I’m spending a few days in San Francisco at Culture Amp’s #CultureFirst19 event. The conversations (which I love!) are centered around building and nurturing company cultures that are competitive advantages.
The attendees at this event are super engaged and “get it” – these are people who are passionate about transforming work. One aspect I find particularly inspiring is the folks I’ve run into who are relatively “new” to the People/HR profession and are here – purposefully! – because they have both a desire and an ability to create (from the ground up in some cases) workplaces that are people-centered from the get-go. Oh sure, there are conversations occurring in every nook-and-cranny in the hall about linking employee insights/feedback and performance data (sounds very HR, I know). But the dynamic of these chats is not “traditional HR” – yeah…I think you know what I mean. There’s energy. There’s positivity. There’s talk about “what’s possible” and the future is viewed not with fright or skepticism but with eagerness.
Culture Amp (the company) is an employee feedback and analytics platform well-known for providing insight (and actionable advise) to its customers using engagement and performance data. I’ve been a fan for a number of years as I’ve watched the company grow and expand while remaining true to their mission and focus. Solidifying this for me, yesterday, was the fact that Didier Elzinga (CEO/Founder) opened the conference with a wonderful (and very human and personal) session.
Last week Deloitte released the 2019
Human Capital Trends report. It’s always a must read for me and I
strongly encourage other HR leaders and those involved in the talent/people
space to take a look. Last year, Deloitte described the rise of the social enterprise
and this year’s report outlines how the factors and pressures that have driven the
social enterprise not only continue but are growing more acute.
A few tidbits from this year’s report:
86% of respondents believe they must reinvent
their ability to learn
84% of respondents reports they need to rethink
their workforce experience to improve productivity, and
80% believe they must develop leaders in a
Deloitte outlined a set of five principles to frame the “human
focus” for the social enterprise; describing them as benchmarks against one can
measure actions and business decisions that could affect people:
Purpose and meaning
Ethics and Fairness
Growth and passion
Collaboration and personal relationships
Transparency and openness
These five design principles define the “why” of reinvention and the 2019 Human Capital Trends, listed below, are divided into 3 categories:
The other week, without much else going on, Mr. S. and I settled down on the couch and watched a marathon of James Bond movies. (editorial note: I never liked Pierce Brosnan in the role and, IMO, Roger Moore was the absolute worst.)
As always, when watching any movie that features some evil-doer (ED) focused on disaster, mayhem, and taking over the world, I gave lots of attention to the ED’s side-kicks. Inevitably I began to wonder…
How did this guy/gal casually participating in nefarious activities decide this was the career path they wanted to follow?
Does one prepare a resume and create a LinkedIn profile in the hope that recruiters reach out?
Is there a job board for “Evil Underlings?”
Who is the head of TA for the evil organization?
What about recruitment marketing? What sort of messaging is required?
Is the recruiting team working diligently to eliminate bias when creating an applicant pool?
Does Susie Recruiter conduct phone screens? Skype? Scheduled/recorded video interviews?
What are the competencies and behavioral attributes against which she is hiring?
Has Susie Recruiter executed an SLA with the ED? How do those regular check-in meetings go?
Are there any skills tests or assessments utilized during the screening process?
Who extends the job offer?
What does the compensation package look like?
Is there a head of HR? A policy manual? An employee handbook?
Do evil minions get PTO? Full medical/dental/vision? What about Life Insurance and AD&D?
Can you even imagine the premiums for workers comp coverage?
What, exactly, is the projected and actual turnover rate in the organization?
If a henchman resigns, who conducts the exit interview?
CAN a henchman resign?
Does the organization provide letters of reference for an ex-employee’s next gig?
I thought my time in the hospitality/gaming industry presented mad-paced recruiting, sufficiently high turnover and challenging employee relations issues.
Probably a cake-walk compared to that which is faced by the CHRO of Evil Empire, LLC.