Jonathan Seal, Strategy Director at Mando, describes five key lessons across the workplace that combine to create the right environment for talent retention.
Essentials for Making Business Social #ItTakesaVillageConnie Bensen Lund
This was presented at a Sprinklr User Conference hosted by the American Heart Association on June 17, 2014 in Dallas, TX. Five steps to making business social are provided with tips on how Dell teams are accomplishing that.
Isabel De Clercq - Social Technologies - Catalyst for Organisational ChangePatrick Van Renterghem
Isabel De Clercq (Trend Catcher, Fire Starter and Sparkle Architect at Wolters Kluwer) presented this at "The Future of IT" on the 20th of September 2017 @itworks. It is based on Isabel's book "Social Technolgies in Business" (Die Keure, June 2017).
Sutherland Labs: Design thinking for candidate experienceSutherland Labs
Presentation given at LinkedIn Talent Connect 2016 https://business.linkedin.com/events/talent-connect
We all want a never ending pipeline of highly qualified talent and innovative solutions to make recruiting easy. However, the reality is that the war for talent is getting harder. So to enable smarter talent acquisition, new approaches need to be explored. In this session we tell the story of how, with limited time and budget, we experimented with new ways of approaching existing challenges by applying Design Thinking principles. Find out how we used immersive research, ‘walking in candidates shoes’, to understand the candidate journey throughout the recruitment process, created behavioural personas and journey maps and how we used the insights learnt to create better candidate experience.
Session highlights:
- Top tips for personas and journey maps creation.
- Learn how we applied this in our Bulgaria geography (one of the world’s hotbeds for multilingual IT and customer support talent).
- Insights on how to enable leadership buy-in.
Essentials for Making Business Social #ItTakesaVillageConnie Bensen Lund
This was presented at a Sprinklr User Conference hosted by the American Heart Association on June 17, 2014 in Dallas, TX. Five steps to making business social are provided with tips on how Dell teams are accomplishing that.
Isabel De Clercq - Social Technologies - Catalyst for Organisational ChangePatrick Van Renterghem
Isabel De Clercq (Trend Catcher, Fire Starter and Sparkle Architect at Wolters Kluwer) presented this at "The Future of IT" on the 20th of September 2017 @itworks. It is based on Isabel's book "Social Technolgies in Business" (Die Keure, June 2017).
Sutherland Labs: Design thinking for candidate experienceSutherland Labs
Presentation given at LinkedIn Talent Connect 2016 https://business.linkedin.com/events/talent-connect
We all want a never ending pipeline of highly qualified talent and innovative solutions to make recruiting easy. However, the reality is that the war for talent is getting harder. So to enable smarter talent acquisition, new approaches need to be explored. In this session we tell the story of how, with limited time and budget, we experimented with new ways of approaching existing challenges by applying Design Thinking principles. Find out how we used immersive research, ‘walking in candidates shoes’, to understand the candidate journey throughout the recruitment process, created behavioural personas and journey maps and how we used the insights learnt to create better candidate experience.
Session highlights:
- Top tips for personas and journey maps creation.
- Learn how we applied this in our Bulgaria geography (one of the world’s hotbeds for multilingual IT and customer support talent).
- Insights on how to enable leadership buy-in.
Extending the Candidate Experience from Shoulder Tap to First DayGlassdoor
Learn how to create a stellar candidate experience from shoulder tap to first day.
Edward Dias, Director of Recruitment Intelligence and Innovation at L'Oreal
David Pumpelly, Director of Talent Solutions at Avature
Lisa Holden, Employer Communications Manager at Glassdoor
Presentation from Illinois State SHRM conference on Candidate Experience for talent acquisition leaders and human resource managers as well as hiring managers - A look at how business and consumer technology is changing how we recruit, hire and engage with candidates in the recruiting process.
Find more at www.hrtechblog.com or www.imsosarah.com
Want to improve your candidate experience or technology use in hiring? Contact sarah@hrtechblog.com
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
The world is constantly changing at a rapid pace. The impact of these global changes are impacting all facets of the workplace. People, technology and infrastructure are organically changing. Changes include how we communicate, the design of our physical office spaces, where we decide to work from, business tools, technology, social media technology, organizational structure and hierarchy, work/life blending, role of job satisfaction, information access and the generational make-up of our workforces. How organizations manage these interconnected workplace changes will impact their ability to engage their employees.
The key drivers of employee engagement are, always knowing what employees are thinking, intentional creation of a desired culture, recognition and value, open and transparent communication + strong leadership, career pathing and opportunities, social good and positive and real employer branding.
Changing workplaces require a change in how we conduct our day-to-day business. Social Technology is how we successfully and effectively deal with these changes. Social collaboration, social learning, social recognition, access to real-time and useful data, social recruitment and strategic employer branding. Integration of the right social technology tools will positively impact employee engagement. People are social beings, and social technology allows, enables and promotes people to be social in the workplace.
This presentation was delivered on Friday, January 10, 2014 to the delegates who competed at the 9th Annual Organizational Behaviour Case Competition at Ryerson University in Toronto. 10 Canadian business schools attended and competed. This session was meant to inspire, educate and help delegates infuse creative ideas in their presentations the following day.
Actors are autonomous, intentional, social & rational; their actions are not defined by system specifications.
Human actors have relationships with others in their network and exchange tangible & intangible goods/value.
Static & Dynamic modeling framework fall short of capturing these dependencies and rationale of the social actors.
Social Modeling can compliment Static & Dynamic Modeling and prepare your systems to be social from the ground up.
This deck aims at piquing your interest and take a look at social modeling and a few other concepts.
From Transactions to Engagement - Steve Boese, SHRM 2013 Annual ConferenceH3 HR Advisors, Inc.
Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.
Creating Effective Adoption of Social Tools with Design and Measurement | DW2...Dion Hinchcliffe
Social collaboration is the best way for teams, departments, community, and enterprises to get most work done. Here's my business case and approach for bringing social collaboration closer to the way we get work accomplishing by using better social business design around top processes, worker "moments", employee experience, and digital workplace. Then proactively use analytics validate it from a business point of view.
Tackling Employee Experience Today As We Embrace The Future Workplace - M365TORichard Harbridge
Tackling Employee Experience Today As We Embrace The Future Workplace
The future workplace needs to take into account how the employee experience landscape is changing and the importance of digital experiences throughout the employee journey. The employee experience journey starts before the employee is hired and lasts after they depart. Focusing on the employee experience can feel like a daunting task when reviewing the many different stages of an employee’s journey, but we know understanding and improving these stages can lead to a much more positive employee experience, and maximize the retention, impact, engagement, and performance of the employee.
5 steps to becoming a social & collaborative enterprise - Andrew Bishop - Ja...Andrew Bishop
This presentation includes a definition of social enterprise, key benefits and the major decisions to be addressed for any organisation seeking to embark on the journey to becoming a more social, collaborative enterprise. It was was delivered in Melbourne in August 2012. See also www.uniqueworld.net
Blockchain-Anchored Identity -- Daniel Buchner, Microsoftbernardgolden
In this presentation, Daniel Buchner discusses the need and challenge of identity in the digital society. Particular interest is paid to technical challenges and supporting blockchain technologies
Extending the Candidate Experience from Shoulder Tap to First DayGlassdoor
Learn how to create a stellar candidate experience from shoulder tap to first day.
Edward Dias, Director of Recruitment Intelligence and Innovation at L'Oreal
David Pumpelly, Director of Talent Solutions at Avature
Lisa Holden, Employer Communications Manager at Glassdoor
Presentation from Illinois State SHRM conference on Candidate Experience for talent acquisition leaders and human resource managers as well as hiring managers - A look at how business and consumer technology is changing how we recruit, hire and engage with candidates in the recruiting process.
Find more at www.hrtechblog.com or www.imsosarah.com
Want to improve your candidate experience or technology use in hiring? Contact sarah@hrtechblog.com
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
Why Candidate Experience Will Make or Break More Than Just HiringMonster
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
The world is constantly changing at a rapid pace. The impact of these global changes are impacting all facets of the workplace. People, technology and infrastructure are organically changing. Changes include how we communicate, the design of our physical office spaces, where we decide to work from, business tools, technology, social media technology, organizational structure and hierarchy, work/life blending, role of job satisfaction, information access and the generational make-up of our workforces. How organizations manage these interconnected workplace changes will impact their ability to engage their employees.
The key drivers of employee engagement are, always knowing what employees are thinking, intentional creation of a desired culture, recognition and value, open and transparent communication + strong leadership, career pathing and opportunities, social good and positive and real employer branding.
Changing workplaces require a change in how we conduct our day-to-day business. Social Technology is how we successfully and effectively deal with these changes. Social collaboration, social learning, social recognition, access to real-time and useful data, social recruitment and strategic employer branding. Integration of the right social technology tools will positively impact employee engagement. People are social beings, and social technology allows, enables and promotes people to be social in the workplace.
This presentation was delivered on Friday, January 10, 2014 to the delegates who competed at the 9th Annual Organizational Behaviour Case Competition at Ryerson University in Toronto. 10 Canadian business schools attended and competed. This session was meant to inspire, educate and help delegates infuse creative ideas in their presentations the following day.
Actors are autonomous, intentional, social & rational; their actions are not defined by system specifications.
Human actors have relationships with others in their network and exchange tangible & intangible goods/value.
Static & Dynamic modeling framework fall short of capturing these dependencies and rationale of the social actors.
Social Modeling can compliment Static & Dynamic Modeling and prepare your systems to be social from the ground up.
This deck aims at piquing your interest and take a look at social modeling and a few other concepts.
From Transactions to Engagement - Steve Boese, SHRM 2013 Annual ConferenceH3 HR Advisors, Inc.
Presentation slides for the SHRM Annual Conference Session - From Transactions to Engagement: Harnessing Social Tools to Transform HR presented by Steve Boese, Monday, June 17, 2013.
Creating Effective Adoption of Social Tools with Design and Measurement | DW2...Dion Hinchcliffe
Social collaboration is the best way for teams, departments, community, and enterprises to get most work done. Here's my business case and approach for bringing social collaboration closer to the way we get work accomplishing by using better social business design around top processes, worker "moments", employee experience, and digital workplace. Then proactively use analytics validate it from a business point of view.
Tackling Employee Experience Today As We Embrace The Future Workplace - M365TORichard Harbridge
Tackling Employee Experience Today As We Embrace The Future Workplace
The future workplace needs to take into account how the employee experience landscape is changing and the importance of digital experiences throughout the employee journey. The employee experience journey starts before the employee is hired and lasts after they depart. Focusing on the employee experience can feel like a daunting task when reviewing the many different stages of an employee’s journey, but we know understanding and improving these stages can lead to a much more positive employee experience, and maximize the retention, impact, engagement, and performance of the employee.
5 steps to becoming a social & collaborative enterprise - Andrew Bishop - Ja...Andrew Bishop
This presentation includes a definition of social enterprise, key benefits and the major decisions to be addressed for any organisation seeking to embark on the journey to becoming a more social, collaborative enterprise. It was was delivered in Melbourne in August 2012. See also www.uniqueworld.net
Blockchain-Anchored Identity -- Daniel Buchner, Microsoftbernardgolden
In this presentation, Daniel Buchner discusses the need and challenge of identity in the digital society. Particular interest is paid to technical challenges and supporting blockchain technologies
Smarter, Not Harder How AI Is Changing Employee Experience - Reworked Connect...Richard Harbridge
Over the past few years, rapid changes have disrupted how companies lead, enable, empower, and engage around employee experience. Leaders in communications and human resources are all tackling new challenges in connecting with employees and may be overwhelmed with increased communication and collaboration volume, velocity, and variety. To help combat this challenge, rapid innovations in automation and artificial intelligence technology have created new tools for employees and leaders to use and master.
In this masterclass session, Richard Harbridge - a Microsoft MVP and leading industry expert on employee experience - will share insights on how automation and AI technology are revolutionizing employee experience strategies. You’ll learn about the latest trends in AI and employee experience, including the implications of OpenAI for employee experience strategies. You’ll also discover how emerging tech innovations like ChatGPT, Microsoft Copilot, and more are changing the playing field forever.
Whether you’re a leader in communications, technology, or human resources, this masterclass will provide valuable insights and tools to help you empower and enable your employees more effectively and prepare for the future of work. Join us as we explore proven employee experience strategies to help you stay ahead of the curve.
Powering the Internet of YOU
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Turn small data from smartphones, smart home and IoT (behavior, lifestyle, emotions) into human-like, intelligent actions.
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Meet LIFEdata
Our mission is to turn any organization into a thinking business.
By embedding a cognitive system that autonomously understands and reasons at scale on dark data generated by people and things, each organization can make the most of its unique competitive advantage.
ONLINE-MERGING-OFFLINE (OMO / O2O) VIA IOT
By leveraging smartphone sensor data we detect and predict human behaviors and enable our partners to deliver high relevant contextual communications to their users, whether it’s a smart enterprise or a brand that adapts to your life.
LIFEdata Halo is a multi-tier enterprise technology to automate and simplify user experience & productivity connecting your customers and your employees via the Internet of Things.
One simple client hub orchestrates data collection and contextual, personalized conversations to bridge digital experiences with the physical world.
The platform has a microservices-based architecture to deliver relevant data in real-time to the various service layers and it plugs into your systems seamlessly.
Integrate Behaviors into Business
LIFEdata Halo is an enterprise-grade conversational platform powered by artificial intelligence and behavioral science to turn IoT data into business using goal-driven smart bots (chatbots, smart assistants, voice-activated bots).
Practical Tips on Designing an Effective Digital Workplace #SPSNYCKanwal Khipple
Better understand how you can build your digital hub powered by SharePoint Online. We’ll dive into how Hub Sites, Communication and broader team sites can support with your digital workplace strategy
LinkedIn and Social Media for IFAs and Financial PlannersPhilip Calvert
The IFA and Financial Planner’s Guide to Social Media and LinkedIn.
For details of our next LinkedIn training for IFAs, Financial Planners, Wealth Managers and Financial Advisers, contact: events@ifalife.com
Webinar – The Evolution of Digital Talent: Implications for Talent DevelopmentKNOLSKAPE
About the Webinar: The L&D and Talent development functions are fast evolving in the 21st century. Anytime, anywhere learning tools are now commonplace, and the modern learner is no longer just dependent on formal learning tools to guide his or her learning. Given this backdrop, Dr. Swatee Sarangi, Head - Capability Development, Corporate HR at Larsen & Toubro and Subramanian Kalpathi, Head of KNOLSKAPE Insight Centre address the following subjects:
1) Introduction to latest research from KNOLSKAPE
2) The evolution of digital talent, and what this means for talent development
3) The missing link: building soft digital skills among your workforce
4) How learning culture plays a vital role in the success or failure of your talent initiatives
Similar to Provoke: Inhuman resources: How digital workplaces can create the right ecosystem for talent retention (20)
Matt Delaforce, Strategy Director at 4Ps Marketing talks about the awareness phase of a customer journey, how do marketers know they’re meeting their customer’s needs? How can we target them with relevant content that doesn’t necessarily generate revenue in that moment?
Provoke: Case study - digital transformation for Liverpool John Moores Univer...Mando
Hear from Mandy Phillips, Head of Corporate Business Change Initiatives as to how leading educational establishment LJMU have created major business change through a new Sitecore platform.
Siri and Cortana have applied for your role: The rise of AI in MarketingMando
Jonathan Seal, Strategy Director at Mando presents the key headlines from Mando's recent whitepaper, compiling findings from senior marketers from British and global brands.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
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3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
[Hello] [Strategy Director for Mando] means I get to go into all kinds of organisations and help them understand what’s possible with digital. Today I’m looking at 5 key takeaways on how digital workplaces can give you a competitive edge for talent retention.
Before I start let me say that talent acquisition is great. I’m a big fan of finding the best talent out there. If you don’t find and convert brilliant people into your businesses then you won’t need to retain them. But to me, engagement and retention is key. If someone comes in and then leaves we have:
Lost all the time and money invested in that talent
Lost all the opportunity value that talent might have created in your business
Lost brand reputation from other talent connected to that individual in the marketplace
So for practical purposes, although acquisition and retention are two sides of the same coin, it’s the retention side that I’d like to focus on in this session.
Because sometimes one side of the coin is pretty special and is worth more than just the face value. [people have paid £600]
If your retention sucks then you have to factor additional costs for hiring, onboarding, lost productivity, new hire errors, training and softer aspects such as the knock-on drop in other employees engagement retention.
Retention is a big topic – why are we talking about digital workplace in connection with retention? Well as our work becomes more and more driven by digital the impact this has on employee engagement and retention is bigger. This is especially key now that digital actually amplifies churn:
It’s easier than ever to find new opportunities through social media and apps
The pace of digital culture means there’s no longer any stigma to seeking new opportunities regularly
The transparency possible in a connected world means expectations of work have escalated (leads to salary and conditions arms race)
In this context of talent retention, we need to be aware that the workplace they are experiencing has changed significantly too… What started as just an intranet has become an incredibly complex ecosystem of interconnected systems.
When we talk about a digital workplace there are lots of potential definitions. I like this one.
This make it clear we’re not just talking about an intranet, or any other system for that matter. It’s the entire connected experience. Just like earlier we heard about the whole candidate experience through to onboarding.
In fact the way that many organisations limit their thinking to Intranets is actually harming their businesses, because it acts as a barrier preventing them from undergoing the kind of transformation they need to attract and retain talent.
So… often the digital workplace experience for a candidate and new employee is something like this…
The outside view looks good, but once you cross the threshold you’re aware that it’s not what you expected and massively limiting.
DW are generally poor, both in comparison to the rest of the business employees experience AND in comparison to other digital systems they encounter everyday as consumers.
Why is this such a big deal?
If we dig into this a little more, we can see why. You’ll all be familiar with Maslow’s HON. [Bottom to top].
Now, talking about a poor experience of work through digital could be perceived this as being trivial, or just one of those normal gripes that go along with working, but actually it’s a violation of something far deeper.
Talented individuals will have nailed the first 4 levels, and are looking for self-actualisation.
Nothing saps the ability to live at your highest potential than having to constantly compromise yourself and fit to the crippling constraints of a system that isn’t even human.
The thing that’s even worse is that from an esteem perspective it’s clearly positioning you as subordinate to the machine. You need to operate on its terms.
The danger for organisations that don’t get this is that they don’t realise they are already missing out on their best resources operating at their highest potential.
Unsurprisingly, studies repeatedly back up the obvious conclusion that disengaged employees are way more likely to have a plan to leave their company, and more than 10 times as likely to be actively looking elsewhere than and engaged employee (3% vs 31%)
So my first key takeaway… Virtual drains still stink.
Don’t think that your digital workplace is somehow less noticeable than your physical one. If you had problems with the drains in your office you’d get it dealt with, partly because the smell just permeates everywhere. It’s the same with a digital workplace. If there are problems they seep into everything and it’s corrosive to employee satisfaction and retention.
Your digital environment is as important as the physical, and as we move into the future and your physical location becomes less and less relevant it’s likely to become even more so. in the future. It needs investment not just as business critical, but also increasingly as an extension of your brand.
So if we flip this and ask ourselves… “What are the key factors that keeps people engaged in their job?”. Well, lots of factors at play here, and if I asked each of you I’d get 70 different answers, but I’m going to pick up on a few examples here and look at how a genuine digital workplace can amplify these and be your competitive weapon in retaining great talent…
If we’re empowering talent we’re enabling it to operate as effectively as possible at the top of Maslow’s pyramid. As well as this being good for our business it’s also great for engagement. So how can a digital workplace support this?
Well if done well it can strip out everything that’s unnecessary and allow our people to focus on the real value they add. Example of this are…
Streamlining workflows – simplifying the experience, enabling on mobile devices, autopopulating from information we should already know, joining up the dots into other systems. These all keep people focused on what’s important rather than admin for the sake of admin.
In-context awareness and support – When I get in my car at the end of the day, I turn out of the car park and my phone tells me how long my commute home is likely to take. It’s sorcery, and I don’t care how it works.. It just does! If we want to empower our people then our digital workplaces need to provide that same ‘magical’ insight to power experiences
Surfacing insights – another way we empower people is by equipping them with the relevant information for them to make good decisions. Visualising data effectively, notifications at the right time, and dashboards of relevant tools are all great ways to empower.
One example of this we’ve been involved with was with the aerospace teams at Rolls Royce. They had a challenge in performing quality inspections of aircraft engines on-wing.
The existing process was that an engineer performed a visual inspection, noting down information on carbon copy paper…you know CC. That thing old people like me used to use before the invention of email and the CC field to send them a carbon copy of your email. The copy paper was literally impaled onto a spike, where it got typed up by someone in a typing pool and sent electronically to India, where the text was copied and pasted into the relevant fields of a database that was then able to be surfaced in SharePoint. We created a tablet app that improved and streamlined the experience of capturing the data (including annotating directly onto an image of the engine), and this automatically delivered the right data into SharePoint without any other human involvement. Not only more efficient but massively quicker.
Result = engineers focused on tasks that use their optimal skills and streamline the rest. That elevates that individual because we’re reinforcing that we value their time and skills more than just asking them to fill in dull forms.
So the second takeaway is this. Every company in the history of companies says that people are their greatest asset. However if that’s true then allow talent to be talent and don’t force it into constraints that were designed only for the industrial age. Take a hard look at how much you’re expecting people to compromise their potential to work with you. The companies that create great workplaces (physical and digital) experiences demonstrate that they esteem talent and they attract and retain it accordingly.
Another driver for engagement is trust. Security in most organisations is a clear priority, but again sometimes we don’t look hard enough at how we can reduce the burden on our people to prove who they are multiple times per day, and we demonstrate our lack of trust by not opening up our systems to work effectively for our people.
For example, in a survey last year, more than 2/3 businesses in the UK currently have employees with wearable technology, and nearly all (91%) expect that to rise. One driver for this is that employees and employers have seen benefits (In a month-long trial at a marketing firm, productivity jumped 8.5% and job satisfaction climbed 3.5%).
One interesting example relates to using a smart wristband or a watch to control access of employees to both laptops and physical spaces. The app identifies the wearer by the unique rhythm of his or her pulse. This means I can get on with my day and the workplace implicitly ‘knows’ me rather than me constantly having to assert who I am to get anything done.
Another example around trust is an app we’ve developed for Pets At Home. It’s a store rota app. It replaced a paper system pinned in the kitchen at the back of stores and enabled it to be something that was distributed out to allow easy management via their in store “pet pads”. It also allowed colleagues to swap their slots with other team members, putting them in control of their working patterns. There’s even a smartphone responsive view for colleagues to check when they’re working when offsite.
My third takeaway is that we’re all cyborgs. [If you’re quite squeamish, then look away now] Now not all of us will go to the extreme of implanting an Oystercard chip in our arm to streamline our travel, but we’re still all cyborgs. We all outsource our sense of navigation to Google maps, and our phones have become an extension of our memories.
If you haven’t got a flexible and positive BYOD and WYOD policy then get get over it and sort it out.
Our teams bring additional value to bear through their personal ecosystem of devices and digital preferences. If you embrace it and enable your DW to work with their devices and personalised preferences then you’ll reap the benefits. If you fight against it they will subvert it anyway but it will impact engagement and retention.
This is happening. Don’t be like those that were on the side of history that tried to fight against the mechanised plough.
Another engagement factor is involvement. People are far more likely to be engaged if they feel involved and able to contribute within and across teams effectively. Collaboration is also critical for organisations looking to improve and innovate.
Some examples of how the digital workplace can help with this are features like:
Coauthoring, enabling people to work simultaneously on the same digital assets and be aware of changes in realtime. With systems like O365 and Yammer you can also maintain an ongoing conversation tied specifically to a digital asset of document, meaning it’s far easier for people to come into projects later and still get context
Expertise location – especially in larger organisations there is significant value in being able to know who has particular insight or skills you may need. The ability to find that expertise using digital systems is key, and in one environmental engineering client the project paid for itself in 9 days, because they were able to identify specialist expertise in-house that then allowed them to avoid paying contract costs for the duration of a major infrastructure project.
Connections and serendipity - In many forward thinking companies they deliberately organise the physical space to help facilitate serendipity and accidental cross-fertilisation of ideas and teams. This is just as relevant in the digital world…
…One example of this is within O365. They’ve introduced the Office Graph which underpins all the O365 services. It’s whole purpose is to understand you, what you are working on, who you are working with and surfaces content intelligently.
I can gain significant value and satisfaction if I get to be aware of what the pulse of my organization is.
If I can see those who might be relevant to me and what I’m trying to achieve.
So my takeaway here is if you want to improve engagement and retention you need to do the hard work to ensure that your teams are seamlessly plugged into the insights, people and systems that will give them what they need. It’s got to be intuitive and available at all times and in whatever context they are in. This only happens if you take the attitude that not having systems set up to talk to one another, share data and allow insights to happen is a values violation.
OK, finally… how can a digital workplace ensure that talent feels valued and appreciated? Well, just to highlight a couple of examples of this in action.
Kudos systems – you can use online tools to share and celebrate good practise, encourage employees to interact to reward great employees and provide a record of this to feed into performance reviews. If they are integrated into the wider digital workplace it becomes far easier to give feedback and thank people in context.
Rewards, perks and fun – I’m not talking here about having a social group on here for the football team (although that’s great) but what about gamification, or hooking together real and virtual systems
However, I’d like to talk to you briefly about a very well publicised initiative we have at Mando, which is our timesheet beer fridge. Now as an agency, we need to keep track of studio time spent on projects for billing, and it’s always been difficult to get accurate and timely data when it’s reliant on people filling in timesheets (which are dull and administrative but important). So during an annual “play day”, we came up with the idea of creating an IOT solution that hooked up our timesheet system and a magnetic lock and rewarded the studio with beer on a Friday afternoon if we all complete our timesheets before the end of the week.
So this has been working effectively now for about 4 years, but today I’m announcing an exclusive world-first, which is that our Mando fridge is now.. Alive!
What I mean by that is we’ve now added an artificial intelligence layer to make the experience even better for our teams…
Here’s a conversation I had with our fridge. I can ask how much of a blocker to the beer fridge unlocking I am, or anyone else is.
It also works on mobile devices. In this version I’ve asked it what’s in the fridge, which is stored in a simple database that gets updated each week, meaning I can also ask for my favourite drink to be there and ready for when my timesheets are all in.
To see how easy it would be to extend this, we took the bot framework and applied it to the Store rota app you saw earlier for Pets At Home. Not only does this allow you to get information in a really natural way, it also means you don’t have to have an app, you just message it in whatever way works for you… SMS, facebook messenger, skype, Whatsapp, …
You can also link this together with related systems [*], allowing the colleague to book holidays incrementally by gathering the information and asking questions to complete a form on your behalf in the background.
So my last takeaway is that it’s a mindset rather than a project. If we believe that talent is worth retaining then we have to keep looking for new ways to make them feel like they are special. The good news is that in the digital world there are constantly new opportunities – like bots - to take advantage of new shiny technologies and devices that can make people feel like there organisation is forward-looking and believes they are worth investing in.
So to quickly recap on my five takeaways…
Our digital workplace is an indicator to employees of how much we’ll value them. If we don’t care about it then we’re saying we don’t care about the people who will have to use it.
Streamline systems and create empowering experiences that mean your talent operates at the highest levels wherever possible
Embrace the challenge and the value that is brought by the connected devices and preferences your talent will bring into your organisation
Work really hard to connect systems so they are more than the sum of their parts
Continuously look for new opportunities. I guarantee that improving your DW is more cost-effective than poor engagement and retention
So that’s it. I hope that was helpful. I’m going to do a quick shameless plug for the digital workplace services we offer!
Digital workplace audit – looks at some of the potential blockers to engagement and retention across your digital estate
Digital workplace strategy – sets up a 3 year strategy and roadmap to improve your DW to maximise ROI, employee engagement and retention
Proof of concept – This is typically where you have a particular challenge of opportunity you want to explore in a design sprint, along the lines of creating a bot integrated to your annual leave booking or similar.
It’s also worth saying that we also work alongside PH Creative to provide a full end to end candidate to employee attraction and retention package.
Thanks!