers to gauge and respond to these self-assessments. Such frameworks, by delineating the path of introspection, can alleviate potential anxieties associated with the self-evaluation process, rendering it more accessible and actionable. An example of self evaluation in the form of a structured template can greatly assist employees in this process.

Lastly, to truly embed the practice of effective self-reflection, organizations must take the onus of equipping their employees with the requisite skills. Offering training sessions or workshops that elucidate the nuances of self-assessment can be invaluable. Through these sessions, employees can be acquainted with the art of introspective evaluation, understanding how to distinguish between constructive self-critique and undue self-deprecation. By cultivating these skills, organizations don’t just aid in the immediate self-evaluation process but sow the seeds for a culture of continuous personal development and growth.

Integrating Self-Evaluation Feedback into Broader Review Discussions:  

The dynamic of performance assessments in organizations is rapidly evolving, with self-evaluations playing an increasingly integral role. However, while these introspective evaluations offer unique insights, it’s vital to position them as complementary tools within the larger appraisal ecosystem, rather than as replacements for traditional reviews conducted by managers or peers.

Starting a performance dialogue by referencing an employee’s self-evaluation can set the tone for a more open and collaborative discussion. This initial focus on the employee’s perspective showcases respect for their introspective efforts and provides a foundational understanding of how they view their achievements, challenges, and growth areas. By leading with this, managers can ensure that the ensuing conversation is rooted in mutual respect and understanding.

Yet, the true potency of self-evaluations is realized when juxtaposed against traditional reviews. These comparisons can illuminate perception gaps—discrepancies between how employees view their performance and how it’s perceived by others. Such gaps, rather than being viewed as negatives, should be harnessed as potent discussion points. They provide an avenue to delve deep into areas of misalignment, offering both the employee and the manager a richer understanding of underlying issues or potential areas of growth.

In essence, while self-evaluations are an invaluable addition to the performance appraisal toolkit, their true strength lies in their ability to augment and enrich traditional reviews, paving the way for more comprehensive, nuanced, and collaborative performance discussions, even for low performing employees.

Case Studies: Companies that Leverage Self-Reflection for Growth:  

In the complex and ever-evolving landscape of employee performance management, several industry leaders are setting benchmarks with their avant-garde approaches. Two such stalwarts are Google, the tech behemoth known for consistently pushing the boundaries of conventional HR practices, and Deloitte, a luminary in the professional services domain.

Google, a titan in the tech industry, has always been at the forefront of pioneering human resources innovations. One of the integral components of their performance management edifice is the practice of self-evaluation. Google understands that an individual’s introspective insights into their own achievements can be as invaluable as external appraisals. By having employees juxtapose their achievements against predetermined objectives, Google ensures that the self-assessment serves as a foundation stone during review deliberations with supervisors. Such an approach not only instills a sense of ownership and responsibility among employees but also makes performance dialogues more balanced and mutually informed.

Meanwhile, Deloitte, a beacon of excellence in the professional services sector, has also recalibrated its performance assessment mechanisms to be more in sync with contemporary needs. A central facet of this overhaul is the inclusion of a self-assessment dimension. However, Deloitte’s approach has a dual focus: while it allows employees to ruminate on their past performance, it also encourages them to be forward-thinking, contemplating their future ambitions and the trajectory they envision for themselves. This twofold emphasis ensures that while past accomplishments and areas of improvement are acknowledged, the review process remains inherently progressive, anchored in future growth and aspirations.

In distillation, both Google and Deloitte underscore the indispensable nature of self-evaluations in modern performance management. By integrating self-assessments into their review paradigms, these industry leaders are championing a more holistic, participatory, and future-oriented approach to performance appraisals.

Conclusion:  

Integrating self-evaluation into performance reviews signifies a profound shift in how organizations approach employee development and evaluation. This approach acknowledges the significance of self-awareness and personal insight in an individual’s growth journey. It empowers employees to actively participate in their personal and professional development by encouraging self-reflection and self-assessment. In turn, this fosters ownership and accountability, driving intrinsic motivation and commitment to self-improvement.

Furthermore, it offers organizations valuable insights into individual perceptions, aspirations, and self-assessment abilities, enabling targeted coaching, mentoring, and training. This approach results in a win-win situation where employees benefit from increased self-awareness and organizations benefit from better-aligned, engaged, and motivated employees. It transforms performance reviews into a collaborative, growth-focused dialogue, serving the interests of both employees and their employers.

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The post Self-Evaluation Uncovered: Crafting Authentic Performance Reviews appeared first on The HR Gazette and HRchat Podcast.

Illuminating the Future of AI and HR Technology in the City of Light

Unleash World 2023 was a big success! Attendees heard from some of the leading thinkers in the HR and Tech space and exhibitors got a chance to showcase their new technologies to a senior HR audience.

The conference commenced with the energy and insights of awesome speakers like Josh Bersin, setting a tone of anticipation and excitement. The pervasive theme of AI, aptly referred to as “Absolutely Insane,” dominated conversations, reflecting the industry’s focus on harnessing its potential. Cornerstone, a key player in this arena, emphasized the intentional use of AI to expand skills, recommend learning paths, and enhance job opportunities for employees.

The RIse of Skills-Based Organizations

A resounding theme that echoed through the halls of Unleash World 2023 was the rise of skills-based organizations. Experts like Josh Bersin and Salim Ismail showed possible paths forward, emphasizing the role of skills in shaping the future workforce. The potential, backed by innovative technologies on show, was evident – talent retention could soar by up to 31 times. Yet, a mere 7% of organizations have fully embraced this transformative model, underscoring the need for collective guidance in this journey toward inclusivity and dynamic work allocation.

AI Integration

The focus on Artificial Intelligence shifted towards personalized learning, tailored to individual and organizational needs. However, ethical AI implementation remained a crucial concern, emphasizing the need for responsible use. The fundamental questions were around convincing leaders to balance technological advancement with employee trust and ethical considerations.

Building Partnerships

Collaboration across HR, learning, recruitment, and operations are key to constructing impactful, skill-centric organizations. The emphasis at the event was placed on investing in technologies that seamlessly integrate not only ensures present efficacy but also future-proofs organizations, enabling them to adapt to emerging solutions in the ever-changing landscape.

Embracing Change

In the modern workforce, HR and L&D professionals find themselves at the forefront of innovation. Unleash World 2023 underscored the need for continuous learning, where skills serve as catalysts for adaptation.

HR and L&D are recognized as essential partners for CEOs, shaping the future of work. The event illuminated boundless potential for innovation and collaboration, reaffirming the need for organizations to invest in their people through continuous learning, ensuring their relevance in the ever-evolving modern workforce landscape.

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Today’s guest is Patrick Simon, Senior Partner at McKinsey, the global management consulting firm. Listen as Patrick shares his experiences of working with CEOs and how today’s business leaders can tackle the big challenges head-on.

Earlier in 2023, McKinsey released a report called State of Organizations. Patrick and I discuss some of the findings as part of HRchat episode 370.

Questions for Patrick include:

• McKinsey’s State of Organizations report breaks down ten shifts organizations are facing today and includes participation from business leaders around the world. Please briefly mention some of those 10 shifts and explain what motivated you and your team to conduct this particular research.
• The report says only half of survey respondents feel their organization is well prepared to anticipate and react to external disruption. Why do you think that’s the case? Does that surprise you?
• How can companies be more prepared to react to future shocks and disruptions?
• What are your predictions for the role of AI in the workplace over the next few years? To what extent would you guess will AI be augmenting and replacing traditional roles and what are some of the new roles that are being created to keep ahead of the huge tech-enabled changes hitting organizations today?
• There’s been a steady increase in companies enforcing stronger mandates to bring workers back to the office. Given your findings from this study, how do you believe this shift will play out over the short term and what happens when the job market swings back to candidates?

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Building a culture of inclusion and belonging involves top-down leadership and grassroots efforts. In HRchat episode 635, I talk with Tara Ataya, Chief People and Diversity Officer at Hootsuite about ways people leaders can better collaborate with senior leadership to integrate DEI principles into the overall organizational strategy, while empowering employees at all levels to contribute to a more inclusive workplace.

Tara joined Hootsuite in 2020 as VP People, and was announced as Hootsuite’s first Chief People and Diversity Officer later the same year. She leads Hootsuite’s employee experience and Diversity, Equity and Inclusion initiatives across the organization globally.

Questions for Tara include:

• Can you describe a specific initiative or program you’ve implemented at Hootsuite to foster a sense of belonging among employees? What were the key components of its success, and what challenges did you encounter along the way?
• Is the rise of AI good or bad for DEI?
• In a diverse workforce, individuals may come from various backgrounds, cultures, and identities. How do you ensure that your initiatives address the unique needs and perspectives of all employees, and how do you measure their impact on different groups within the organization?
• Creating a culture of inclusion and belonging involves both top-down leadership and grassroots efforts. How do you collaborate with senior leadership to integrate diversity and inclusion principles into the overall organizational strategy, while also empowering employees at all levels to contribute to a more inclusive workplace? How do you prove it out?
• Based on your experience and successes, what actionable advice would you give to organizations that are just starting or looking to improve their initiatives for fostering a sense of belonging? Are there any best practices or pitfalls to avoid that you could share?

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My returning guest today is Jacob Morgan, Keynote & TED Speaker, Futurist, and Host of the Great Leadership Podcast. Jacob is a multi-best-selling author. His latest book is called Leading with Vulnerability: Unlock Your Greatest Superpower to Transform Yourself, Your Team, and Your Organization. We delve into some of the points from the book in today’s episode.

Questions for Jacob Morgan include:

• You have a very well-recognized personal brand. Can you share some of your top tips for others out there looking to develop and better project their personal brands?
• Let’s now focus on some issues raised in your new book, designed to show readers why it’s so crucial to lead with vulnerability and how to do it well:
  • What makes leaders feel most vulnerable at work and why?
  • What keeps leaders from being vulnerable at work and how can they overcome it?
  • Offer up 5 vulnerable leader superheroes. Tell us more.
  • You speak in the book about an ROI attached to leading with vulnerability. Tell me more.
  • You also talk about ways to climb the “vulnerability mountain”. What do you mean by this?
  • How can we learn more about you and get a copy of your new book?

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My guest this time is Eric De Wames, consultant, guest lecturer at IEA Training, and Managing Partner at Michael Sullivan & Associates LLP.

An engaging speaker, Eric conducts seminars across California to assist employers in navigating the state’s rigorous, ever-evolving compliance regulations, always with an emphasis on preventing litigation.

Eric is a published contributing author for Forbes and he co-authored MS&A’s e-book, “Navigating COVID-19: A Legal Guide for California Employers.”

Listen to HRchat Episode 631 to Hear Eric’s Answers to:

• As part of your role at  Michael Sullivan & Associates, you conduct seminars across California to assist employers in navigating the state’s rigorous, ever-evolving compliance regulations, always with an emphasis on preventing litigation. From the conversations you’ve had, what have been some of the biggest challenges faced by employers in the past 12 months?
• You are also an employment law expert consultant with IEA Training, an organization dedicated to providing HR, risk managers, and insurance carriers education on disability management and other employment-related compliance mandates. Tell us about your role there.
• IEA Training has been a trusted partner to California’s workers’ compensation system and to absence management professionals across the US for 140 years! The acquisition by Michael Sullivan & Associates LLP in 2020 marked a new chapter in IEA’s story. Tell us about the fit between IEA and Michael Sullivan & Associates.
• You advise on IEA’s course materials. How will generative AI impact the creation of course content in the coming years?
• How can absence and disability management courses help users to better understand workplace wellness and gain essential skills for managing absences and disabilities effectively?

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Get ready for an evening of transformation and inspiration as DisruptHR London returns on September 25th, 2023, at Hult International Business School. DisruptHR London 18.0, promises to bring together top experts and professionals to explore cutting-edge trends and redefine the future of work.

DisruptHR is built on the belief that how we’ve approached people and talent in the past won’t be the best way to approach them in the future. Rebooted in 2022, DisruptHR London is a community of innovative HR pros, TA pros, and leaders. DisruptHR is founded on the idea that ALL business leaders (and that includes you, HR!) need to be ready to take some risks, to stir the pot…in short, to DISRUPT.

Are you tired of the same old approach to Human Resources? Are you ready to start talking about talent in a whole new way? DisruptHR is for you! This is unlike any other HR event in London, UK.

A Special Edition with Hult EF Corporate Education

DisruptHR London 18.0 is no ordinary event; it’s a special edition produced in partnership with Hult EF Corporate Education. This dynamic collaboration has set the stage for an unparalleled information exchange, designed to energize, inform, and empower executives, business leaders, and HR professionals.

The event’s mission is crystal clear: to provide attendees with valuable insights and tools to thrive in the rapidly evolving world of HR and workplace innovation.

What to Expect at DisruptHR London 18.0

On September 25th, professionals from various backgrounds will converge at Hult International Business School for an evening filled with inspiring speakers, networking opportunities, and thought-provoking discussions. Here’s a glimpse of what’s in store:

1. Expert Insights on Shaping the Workplace of 2023

Discover firsthand what HR leaders and workplace innovators are doing in 2023 to enhance and transform the work environment. Be prepared to gain invaluable insights that will shape your strategies and approaches in the year ahead.

2. Innovative Approaches to Workplace Disruption

Learn about the innovative approaches that companies are taking to disrupt traditional HR practices and add value to the London HR community. Explore the latest trends and methodologies that are revolutionizing the way we work and interact within organizations.

3. Network with Forward-Thinking HR and Tech Leaders

One of the primary goals of DisruptHR London 18.0 is to foster connections among forward-thinking HR and tech professionals. Expand your network, exchange ideas, and build relationships with individuals who share your passion for driving positive change in the workplace.

Here’s a breakdown of the event’s agenda:

5:00 – 6:45 PM: Registration & Networking
6:45 – 7:00 PM: Event Introductions by Industry Experts
7:00 – 8:45 PM: Multiple 5-Minute Presentations from Renowned Experts
8:45 – 9:00 PM: Final Networking and Wrap-up

The event’s presentations will feature an impressive lineup of speakers, including:

• Perry Timms, Adjunct Faculty at Hult International Business School
• Debbie Wayth, Director at FutureU Ltd
• Toria McCahill, Chief People Officer at ANS
• Elvin Turner, Innovation Culture Author and Speaker
• Sarah Hayes, HR Director at Securitas UK
• Matt Gitsham, Professor of Business and Sustainable Development
• Nebel Crowhurst, Non-Executive Director at Macmillan Cancer Support
• Christopher Samsa, Positive Psychologist and Facilitator
• Ben Geoghegan, Director HR Business Accelerator
• Jessica Ahluwalia, Equality, Diversity, and Inclusion Lead
• Terence Tse, Co-Founder & Executive Director, Nexus FrontierTech
• Melanie Moeller, Senior Consultant at Crowd Potential
• David James, Professor at Hult International Business School
• Naysan Firoozmand, Global Head of Coaching at Hult EF Corporate Education
• Matt Burns, Value Advisory at Ceridian
• Toby Kheng, Founder and Employee Experience Consultant at Freeformers

Don’t Miss the Opportunity to Disrupt HR

DisruptHR London 18.0 is your chance to gain a competitive edge, network with industry leaders, and stay ahead of the curve in the ever-evolving HR landscape. Join us on September 25th at Hult International Business School for an unforgettable evening of innovation and inspiration.

Be sure to mark your calendar and register for this exclusive event today. Together, we’ll shape the future of HR and redefine the workplace experience in 2023 and beyond. See you at DisruptHR London 18.0!

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Partners and Sponsors Include:

Sponsor: Hult EF Corporate Education

The Hult EF Corporate Education team are learning experts with the ambition to help organizations develop their talent for the key moments in their careers. They specialize in delivering immersive learning programs focused on the most critical global business skills for all levels of employees – those they need now and those that will help them prepare for the future. They combine the expertise and agility of a boutique learning partner with the resources of a trusted, global organization. Learn more at hultef.com

Organising Partner: HR Gazette

HR Gazette and the HRchat Podcast publishes the latest opinion, reviews, and news for pros interested in HR Technology, Talent, DEI, Performance, Wellness, Learning, and Leadership. Learn more: hrgazette.com

Organising Partner: The People Space

The People Space is a digital content creator and curator focused on HR leaders and the future of work. Our mission is to positively promote the value created by people in a digitally disruptive age when increasingly humans will work alongside machines. Learn more: thepeoplespace.com

Organising Partner: Connor Consultancy

Connor are the people and change experts who help organisations to evolve and thrive through times of change. We are passionate, pragmatic, flexible and agile. For over 30 years’ they have forged a reputation for helping organisations to navigate the changes that are happening in the workplace, by creating bespoke programmes and fit-for-purpose internal structures through our suite of services: People Development, Organisational Change, Outplacement, Career Transition and Outsourced HR Services. Learn more: connor.co.uk

Community Partner: HRreview

HRreview is a news and information resource for human resources and related professionals. Updated news items are posted daily and there are regular updates to the features and analysis section, looking in-depth at topical HR issues. HRreview’s website is supported by a weekly email newsletter. Learn more: hrreview.co.uk

Community Partner: HCM Metrics

HCM Metrics is part of the HR Analytics Group and the first internationally accredited Assessor and Auditor of the phenomenally important ISO30414:2018 standard in Human Capital Reporting. Through Human Capital Reporting and Human Resource Analytics for Human Resource Management, they help clients to achieve real and measurable improvements to organisational performance through the improved management of all HR functions. Learn more: hcmmetrics.co.uk

Community Partner: The HR TECH Partnership

The HR Tech Partnership is an innovation specialist in the ‘People Digital Tech start-up’ area. It was set up in London in 2017 and has since been active in supporting corporates through the use of digital HR solutions. They support corporates with their digital innovation journeys around Talent and Workplace Productivity by helping them pilot AI & Digital solutions. Learn more: hrtechpartnership.com

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A push and pull has long existed between employers and employees when it comes to pay. Employers have historically exhorted employees not to share their pay with other employees—sometimes even sanctioning those who did. On the flip side, employees have long lamented that “when you keep your pay secret, you keep it low.”

A Move Toward Pay Transparency

Then in 2021 things began to change as Colorado became the first state to mandate transparency in pay as a means of improving pay equity. Since then other states have followed; although today only one in four employees work in a state with these mandates.

In addition, the issue of pay transparency is really broader than simply sharing pay ranges or rates. Employees also need to know how these pay ranges are established, how companies decide what individual employees are paid, who gets pay increases, and why. Ultimately, of course, what they’re concerned about is whether pay is consistent and equitable and how the payroll system shows it.

Employees Want to Know: “What About Me?”

Pay is personal. Employees naturally wonder: “Am I paid fairly compared to my peers?” “Am I paid fairly for the work that I do and the value I bring to the organization?” “What do I have to do to get a pay increase?”

Answer those questions honestly, openly, and effectively and you’ll go a long way toward building a climate of transparency and trust that can boost engagement—and retention. Fail to answer them, or demonstrate through your actions that what you do isn’t aligned with what you say, and you’re likely to lose that trust, lose engagement, and fall prey to the great tsunami of turnover that many companies have been experiencing.

Steps Toward an Open Climate Related to Pay

Unfortunately, despite legislation demanding pay transparency (today one in four U.S. workers is covered by a law that mandates that salaries be posted in log listings), Gartner reports that fewer than one-third of employees believe they’re paid fairly and only 34% think their pay is equitable. If that’s the case in your organization, a quick calculation can tell you what percentage of your employees may be at risk for seeking jobs elsewhere. Worse, the employees who could most successfully do so likely represent your best and brightest.

So, what should you be doing to turn this around and boost those percentages?

• First, evaluate where you’re at. Conduct a pay equity audit to determine, objectively, how your pay practices stack up across positions and employees in those positions. Augment that pay equity audit with an employee poll or survey to determine how employees perceive pay equity.
• Next, communicate and take steps to close any gaps so that equity can be achieved.
• Finally, make your pay practices clear and transparent—not just through a one-time announcement, but through ongoing communication about what you do, why you do it, and how it affects individual employees. Make sure managers and supervisors are knowledgeable and prepared to address these questions when they hire, evaluate, coach, and counsel their employees.

Pay equity and pay transparency have always mattered to employees. Historically, though, for employers they’ve been optional. That’s rapidly changing. Now is the time to take steps to ensure that your pay practices are open, fair, and widely and continuously communicated.

Authored by Robert Sheen, CEO, Trusaic

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Why Social Learning Is Essential for Growth in 2024

The world is on the brink of a skills crisis, with an anticipated $8.5 trillion in lost productivity by 2030, according to Korn Ferry. This should come as no shock, as the analytics firm predicts that roughly 85 million jobs will be unfilled because there simply aren’t enough skilled workers available.

This reality calls for a major change in how we approach employee growth. Enter social learning—a concept that’s not only transforming learning and development (L&D) but becoming a linchpin for organizational growth. Here’s why.

Gen Z Will Dominate the Workforce by 2025

According to Zurich, members of Generation Z, comprising those born between 1997 and 2012, will make up 27% of the global workforce by 2025.

While the majority of Gen Z is still under 18, millions of people within this demographic enter the workforce every year.

These new career entrants come with unique learning preferences, including a strong inclination for social learning. According to Frontiers, over 92% of Gen Z respondents want social learning tools to be part of their education.

To harness this new energy and align with Gen Z’s preferences, businesses must modernize their strategies, including adopting social learning. This approach will not only appeal to younger workers but also create a culture that promotes continuous learning and growth.

Social Learning Mimics Informal Learning

Traditional learning accounts for only 10% of skill acquisition. The majority of learning occurs through hands-on experiences and social interactions. Social learning helps employees retain information as they observe and emulate behavior in a more relaxed and relatable setting.

Guided social learning activities created by your team can mimic informal learning, a method viewed by 87% of employees as essential for their growth, according to Bloomfire. This approach makes training feel less rigid and more engaging, contributing to overall growth within your organization.

Social-Centric Training Methods Provide the Best ROI

The financial perspective is crucial in any L&D strategy. Social learning’s impressive ROI of 75:1 compared to traditional web-based training is compelling, according to Growth Engineering. This figure is not just about cost-effectiveness; it’s a testament to the transformative power of social learning in developing talent.

The preference for social learning among employees, along with its ability to attract Gen Z job seekers, makes it a vital tool for long-term success. Sunsetting traditional development programs with social learning isn’t just a trend; it’s a strategic move towards sustainable growth.

Embrace Social Learning Theory with Tigerhall

The growing talent shortage demands innovative solutions. Social learning offers a way to navigate this challenge effectively. By embracing this approach with the support of the right technology platform, like Tigerhall, your organization can build a learning culture that drives long-term growth.

Tigerhall’s platform features bite-sized insights and training content from internal experts, industry leaders, and Fortune 500 executives. Schedule a demo today to learn more about how Tigerhall can help you transform your learning culture and pave the way for long-term growth. Dive deeper into social and microlearning by exploring “The Ultimate Guide to Microlearning in 2023.”

Social learning isn’t just the next big thing in L&D; it’s a vital component in your organization’s strategy for long-term growth. By recognizing and leveraging this powerful tool, you are positioning your organization to lead, adapt, and thrive in the future. It’s about redefining how organizations operate, learn, and evolve, aligning perfectly with Tigerhall’s mission to unlock organizational intelligence and continuous reinvention. It’s imperative for businesses that want to lead the future, not just survive it.

Authored by Nellie Wartoft, CEO of Tigerhall

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Motivating Employees – Does Money Matter?

Whether money really motivates employees has been questioned for decades. HR people might say no, it is a hygienic factor, but employees say yes, it is essential. However, the answer is straightforward for me; yes, it does act as an important motivator, but under certain conditions and for certain periods.

When it comes to salary, the increase pleases everyone. Who doesn’t want some extra bucks? As Maslow stated in his very well-known theory, the first level of needs, like food and shelter, must be met before other stages emerge. However, any fulfilled need loses its motivational aspect. Our needs are limitless. Once we have an income to satisfy our fundamental needs, the extra income goes to less important temporary factors. Assume that your salary is doubled. Obviously, doubling your salary will increase your motivation, but it is temporary. Consider your credit card statement shows you spend 30% of your monthly expenses on groceries, 40% on rent and 20% on others.

These percentages will shift significantly with the increase, and you will spend the extra income on many postponed expenses. You will buy a long-required shoe, replace the kid’s raincoat, and take the family to a nicer dinner. However, these ratios will slowly return to their original values over time, usually in three months or so. As everything settles down, you will normalize the new income and accompanying lifestyle. Now you’ll be questioning when the next increase will come.

Employee satisfaction surveys worldwide reveal that employees prioritize job enrichment, equal treatment, personal development, participation and teamwork over money as the top five motivation factors.

People want to know that their pay is not less than others doing the same thing. It is possible to have a transparent grading system linked to a transparent salary strategy aligned with the market actualities. This will create a feeling of justice.

Recognize exceptional results with special treatments, such as parking someone’s car next to the CEO’s, expressing personal appreciation, or granting an extra day off as a reward for a unique solution. Praise serves as an effective external motivator.

Developing a Culture that Values Delegation and Job Enrichment

Creating a coaching culture can increase individuals’ inner motivation and growth potential. Utilizing Daniel Pink’s three inner motivational keys is a great way to help guide this process.

To foster success, promote a culture that values delegation and job enrichment instead of micromanagement. Train your managers to stop carrying all the monkeys on their backs and encourage them to delegate more.

However, especially the last three changes require a sound leadership approach meaning the decision-makers themselves should change. It may look simple, but accepting the need, learning better ways and adapting some long-held habits is a significant mental and physical effort. So, in many organizations, leadership comes
together and decides to increase the salaries a bit due to budget restrictions, preach about the hygienic nature of wages, increase or add gym membership to compensate, hang motivational posters all around, and expect the people to get motivated and retention rate increased.

Does this sound familiar?

Authored by Eren Ikiz, Founder of Improva Inc, a leadership development, talent management, and coaching company.

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Have you noticed how children possess a certain gem that makes them brilliant, daring, and loving? How are these magnificent beings eventually turning into ordinary, dull, selfish adults far from the aspirations of the past? You, why do you become like this today?

Imagine a palace with many rooms. Think that this palace is you, and every room in this palace symbolizes a unique talent, thought or emotion that resides within you. Can you picture this palace with hundreds of rooms, or better said, hundreds of possibilities?

But some of these rooms are sealed off as you grow up. Perhaps you questioned your father running a red light, and he responded, “If they were capable of doing it, they wouldn’t hesitate.” You learned; If you can’t, you must respect; if you can, crush it. The lights went out; the room’s door was locked; forever.

You saw someone smiling at you. Just as you were to smile back, your mother whispered, “Be careful. She is a foreigner”. Another room is gone. You wanted to say something, muttered nervously. Someone cut you off. Another room faded out about expressing yourself.

Now, after so many experiences, rebelling against your own destiny in a vicious cycle, you are trapped in a few rooms in this huge castle. Everything you couldn’t do, didn’t try, and gave up are locked in those rooms.

This is our story. I hear those saying they could sing well, threw the ball nicely, had good sketches, wanted to be a doctor, or liked acting when younger. Now they are living their lives distant from these dreams. There are people around us who had dreams once but lost them all now. Some resist new ideas and methods. Their egos take the ini6a6ve and search for flaws in others who try. They are imprisoned in a few rooms in their huge castle inside their heads, concentrating on threats rather than opportunities.

Have you ever observed your child repeating a tv character’s exact words? Shoshin calls this the “mind of a beginner,” which means that a child’s mind is as fresh as a blank canvas, ready to absorb every experience and piece of knowledge. As every touch leaves a mark, your past trials, humiliations, and setbacks accumulate on the page until no empty space is left on your “canvas.”

Some of these rooms won’t open again but join me and open a fresh page to try. I ask for two promises from you:

The first is that you will try. Say, “I will try, for once, to do what I have wanted to do for a long time without worrying about failure or what other people say. I will try.”

Second, I want you to say, “I promise not to pass on my personal fears and biases to my child. I will not limit them. I will help them try and endure so that their rooms are not closed, that clean canvas is free from my nonsense.”

Come on; if you are not a part of the solution, you are a part of the problem. I want two promises that you’ll try, at least.

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In episode 603 of the HRchat pod, I welcome Josh Bersin to the show to share his thoughts on the impact he has made on the world of work,  the evolution of the employee experience and wellbeing initiatives, and where AI will take us in the coming years. In addition, Josh gives a rundown of his latest book, Irresistible: The Seven Secrets of the World’s Most Enduring, Employee-Focused Organizations.

Continuing Contribution to the HR Space

As one of the most successful and respected voices in the world of work, Josh has received numerous accolades throughout his illustrious career. Yet, what keeps him motivated to continue contributing to the HR space is the belief that there is always more to learn and discover. The dynamic nature of the workforce and the constant changes in technology create an environment where continuous learning and adaptation are essential for success. Josh is passionate about understanding these changes and helping HR professionals navigate the shifting landscape to create better workplaces.

A Lasting Legacy in the World of Work

When asked about the legacy he hopes to leave in the world of work, Josh Bersin emphasized the importance of fostering a more human-centric approach to HR. He envisions a future where organizations hone in on ways to prioritize the employee experience, empathy, and inclusivity. By championing these values, HR leaders can shape workplaces that not only drive business success but also prioritize the well-being and growth of their employees.

Evolution of Employee Experience and Wellbeing Initiatives

Over the past decade, the concept of employee experience has undergone a significant transformation. It has shifted from a narrow focus on perks and benefits to a more holistic approach that encompasses the entire employee journey. Organizations are increasingly recognizing that the employee experience directly impacts engagement, productivity, and retention. Furthermore, the pandemic’s outbreak in early 2020 accelerated the emphasis on employee wellbeing. Remote work, increased stress, and burnout highlighted the importance of supporting employees’ mental, physical, and emotional health. In response, forward-thinking companies have been implementing robust wellbeing initiatives and flexible work arrangements to ensure their workforce thrives.

The Future of Knowledge Worker Jobs and Duties

As automation and AI continue to advance, the landscape of knowledge worker jobs will inevitably change. Certain roles may be replaced entirely by technology, especially those involving repetitive and rule-based tasks. However, this technological disruption also presents new opportunities for knowledge workers. Jobs that require creativity, problem-solving, emotional intelligence, and human interaction will become more valuable. HR professionals should be prepared to reskill and upskill the workforce to adapt to these new roles and embrace the opportunities that AI and automation can bring.

The Impact of Generative AI on HR

Generative AI and large language models are poised to revolutionize the HR function in the coming years. These technologies can streamline recruitment processes, enhance candidate experiences, and facilitate personalized employee training. HR departments can leverage AI-driven analytics to gain deeper insights into workforce trends, enabling data-driven decision-making. However, Josh Bersin also cautioned against the potential bias in AI algorithms and emphasized the importance of ensuring ethical and fair usage.

“Irresistible”: The Secrets of Employee-Focused Organizations

Josh Bersin’s latest book, “Irresistible: The Seven Secrets of the World’s Most Enduring, Employee-Focused Organizations,” draws on extensive research and interviews with innovative leaders from top-performing companies. The book delves into the strategies these organizations employ to create a magnetic workplace culture that attracts and retains top talent. It offers valuable insights into how HR professionals can foster employee engagement, build a strong sense of purpose, and nurture a supportive environment that drives sustainable success.

In conclusion, Josh Bersin’s expertise and vision offer valuable guidance to HR professionals and leaders as they navigate the ever-changing world of work. By prioritizing the employee experience, embracing AI responsibly, and continuously adapting to new challenges, HR can play a pivotal role in building enduring, employee-focused organizations that thrive in the future.

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DisruptHR London Returns to Revolutionize HR for the Future World of Work

Attention HR leaders and professionals! Get ready to ignite your passion for innovation and switch up the ways you approach Human Resources.

DisruptHR London returns for its 18th edition on September 25th at Hult International Business School. This special edition event, produced in partnership with Hult EF Corporate Education, promises to be an information exchange that will energize, inform, and empower executives, business leaders, and people in HR.

Apply for your tickets here.

Unlocking the Future of Work: Inspiring Speakers and Networking

Join us at Hult International Business School for an evening filled with thought-provoking speakers, networking opportunities, and a chance to connect with forward-thinking HR and tech professionals. DisruptHR London 18.0 aims to showcase the latest trends, strategies, and innovations in HR, Talent, Leadership, and Technology. Don’t miss this chance to hear from top industry experts and gain valuable insights into what HR leaders and workplace innovators are doing in 2023 to improve the workplace.

Agenda Highlights

The event kicks off with registration and networking from 5:00 to 6:45 pm, giving attendees the opportunity to connect with like-minded professionals and expand your network. Then, the main event begins with event introductions led by renowned figures in the HR industry, including Bill Banham, Editor at HR Gazette and Host of HRchat Podcast, Steve Foulger, Commercial HR Director at Connor Consultancy, Siân Harrington, Co-founder and Editorial Director at The People Space, and Oliver Anderson, Vice President UK and Ireland at Hult EF Corporate Education.

From 7:00 to 8:45, be prepared for a series of multiple 5-minute presentations that will leave you inspired and enlightened. Renowned speakers such as Perry Timms, Debbie Wayth, Elvin Turner, Matt Gitsham, Chris Samsa, Ben Geoghegan, Terence Tse, Nebel Crowhurst, Chris Kutarna, Melanie Moeller, and Naysan Firoozmand will take the stage to share their expertise, insights, and innovative approaches to disrupting current HR practices and adding value to the London HR community.

Finally, from 8:45 to 9:00, attendees will have the opportunity to engage in final networking and wrap-up, where you can continue the conversations sparked by the insightful presentations and make lasting connections with fellow attendees.

Partners and Sponsors

DisruptHR London wouldn’t be possible without the support of its partners and sponsors. Hult EF Corporate Education, the principal sponsor, specializes in delivering immersive learning programs focused on critical global business skills, helping organizations develop talent for the future. HR Gazette, The People Space, and Connor Consultancy are our organizing partners, providing valuable insights, content, and expertise in the HR industry.

In addition, the event has community partners who share our commitment to HR excellence, including HRreview, HCM Metrics, The HR TECH Partnership, and more. Their dedication to providing resources, information, and innovative solutions further enhances the value of DisruptHR London 18.0.

Join the Disruption and Make a Difference

DisruptHR London is not your typical HR event. It challenges the traditional approach to HR and empowers you to think outside the box. This is your chance to be part of a community of innovative HR and Talent professionals who are ready to embrace change, take risks, and revolutionize the future of work.

Space is limited, and attendance is exclusively for HR, Talent professionals, and leaders who fit the criteria. Register now to secure your spot and prepare to be inspired, informed, and empowered.

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The post Event Preview: DisruptHR London 18.0 appeared first on The HR Gazette and HRchat Podcast.