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Tips, tricks, secrets and other information to help you transcend your story so that you can live more freely, more passionately, more joyfully and make the difference you have been put on this planet to make in this time, now.

HR Trend 2020: Diversity & Inclusion

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Cultural Diversity

HR Diversity and InclusionCultural diversity has been a ‘hot button’ issue in the workplace for quite some time…

… and diversity is not limited to cultural diversity or demographics (ethnic background, gender, age, education, background, sexual preference, religious inclination, socio-economic status, physical abilities, political beliefs and other ideologies), though they would obviously influence your outlook, beliefs and world-view.

Diversity includes different styles of interaction, thinking, communicating and relating.

We all know that the strongest teams are made up of individuals with a range of skills, experiences, and perspectives to draw from. With so many businesses operating globally, finding and developing a culturally diverse workforce gives an important competitive edge.

Diversity in Nature

We also know that the more diversity and variety we have in our natural environment, the more symbiotic relationships there are, the better all players in the environment thrive, even in the most difficult circumstances.

Diversity in Business

Compliance: The way HR views diversity (in many, if not most, cases) is driven by compliance and largely centered around hiring with regard to demographic quotas that need to be filled. This approach misses the mark, undermines progress and causes much unhappiness.

Diversity Programs: Diversity programs and initiatives are regrettably superficial at best and rarely, if ever, bring long-lasting change, unless there is consistent effort to implement, support and facilitate organizational change.

Stereotyping closes interaction because it encourages us to make assumptions about others, which can be incorrect and hurtful. These pre-conceived ideas can lead to discrimination or racism and end up as Xenophobia at the worst end of the spectrum.

  • Open-mindedness opens the conversation and communication.
  • Increased awareness, inclusion and integration leads to greater acceptance and understanding.

Inclusion as Solution: The answer is greater ‘real’ inclusion;  e.g. one way to do this is to change the way we use language – changing “them” and “they” (separating and excluding) to “us” and “we” (inclusive).

Celebrate diversity

The more diverse your staff, the more they are able to understand the variety and differences of your prospects, clients, customers and create appropriate products, services, offers and marketing campaigns, especially when you start branching out nationally or internationally.

Celebrating our differences, as well as our common interests, helps unite and educate us. When we learn to understand other’s perspectives, we broaden our own.

It is not enough to merely accept or tolerate people different to us, we must open our minds and hearts to find joy in our uniqueness and celebrate what makes us different.

Workers must be willing to be open-minded and non-judgmental about the value of differences because differences in interpretation of events can lead to miscommunication. If not addressed, awkwardness and hostilities arise. Prejudices can worsen that effect. People jump to conclusions and misinterpret behaviors.

Without the commitment to inclusion, cultural diversity can weaken a group.

celebrate diversity

Benefits of diversity in HR

People with different world views come with different perspectives that can stimulate imagination, original thought, ‘unconventional’ ideas or new angles that leads teams to greater creativity and innovation.

Valuing diversity gives the company the freedom to go after the most talented people, regardless of differences.

After all: “Variety is the spice of life”

Valuing diversity cuts costs by reducing turnover and absenteeism. With inclusion, employees do not feel ostracized, marginalized, discriminated against because they are different, they feel part of teams and accepted by others in the organization.

Avoid legal expenses

Enhance employee engagement by showing the company understands, values and respects different cultures.

Diversity in Operations

  • Cut costs by reducing turnover and absenteeism because people feel valued, accepted, appreciated and even though they are different they feel they ‘belong’.
  • Avoid legal expenses with regard to discrimination, stereotyping, biases and prejudices.
  • Enhance employee engagement by showing the company understands, values and respects different cultures.
  • Free to go after the most talented people, regardless of different socio-economic background, ethnicity, religion or any of the other demographics that caused division in the past.

Diversity in Marketing and Sales

  • Build trust in your brand with a diverse target market.
  • Teams that embrace diversity create compelling marketing campaigns because they understand the target market or niche better.
  • Salespeople have an intimate understanding of prospects and invite/ inspire them appropriately.

Diversity Stimulates Innovation

  • Diversity within a product development team is very powerful; it helps them come up with innovative new ideas, products, services, smart solutions and ingenious new ways of doing things more efficiently and effectively.
  • Get in sync with diverse target markets – create new products that satisfy the myriad markets’ needs,  because a diverse workforce better understands these diverse markets, especially if you have a broad spectrum of  ‘ideal customers’.

Inclusion

Most global companies started the drive to implement inclusion policies in the 1980s, yet it has not trickled through to everyone yet, and some have found it trickier than others.

  • Organize fun activities, Christmas parties, weekends away to help create bonds between workers on an emotional and friendship level. However, as we all know these could just as well have the opposite effect if people feel there is preferential treatment, unjust or unfair practices, a particular boss that people dislike, etc. so it can be difficult to manage diversity and inclusion and even more difficult to predict the outcome.
  • Use assessment tools to survey, monitor, measure and report on progress with regard to employee disposition or corporate climate. Statistics give feedback on efficacy of HR programs and initiatives e.g. inclusion of minorities or previously targeted groups, flexible policies, mentoring, coaching, communication, diversity programs, training courses, EAP and staff wellness programs, interventions, training.
  • Use value-based incentives and drives – this might make all the difference.

We live in complex times that require complex solutions and there is no one size fits all, what works in one company does not mean it will work everywhere else. We require agile diversity strategies to accommodate our differences, effectively integrate people and change with the times. Like most journeys, it requires careful navigation.

However, when there is a value-based incentive and drive – this might make all the difference.

Top 20 ways to celebrate diversity

Get your 20 top ways to stimulate / integrate/ celebrate cultural diversity (FREE pdf).

Click on the link here ⇒  Celebrate Cultural Diversity

Types of Diversity

Some of the many types of diversity that shape our identities and personalities with arbitrary classifications:

  • Demographic diversity – identities of origin? (gender, race, ethnicity, sexual orientation, temperament, disposition)
  • Experiential diversity – life experiences [growth] that shape our emotional life that includes – likes dislikes, affinities, hobbies, abilities, people we are attracted to and like spending time with… this could also include religion, culture, upbringing, schooling, environmental factors.
  • Cognitive diversity – how we approach problems and think about things, mental capacity, intellect, what we remember and how well we remember things, what attracts our attention, what we focus on (e.g. HBDI = Hermann Brain Dominance Instrument for classification).
  • Psychometric or personality types of which there are many classifications (e.g. Myers-Briggs, Enneagram)
  • Personality Traits: Openness, conscientiousness, extraversion, agreeableness, neuroticism.
  • Psychosocial diversity: the way we handle stress or perceived threats and challenges (whether real or not), Management Styles, Leadership Styles, how we interact and communicate, etc.

Change Company Culture

Integrated Technology Solution

For an easy, interactive and fun way to get people to accept changes you want to incorporate into the Organizational Culture try the Kudos System for massive change…

Integrated Operational Performance Management System

Have a look at the award-winning, most comprehensive operational performance enhancing platform with CRM, Document Management, HR/ Human Capital Management, Time-sheets, Project Management, Supply Chain, Enterprise Resource Planning (ERP), Asset Management, and much more… used to run Mega-Projects with cross-organizational communication and interaction  at a fraction of the cost of acquiring these modules separately … and… it can interface with most existing systems/ applications e.g. SAP, SAGE…

HR Future

In the next few weeks these top 2020 HR trends will be fleshed out.

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Books on Diversity and Inclusion

Add some great Business Books on Diversity and Inclusion to your Library: –

Genius Within – Links to Other Pages

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Kudos for Massive Change

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Transform Your Organization From Within

Massive behavioral changeOrganic Transformation

Kudos is a reward system to maximize people’s potential, help people understand and engender/ embody a company’s ethos and values, facilitate change management where most other systems have failed and modify behavior e.g. embrace diversity, and much more.

‘Kudos’ can be monetary reward and/ or other benefits (decided in advance) either collaboratively by staff or a team chosen to represent staff, by management, HR department or some other representative role like ‘happiness agent’.

Behavior/ actions have value ascribed to them and the idea is to get as many kudos as you possibly can. Ensure that the behavior you desire focuses on the CORE areas that assist the organization and people to thrive.

What kudos system can be used for:

  1. To ensure Change Management works! Example corporate culture change.
  2. To implement new values across the organization.
  3. To ensure existing values are embodied without having to enforce it.

Empower, engage, energize employees

Empower Employees

  • Employees consistently focus on the CORE areas that assist the company to grow, and deliver to clients.
  • Employees know what their jobs are and how they can ‘earn’ a portion of the company revenue (or other benefit e.g. crypto-currency or ‘special treats’.
  • Employees have power to influence their earnings directly.
  • Employees will know these intimately and how they are performed.
  • Employees can influence each other, and be influenced to become remarkable.
  • Excellent performance enhancer and affirming tool. People feel more connected.
  • Kudos is empowering because it is 100% peer to peer, and kudos are seldom rejected by the assessment committee. [Assessment Committee decides how much kudos to pay and what ‘value’ to ascribe to a desired behavior].

Engage Employees

  • Employees are consistently engaged in the process.
  • Regular feedback from the Kudos team allow employees to see what other departments are doing.
  • They are always ‘engaged’ in the Kudos ‘game’.
  • Employees engage advice from managers and each other regarding the application of Kudos.

Energize Employees

  • Subtle competition and scoring helps energize individuals and teams alike.
  • Visual and email recognition of individuals and their contribution to being remarkable creates huge energy.
  • Monetary recognition or other benefits provide impetus and creates energy on it’s own.
  • Employees enhance a culture of being and recognizing greatness in each other.
  • Clients are engaged in the process and also increase the energy.
  • System interactions, scoring and instant recognition forms a major part of spreading energy.

Benefits of the Kudos System

    1. Automated recognition remuneration.
    2. Self-regulating.
    3. Delivers exceptional statistics.
    4. Creates massive cohesion across the organization.
    5. Modifies behavior easily, super fast.
    6. Increases strategy execution dramatically.
    7. Maintain exceptional client service levels through SLA optimization.

Peer-to-peer Recognition Platform

Instant recognition of remarkable performance radically increases productivity and engagement

Kudos System

The Kudos System is employee recognition and reward software that enhances employee engagement, team communication and accelerates and broadens positive impact on people and performance exponentially.

 Contact us for more information

Or fill in your details here to get a call from a consultant Kudos Recognition Platform

integrated system software solution and platform

Glossary for Kudos

Definition for Kudos = compliments or congratulations, praise or honor received for an achievement, public admiration that a person receives as a result of a particular achievement or position

Synonyms for Kudos =  glory, praise, credit, fame, admiration, acclaim, prestige, honor, esteem , status, standing, stature, esteem, reputation, regard

Other Pages on the Genius Within Website that may interest you

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Integrated Technology Solution

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Integrated Performance Enhancing Software Solution

enterprise operations platform
Enterprise Operations Platform

Software designed to facilitate the full operations requirement of a business in a single integrated solution and be available at a cut-throat price.

Technology that works for businesses large and small

Performance Enhancement

Capability Stack

  • Strategy Modification
  • Behaviour Modification
  • Business Intelligence Dashboards/ Analytics

Integrated Relational Data Stack

  • Throughput/ Workflow/ Process Optimization
  • Transactional GUI, Data Aggregation/ System Interface
  • Learning/ Cognition/Skill Development

Performance enhancement software application

Operations Modules

Verticals

Specialty Modules

Strategic Management, Business Intelligence, Throughput Analytics, Performance Management, Mobile Apps

Core Modules

Document Management, CRM, Supply Chain, Project Management and HR: Human Capital [time management, talent management, reviews, employee experience and development, and more… with regard to morale, disposition, performance, productivity…]

Sector Operations Modules

Managed Services, Risk Management, Cost Management, Engineering And Construction, Quality Management, Health & Safety, Fabrication Management, Asset Maintenance Management, Materials Management, NGO/ NPO & M&E, AI/AR, Collaboration, Enterprise Resource Planning (ERP) – to streamline business processes, Financial Management, Production Maintenance, Construction …

Imagine doing exactly the right thing at the right time, no distractions

KEY360 Benefits

What makes the Key360 Platform and components better than other apps/ software/ packages that do similar things

Enterprise Operations Platform

  • Single Solution
  • Multi-Company Access
  • Rapid Client Deployment
  • Embedded Business Intelligence Analytics
  • Unrivaled Configuration Flexibility
  • Exceptional Process Throughput Capability
  • Workflow Driven Continuous Process Optimization
  • Workforce Behavior Modification
  • Integrated Electronic Document Management
  • High Audit And Governance

Value Proposition – Your Journey to 10x

  • Proven Return on Investment – Guaranteed measured savings 10X
  • One Platform – All systems on a single platform, Company-wide learning and transparency
  • Integrated Operations Center – Real time BI, Analytics, Dashboards, Development of a real time IOC* across your business, Data Mining
  • Behavior Modification – The dopamine effect, consistently driving new levels of performance
  • Platform/Network Dynamics – Harnessing the power of network dynamics; Multi-company access – Social networking for business
  • “10X” Throughput Increase – Data Accuracy and Transparency. Exceptional collaboration and strategy alignment
  • Critical Drivers – Customer Retention, Employee Retention
  • Digitalization Journey – Digitalization Baseline, journey mapping, Business Optimization, Strategy Modification
  • Mobile – All information accessible on mobile phone app. Real-time updates.

10x Productivity

“What factors of productivity increase do you get (on average)?”  10x

Efficiency Factor – One of the KEY arguments we believe is that business processes and business in general operate at about 5-10% efficiency. This means that business can operate 10-20 times faster using effective workflow tools.

If these tools are integrated, then the result compounds across business processes, so things improve dramatically, even on top of the individual business processes.

Performance Stimulating/ Promotion Tool

KEY360 is not just another software tool. There are many, and some may be better than KEY360 in isolation (for certain subsets e.g. CRM), but Key360 is the most comprehensive, integrated, cost effective performance enhancing solution.

Integration

The integrated nature of KEY360 such as workflow, document management, project management, time management, talent management, risk management, etc. plus business intelligence and statistical reporting is all in the same format on the same platform and centralized, and this improves productivity, efficiency and effectiveness exponentially.

Single Platform

Having all processes on a single platform saves costs and creates uniformity:

  • If you buy systems individually you may get better products – that is true – but these companies ALL have massive problems with integration.
  • Some of the users, and most of the software suppliers are aware of these problems, but they have become so used to this that they think this is just something they have to contend with.

KEY selling point. Moving to platforms has become fundamental to good business practice.

Digitalization

Each company should be moving towards total digitalization to grow and manage effectively.

… Believing digitalization is nice to have is like companies saying: “We don’t need cell phones!” – nowadays this is inconceivable. …

Flexibility

Many larger platforms, software and/ or systems lack the flexibility essential to modern business.

For most systems flexibility requires consistent additional development (and costs), here you don’t – ALL KEY360 CLIENTS CAN CREATE THE REQUIRED FLEXIBILITY THEMSELVES – this self-service component saves millions in total cost because you can make your own changes on the platform.

The following items are fundamental in terms of flexibility at a USER LEVEL (no developers required):

  1. Look and Feel – KEY360 can be configured by each user – this will become a primary need for users, one example of this is e.g. use of colors.
  2. Reporting and Dashboards – users can create any views and graphics to suit their requirements.
  3. Data Access & Pivots – you can drop up or down into deeper analysis or look at data from a different perspective on a different axis according to other chosen criteria.
  4. Spreadsheet Layouts (Grids) – you see data in the way you are used to in spreadsheets/
  5. Workflow – People know what to do when, and reminders keep them on their toes.
  6. Project/Environment Setup – this is totally flexible s can be tailored to your specific needs and requirements.
  7. Transparency – with people sharing information, there is much greater transparency on levels you cannot even imagine.
  8. Self-Cleaning Effect – data is automatically more accurate when there are a lot of people looking at the same data.
  9. Effective Use of Time – access to data on a single platform is fundamental and saves businesses so much time, that they never knew they were wasting.
  10. Global Access – because a single platform is used, users can access data outside their departments with ease, which increases workflow exponentially.

Portability

Interface with other legacy systems … SAP, Sage, Oracle, Dynamics, Primavera, Google, Microsoft and others.

NOTE: The “INTERFACE” with other systems (any system) is through file transfer of CSV/Excel files, depending on what the external system can handle. This is working very effectively for our clients.

Key 360 Accolades winner top technology awards

The primary focus is to develop businesses and organizations that continuously drive new levels of  performance

Network Dynamics

Network dynamics is the phenomenon that occurs when people communicate with each other on the same platform e.g.:

Whatsapp and VOIP, Instant Messaging, Skype, Social Media; Facebook, LinkedIn, Myspace, Youtube are other examples. Lyft & Uber, Air-BnB, iTunes & Spotify for music, Behance, Pinterest, Instagram, Dribble, Scoop. It helps if your network/ platform is ‘sticky’ or independent of platform (Microsoft/ Mac/ etc.)

Network Dynamics is the phenomenon that if people are connected in a useful network, then there is a chance that more people with similar needs will also connect and can then connect to everyone on the platform.

Examples of Network Dynamics in action

The power of platforms is the ability to connect people in business processes; everyone “speaking the same language” and “having the same view” is incredible, the more people that join, the more powerful it becomes.

For example, in Excel, only one person can work a spreadsheet at any point in time. So, anyone else who needs the data, must get the file emailed, and then open it on another version of excel. Other than reading the spreadsheet they cannot “network” through Excel.

Interactivity: Now take email as an example. If only one person has email, it doesn’t matter if they have outlook and can send mail, they cannot send anything to anyone (there is no-one to send to)… However, if another 10 people have email, then you can send to those 10 people. The more people get email, the more useful email becomes because suddenly you have a whole community connecting, interacting and using email.

Connectivity: Once a company is on Key360 and uses Doc Control for document management, for example, we find very quickly there are many people connected on Doc Control using KEY360. The fact that they connect with workflow is even more powerful, because they are consistently connecting with new people on KEY360.

In my view, we have only started the process in creating effective network dynamics, but is already having a massive effect on our clients.

Google: “Network effects of platforms”

Network effects are the incremental benefit gained by an existing user for each new user that joins the network. Put differently, the phone is only useful if other people (users) also own a phone. … Phones benefit from direct network effects, but platforms benefit from indirect network effects.

Why KEY360 originated

MEGA – Capital Projects – To successfully run and implement these huge projects, this environment poses a unique set of challenges with the requirement for executing:

  • Multiple companies, systems, environments working together on a single project
  • Multiple Business Processes (140 different systems), need some common ground
  • Temporary & Dynamic organizational structures need juggling
  • Massive data load (Transactional & Document) needs to be consistently collected, collated, curated, shared, made sense of and communicated in real time
  • Critical BI Requirement – constantly changing, requires flexibility, ease of use
  • High workflow throughput requirement – people need to know what to do and when (at the right time, in the right sequence)
  • Remote data source locations
  • Software ROI is poor, especially if a lot of support, training, hand-holding is required for it to work properly.

Investment

  • The investment in KEY360 saves massive costs in terms of total ownership.
  • New systems can come on line for almost zero costs or a small training fee.
  • License fees are insignificant when you look at comprehensive functionality and how many systems and modules you can access.

“KEY360 is an Enterprise Operations Platform”

KEY360 was designed to facilitate the full operations requirement of a business in a single integrated solution to enhance performance exponentially

Exponential Performance Upgrade

For more in-depth information about giving your productivity, performance and profits a boost click here Exponential Performance Upgrade

There are a number of options to cater for different sized projects/ organizations.

Moving Forward

Give your business a boost!

Contact us for more information

Or fill in your details here to get a call from a consultant  Key 360 System Application

integrated system software solution and platform

More about Key 360

FEATURES:
Cloud Platform Service
Multi Company Access
Integrated Multi-Solution Platform
Existing System Integration
Unrivalled BI & Dashboarding Capability
Auditing/ Compliance/ Governance

Specialist Services

  • Digitalization Strategy
  • Setup & Implementation
  • Integrated Multi-Solution Platform
  • Collaboration Workflow
  • Unrivaled BI & Dashboarding Capability
  • Auditing and Compliance

Industries

Government | Mining | Infrastructure | Energy | Renewables | Manufacturing | Logistics | Engineering and Construction | Asset Management | Financial Services | Health

Glossary:

IOC = inversion of control (IOC) is a programming principle in software engineering. The most important feature of an inversion of control container is it helps facilitate Agile (real-time) practices, and makes things much more flexible than the traditional flow of control.

HR Analytics

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2020 Trend: Insights

assess and manage riskPredictive Analytics and Insights

Statistics give managers and leaders in the organisation the insight to be able to make evidence based decisions from collected data. The process of analyzing existing data can enable business leaders to learn from previous experiences, forecast future outcomes and gauge progress.

The Most Important HR Metrics You Should be Measuring

HR metrics is the data used to measure the success of HR initiatives and processes, and to quantify the cost and the impact of talent management programs. Metrics add value to organizations by providing the information required to make the best decisions about their talent:

  1. Employee Experience & Job Satisfaction; employee disposition, engagement, personal well-being, health, relationships at work. [Confidential, Independent Staff Assessments, Surveys, Audits, Polls]
  2. Time and attendance management; absence, time off, leave, absenteeism trends, presenteeism*, billable hours per employee.
  3. Productivity; efficiency, effectiveness, performance, profits.
  4. Compensation management; benefits, salary, commissions, perks, bonuses…
  5. Employee profiles and development; on-boarding, performance management, career planning, skills development.
  6. Staff Turnover; measuring staff turnover helps you understand whether your retention strategies are working.
  7. ROI; Revenue per employee, life-time value.
  8. Per capita cost of employees; management/ HR/ c-suite/ executives/ contractors/ temps and other categories.
  9. Time to hire; recruitment and applicant tracking.
  10. Cost per hire; understanding how much it costs you to recruit one / each new staff member can be very helpful.

Presenteeism* = present (at work), but go slow, look busy, and do as little as is humanly possible without getting caught out.

Continuous Employee Experience (EX) Improvement Model

The HR scorecard is a visual representation of key measures of human resource department achievements, productivity and other factors important to the organization. Factors measured include costs, hiring, turnover, training, performance management, time management, resource management and alignment with corporate goals and values.

See more here ⇒  2020 Global Human Capital Trend: Employee Experience

What gets measured gets sorted/ done

HR Analytics is no longer a nice-to-have, but has become an absolute must-have for any HR executive who wants to build a 21st-century HR function

Staff Assessments and Audits

Discover what is going on below surface appearances, what is working and what not…  ask your staff.

External Staff Audit is 100 times better

Find out why confidential, external surveys, assessments and audits are 100 times better than internal surveys

For your FREE Report – Click here ⇒ Confidential Staff Audits 100 times better FREE Reportpeople

Improve conditions at work for all concerned.

Give Staff a Voice

Staff may be reticent to ‘complain’ in case it counts against them or becomes a career limiting move. Give them a safe and confidential place where they can complain, air grievances or ‘blow the whistle’ without retribution or comebacks.

Here ⇒ Grievance Platform

Moving Forward

Integrated Technology Solution

Radically increase productivity, performance, efficiency and effectiveness with technology and insights

Contact us for more information

Or fill in your details here to get a call from a  consultant  Insights to increase productivity and performance
integrated system software solution and platform

HR Future

Boost People to Boost Profits to Boost Business

Activate the right side of the brain to get access to your organization’s collective genius…

Ignite the Genius Within Business… OR …  Boost creativity

HR Trends

In the next few weeks the top 2020 HR trends will be fleshed out.

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Employee Experience

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Global Human Capital Trends 2020

Ultimate Business Success Factors

Rather than focus narrowly on employee engagement and culture, organizations are developing an integrated focus on employees and the entire employee experience, bringing together all the workplace, HR and management practices that impact people on the job that enhance staff well-being… and, not surprisingly, this requires cross-organizational collaboration and communication (Deloitte research).

Engaging experiences will help companies attract and retain skilled people and a strong employee experience drives a strong customer experience.

STATS: 60 – 90 % of employees are discontent in their jobs (depends on industry and organization)

Complete Employee Experience (Tools)

To facilitate, understand and improve this complete experience – tools are required to measure employee satisfaction – some examples include feedback tools, wellness and fitment apps, integrated employee self-service tools, as well as staff assessments and audits to gauge employee disposition, discover what is going on below surface appearances and find out what is working and what not.

HR Trends

The concept of employee experience (EX) and EX initiatives are no longer considered ‘new’, but they are now as relevant as ever, if not more so.

STATS : ‘2019 Employee Experience (EX)’ Deloitte Research – 90% of HR practitioners agreed that EX is a top priority for their companies’ HR leadership teams.

  • Business Insights: HR analytics, new technologies.
  • Millennials, new work and new job descriptions (happiness officer)
  • Biggest challenges facing organizations: internal communication, company culture, hiring talent, retaining top talent, employee well-being…

STATS: Deloitte research 75% millennials believe organizations are too focused on their own agenda rather than on values, greater good and societal/ social/ community impact.

Employee Experience – should be part of your 2020 budget

Employee Experience (EX) ManagementEX-Employee Experience Management

ACT (action) ⇒ Design ⇒ Share  around the hub of Measurement = changes in behavior (consequence) = to improve employee experiences, engagement, productivity, performance (benefits) = bigger profits (result)

Value of EX initiatives to the employee

Results of employee experience

  • Better, more appropriate staff for the positions on offer
  • Better engagement
  • Improved morale

Continuous EX Improvement Model

An HR scorecard is a visual representation of key measures of human resource department achievements, productivity and other factors important to the organization. Factors measured include costs, hiring, turnover, training, performance management and alignment with corporate goals.

Predictive analytics gives leaders in the organisation the insight to be able to make evidence based decisions from collected data. The process of analyzing existing data can enable business leaders to learn from previous experiences and forecast future outcomes. Read more here 2020 Trend: HR Insights

Turnaround Experts

Experienced consulting psychologists, business consultants and management development professionals help organizations select, understand, develop and organize their most important assets ( their people) and some also provide the infrastructure to provide the insights; do the assessments, measurements and reporting or outsource it.

Ask the right questions

Ask why, why, why? Why this location? Why these skills? Why this time frame? Why…?

Deloitte research – 75% millennials believe organizations are too focused on their own agenda rather than on values, greater good and societal/ social/ community impact.

Environments that impact on Employee Experience

  • Physical environment (location/ machinery/ equipment/ natural/ local/ global/ national/ international/ central/ dispersed)
  • Technical environment (infrastructure/ software/ application/ workflow/ systems/ procedures)
  • Cultural environment (corporate/ community/ ethnic/ social/ religious/ family/ team).
Teal organizations

Based on the work of Professor Clare W. Graves, a Teal organisation is the proposed next level in a series of color-coded developmental levels throughout human history. Graves postulated that humanity is ready for an eventful leap forward – a leap into Teal.

Teal organisations revolve around three specific values: self-management, wholeness and evolutionary purpose. In practice, this means hierarchies are removed and people are empowered to be their true selves, while working together towards a goal without competition.

In spite of all its technology, a firm is only as good as its people.

Meaningful work includes better selection of staff for a better fit, greater autonomy, small self-regulating and self-empowered teams ( Holacracy) – A structured set of rules grants employees the freedom to self-manage without straying from the organisation’s purpose.  This freedom eliminates problems like uneven power dynamics and duty-related guesswork.

Trust in management/ leaders. Integrated mission, vision values, purpose and objectives to inspire and motivate employees. Transparency, Honesty. Fairness. Give proof that people are important.

Supportive Management provide clear, transparent goals, coaching, invest in developing managers and leaders at all levels and does just-in-time/ agile performance management, a culture of recognition, continuous investment in people/ human capital development.

Growth Opportunity supports a culture of continuous learning and development which includes on the job training and support, formal skills development, facilitated talent mobility, self-directed, dynamic learning, health enhancing programs and esteem building.

Positive Work Environment makes sure there is flexi-time, comfortable ergonomics where possible, and across-the board development of emotional, social and communication skills to improve relationships.

What’s missing

Firing on half your cylinders

All these aspects are good and well and very left-brain – and still leave people disgruntled, stressed, if not burnt out and/or discontent even when they don’t know why, feeling something’s missing.

Right Brain Activation

The biggest thing missing is giving the right brain a chance.  [Untapped Human Capital]

BOOST People Power create time for recuperation, thinking, developing creativity and improving all aspects of the business and work experience.

Joy & Happiness – They say happiness is a choice, but joy is something that bubbles up from inside. Joy is a product of right-brain activation. Joy is not a state of mind, attitude, outlook nor choice… it is a state of being… and can only happen when you are engrossed (not engaged, not motivated, but inspired) and driven by passion, purpose and meaning.

Sure, this is the ideal, and may not be ‘practical’, but let’s be ‘unpractical’ then and make it happen!

Imagine this…

Imagine you could jump out of bed in the morning with a sparkle in your eye, a spring in your step and an excitement that knows no bounds because you love what you do and do what you love, in whatever work context you find yourself – self-employed, working for someone, or some not yet thought of option…

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HR Future

Creativity and ingenuity takes the cake

The solution is getting your right brain to fire on all cylinders so that you can find radical, revolutionary, visionary and/ or innovative remedies to the ills and challenges that face humanity, with special reference to the ‘person in a job’ having a ‘work experience’.

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HR Trends

In the next few weeks the Top 2020 HR trends will be fleshed out.

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Major Shift in HR for 2020

By

Key shifts that differentiate current HR from legacy approaches

Human CapitalLeading Edge

…As we all know people and teams enable and impact on business, however, research shows it is magnitudes above what it was believed to be…

Unsolved Trends

Even though most of these trends have been trending for a while and companies around the globe  have put these initiatives in place, the challenges remain because:

  • 95% of enterprises go out of business in the first 10 years.
  • 65 – 90% people are discontent at work.
  • The economy wide return on invested capital (ROIC) 1965 – 2009 in the USA is down from 7% to 1% (Deloitte).

Surely something’s amiss…

Complacency breeds contempt. Check to verify that your assumptions are based on fact rather than assumption.

Top earning companies

  1. Top earning companies know that staff is their biggest asset so they find ways to maximize this. [HR drives this initiative.]
  2. Top earning companies know their numbers. [Insights from assessments, analytics, stats and measurement give proof of progress and better qualitative and quantitative data for more informed decision-making.
  3. Top earning companies know it makes sense to get external parties to do staff assessments and audits, for the same reasons one would use external parties to do financial audits – i.e. to get more reliable, independent results.

Top 20 Trends for 2020

… and you might say… most of the trends mentioned have been going on for years…

This then begs the question “Why are most people still unhappy, discontent, distressed at work – if this has been going on for so long?

Research has shown this is more true than ever before, which means it still requires attention.

The answer is simple; it is difficult to gauge what is really going on if you depend on internal metrics and measurements (whether you have systems in place to capture stats on employee experience or not) because you get conflicting information depending on who is collating and interpreting data.

  • Another point to make is that people (staff) might feel threatened or uncomfortable giving a true reflection of how they feel in case it should reflect negatively on them, or be a career limiting move, especially if the surveys are done internally because they may have heard horror stories, feel that management do not have their best interests at heart or do not trust the management clique, or they know of someone who had a bad experience.
  • In a strong hierarchical system, top management are far removed from what goes on ‘at the rock face’, yet they have to make decisions that impact on the workforce.
  • Enforcement of ‘new’ ideas can be time-consuming and require consistency. Implementing and managing change without buy-in and in a change-averse company culture is frustrating and exhausting. Without a champion and ample incentive ‘business as usual’ takes over.

Top 20 Trends for 2020 – Comparison Legacy vs. New HR

Legacy HR New HR
1 Employee Experience People treated like numbers or cogs in the machine Put ‘human’ back in HR re: treatment of workforce

  • EAP
  • Staff Wellness

Give staff a ‘voice’

  • Grievance Platform
  • 360o Reviews
  • Staff Audit

Social Platform
2 C-Suite HR Skill Requirements HR Acumen & Fundamentals HR Acumen & Fundamentals PLUS Business Acumen
3 Management Practice Dictatorship – manage by command and control (fear-based) – breeds discontent, distrust, fight competition
Talent Management		 Leadership – foster autonomy (empowering, enabling)
Fair, honest, inclusive
Cooperate
Human Asset Management
4 Company Culture Monochromatic, literally & figuratively, (exclusivity – ‘them’, ‘they’) Initiate & Encourage Diversity and Integration (inclusive – ‘us’, ‘we’)
5 Performance Management and
Performance Enhancement		 Annual top-down Performance Reviews [internal]
incentives; carrot and stick, external motivation
Performance acceptable to good		 Agile/ Just-in-time 360 degree Performance Reviews [internal + external Staff Audit]
Fun, internal motivation, peer pressure
Performance great to exceptional
6 Orientation Customers first Human Capital; staff = biggest asset; staff first (‘happier’ staff take better care of customers, as well as everything else)
[Discovery – Assessments, polls, surveys, audits, questionnaires, focus groups…]
7 Dissemination of information ‘Need to know’
Bureaucracy & red tape		 Transparency
Share information
8 Primary Focus Single-minded profit-orientation Profit orientation plus Social Responsibility; community-minded – we all win together
9 Infrastructure Hierarchical Structure (deep, many levels) Flattened Structure (shallow, reduced management levels)
10 Sustainability – Change Management Change averse, stagnant, maintain status-quo (“If it ain’t broke, why change it?” or “This is the way it has always been done”) Change Management: Initiate and embrace change, disrupt, continuous improvement, fix, challenge status-quo, constant renewal and reinvention
11 Technology Worker Bees
Metrics and Reporting with subjective Interpretation and representation of numbers
Multiple platforms, systems, applications, proprietary software and technology
Knowledge Management & Decision Support		 People plus Machine & Technology: Automation, Workflow, Processes
Centralized, Integrated Business Insights, Metrics, Analytics, Statistics
Quantifiable devices /apps on cell phones – measure activity, blood-sugar levels, etc.
Artificial Intelligence (AI)
Network effects
& Social Communication Tools
12 Thinking & Problem Solving Left Brain; logic, reason, science, intellect, practical, step-by-step
Incremental innovation		 Right brain; boost ingenuity, creativity, imagination, vision, joy, fun, pleasure and enjoyment
Whole-brain; Right + Left = the whole is MUCH greater than the sum of the parts
= Exponential results
= Extraordinary leaps
13 Relationships Professionally aloof, uphold status of position and ‘pecking-order’ even with ‘open door policy’ Friendly, engaging, emotionally intelligent, mature, secure, kind, caring, considerate, social and cultural dexterity
14 Communication One-sided – Top-down
Command and control
Encourage blind obedience		 Interaction, interchange
Staff input valued
Encourage questions & exchange
15 Time Base Past to present (this is the way it has always been done) Past to future – learn from past, improve present to thrive in the future.
16 Outlook [Frame of Reference] Language: Talk of problems, Issues, challenges, crises, difficulties, troubles, rows, obstacles, dilemmas, concerns, inconvenience, disputes, quarrels.
Life is a struggle		 Language: Talk of opportunities, potential, options, prospects, possibilities, openings, range, choices, alternatives, chance, promise.
Life is an adventure
17 Negotiations Remove objections, ‘sell’, compromise
Winner vs. loser		 Engage, entertain, inspire, educate, build relationship
We all win
18 Paradigm Shifts Information Technology
HR Management &
Management Practice		 Management Information Systems
Humanistic Management
Social Aspect/ Impact
19 Business Model Military Model – do as you are told Democratic Model – you have a say
20 Planning & Execution Strategic, tactical, predict Manage & maintain, follow, experience, experts, authority
Transactional, Technical		 Visionary, work towards ideal
Break new ground, pioneer, explore,  create future
Transformational

Legacy HR New HR
Compete, competition – fight the giants Cooperate, cooperation – stand on the shoulders of giants

Moving Forward

Ignite the Genius Within Business… OR …  Boost creativity

HR Future

In the next few weeks these top 2020 HR trends will be fleshed out.

If you wish to receive your copy of the newsletter in your inbox and not miss out on anything, please subscribe to the Genius Within Business Newsletter

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Human Resources – Definition

Human resources is used to describe both the people who work for a company or organization and the department responsible for managing people resources i.e. employees, as well as issues related to staff such as compensation, benefits, recruiting, hiring, performance management, career planning, training, organizational development and culture.

Human Capital – Definition

Human capital is an intangible asset or quality, classified as the economic value that an employee’s experience, skills and talents bring to the business – i.e. education, intelligence, skills, health, productivity, creativity, social skills, leadership qualities and other things employers value.

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