19 Apr The State of the Workplace: Shifts Resulting from Digitization
Employees now seek a few distinct qualities in their work experience. Because digitization has altered their lives outside the organization, they expect to see the same results inside the workplace. Yet, HR cannot meet these expectations using paper-based systems. To evolve with this new set of expectations, HR must adopt new tools and practices.
Here are six key workplace shifts resulting from digitization:
1 – Certainty
Consumers expect companies to show who they are and what they stand for. This idea also applies to employees’ perspective: they expect authenticity and transparency. Employers must become transparent in their values and mission so employees and candidates can assess whether or not the company continues to be the right fit for them.
2 – Connection
Technology is driving connection in unprecedented ways. With the ability to tap into analytics on an ongoing basis, managers can constantly coach employees. Many organizations have replaced annual performance reviews with an ongoing performance management framework as a result.
3 – Belonging
Employers face a unique challenge in fostering a sense of belonging: they must support differences while cultivating a sense of collaboration. To establish a value proposition with which employees can connect, business leaders must assess whether there’s a gap between what the company promises and how it feels to work there every day.
4 – Status
The feedback-driven employees entering the workforce are seeking validation. Teams want to know their voices are being heard, and that their input is valued. Employers need to find a way to allow all voices to rise.
5 – Progression
Employees are in search of layered experiences through which they can grow and develop. Likewise, leading organizations also cultivate environments in which layered ideas and perspectives are welcome.
6 – Conscience
Lastly, today there is a growing focus on corporate social responsibility. From providing volunteer dates to wrestling with the notion of taking a position on certain matters, organizations must find ways to navigate new territories while meeting the expectations of their employees and the general population.
Devices & Automation
In addition to the expectations listed above, organizations must also respond to the ways in which we are using devices 24/7 to gain access to real-time information, foster intelligence, and measure progress. Employers should take advantage of every medium available to connect with employees. Because phones are often the most frequently used device outside of the workplace, organizations can enhance the employee experience by making information mobile-friendly.
Lastly, automation is impacting every facet of our environment. While it may be impossible to predict the exact ways in which it will change the workplace we know today, one thing is certain: automation is coming, and it’s coming quickly.
Today’s tools have automation capabilities built-in, giving organizations the power to take traditionally unstructured data and use it to their advantage. Now, we have the ability to collect data through the entire course of employment – from hire to retire – to support HR business leaders and partners. Robust tools also have the power to derive dashboards and key insights, which can be used to transform the business. This is a huge opportunity for investment in terms of research and development, especially for organizations focusing on big data strategies. The value of the insights that can be derived from this collection of data is beyond measure.
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