If you want to Motivate Employees, stop trusting your Instincts
Motivation is one of the principle tools of talent management. Team leaders try to motivate their reports in order to eke out the best of results from them. It also acts favourably to their commitment levels with the company. However, researches have proven that in more cases than not, employees’ motivation levels decline post their interaction with managers. This is because most managers usually do not have any approach towards this, but simply follow their gut instinct. Instead of following their instincts, managers must instead adopt a data-driven approach. Most motivational practices fail due to several reasons such as the goal-setting approach being too simplistic. Or performance evaluations could be biased. In some cases, if employees find the nature of the job as boring, no amount of coaching or mentorship is going to motivate them. Finally, most feedback rounds do not cause the intended impact as they do not focus on the positives but on fault-finding missions. HR practices need to imbibe more of data backed business analytics tools to foster greater levels of motivation.
How High-tech leads to more fair Hiring Practices
Most researches have proven the fact that employees prefer working at places which rank high on diversity. This trend is all the more exacerbated among the younger professionals. That is why companies across the board are consciously trying to set up talent recruitment practices that are free from bias and encourage diversity. In order to design such an ideal “values fit”, companies must advertise existing trends on career pages or on social media handles. Specific corporate trainings can be set up such as the ones by Facebook and Google to eliminate unconscious biases. The entire company leadership must hone in on this support by demonstrating how such values are encouraged across the organization. Technology can play a huge role in making recruitment fair or unbiased. Cloud technologies are being leveraged to scan through enormous quantities of data and analyze trends accordingly. Even Artificial Intelligence is being used to identify specific skills while chat bots exist which can conduct the first round discussion before the face-to-face interaction takes place. SAP for example has put in a programme to consciously recruit people suffering from autism. This also helps the company gain goodwill in the talent market.
The top three Factors driving Employee Burnout
As per research carried out by Kronos, a staggering ninety five percent of employees at most corporations suffered from burnout. A few of the factors are obvious and perhaps beyond control. They are excess workload, unfair compensation or after-hours work. Other factors that emerge on deeper scrutiny of the data available are poor management and a lack of connect with the corporate strategy. In addition there exist some secondary problems which more proactive an HR strategy can easily solve such as employee engagement or talent management. A lot of companies are faced with this dilemma of which aspect to give greater importance to – talent retention or fresh recruitments. While the former is always desirable, fresh injection of talent is also necessary to any organization. Also, budget plays a part in such decision making especially the part allocated to technology. A burnout prevention strategy needs to be put in place. The right mix of consistency and agility are needed to devise such solutions.
HBR Report: the 3 Keys to attracting top IT Talent
A study conducted recently revealed the top three ingredients necessary to succeed at talent recruitment in the IT industry. A staggering eighty six percent of respondents answered that finding the right IT talent is immensely difficult and three-fourths of HR managers stated that the time to fill such positions has increased. Another half admitted to recruiting less than capable personnel just to fill vacant positions. The first of these ingredients is company mission. Top talent gets attracted depending on the kind of work the company is doing and what are its aims. This is because people want their values to correspond with that of the organization. The second of these is company culture which includes the working patterns and hierarchies. A culture of appreciation and collaboration are preferred by the younger generation. Positive emotional reactions must be shared at such places. At Vanguard for example there exists a Peer Recognition Award which is handed out to employees acknowledged for their work by fellow employees.
HR’s vital role in how Employees spend their Time, Talent and Energy
HR has been dragged into a reputation at several places as weak or reactive and even been accused of failing at talent recruitment. For HR to position itself as a strategic partner to business goals, it needs to make sure best utilization is made of human capital which today is even more scarce than the financial one. It consists of employees’ time, their talent and the energy they bring to the workplace. It has been observed that typically a fifth of any working day gets lost in non-productive activities which the best of companies have reduced by as much as fifty percent. Top companies use Big Data to best utilize talent, as its best performers are teamed up with inspirational leaders in most business-critical activities. The employee must also be streamlined towards to customer goals so that he/she feels a core part of the team.
Simplifying Talent Performance improvement to drive Profits
While CEOs seek high performing work cultures, HR teams are pressured with newer tactics at delivering so. Newer names keep cropping up such as three-sixty degree, competency-based, personality or styles-based. In spite of the best of efforts at talent recruitment, newer employees are rarely if ever setting the stage of fire. This is because the entire system is broken. Human capital performance metrics must make use of principles of behavioral science and modern technology to get the right fit. To create such an environment, a sustainable organization development must be put in place. Performance measurement metrics must be clearly defined. This will also help in retention of top talent. The human factor including soft skills must be ingrained among all employees using formal corporate training lessons. Effective ATS systems are now available and social media can be leveraged to increase the effectiveness of hiring. Performances can even be transformed using specific expert software systems. Talent audits for example could be conducted to aid in strategic thinking.
How does the Biggest Company you’ve never heard of, Recruit Talent?
RS Components based in Corby, UK is one of the biggest companies globally that are not well known to most people due to its business-to-business alignment. Thus it often struggles at talent recruitment especially of tech professionals. In spite of this, the company has developed innovative methods to attract the very best, making seventy percent of RS’s revenues stem from online sources, one of the largest in the B2B segment. It has changed its furniture to be very chic yet casual, ideal for the millennial tech employee. A new digital hub has been opened up in London. Employees are being provided management training to handle soft skills. The recruitment is centred around the people that are available and not the company requirements alone. Projects are initiated depending on the talent that the people possess. An Oracle programme called Taleo has been incorporated to help convince the best of talent to join up the company. A digital culture has been imbibed across the organization using innovative means. The operations team for example has got divided into five sub-parts known as site search, site speed, checkout, filtering and product pages. However the company has taken steps such that digitization is not stuck in silos.