David Kovacovich is an Engagement Strategist, Organizational Culturalist, and Behavioral Economist. He has been a member of the SHRM Annual Conference Social Media Team since 2013 and is a keynote speaker in the NCHRA lecture series.
David is on Twitter at @DavidKovacovich and blogs at Dave's Weekly Thought.
We are three weeks into a 12-week (?) isolation. Times are uncertain but words like transparency and candor are becoming commonplace. It's been refreshing. When you dig into what is genuinely important, the difference between partnership and product transaction starts to emerge. When we stop pretending to be on opposite sides of the table, trust gets us closer to genuine human development.
We are concluding day three of mandated social distancing here in Northern California but it seems like it's been three months. Its been made apparent that this new style of existence may last for three months.... thus feeling as though we've been in the bunker for 90 years (don't check my math on that).
Micro-Management is the single greatest deterrent to organizational progress in today's workforce. We all know that people don't leave companies, they leave bad bosses. Yet, workplace bullying at the expense of employee mental health continues to be an issue. There are a few avenues that require some intuition but could ultimately fix that which has a chokehold on progress.
2020 seems like an ominous number......
I'm sure there are movies of lore that have characterized the year forthcoming with jet packs and laser beams. Much has changed through technology and there are trends emerging that will have an impact on the way we work in 2020.
Coming out of the 2019 HR Technology Conference & Expo, there seem to be a thousand emerging technologies to improve the hiring process. Machines can organize databases, create a better user experience and track end-to-end processes. Once we've conquered those things it's up to the humans to refine the courting process.
The art of establishing Employee Engagement has been a Slow Train Coming.....
We've adopted buzzwords and put others to bed. We've seen technology impact frequency and pats on the back are now covered with a strategic glove. Things don't change with rapid pace but the more we investigate the more we tend to find one common denominator to organizational excellence:
A recent study by HR.Com showed increased focus on the replacement of HRIS, Payroll and/or Performance Management systems. The intent to overhaul points to three specific trends:
Last week BI Worldwide published the Employee Engagement trends that will impact programs this calendar year. The results rectify program initiatives that continue to entice participation. There are also a few new trends that are taking intrigue to an elevated strategic level.
We've reviewed the trajectory of Workforce planning for ages: Employee Recognition gave way to Employee Engagement which is now being called Employee Experience. These phrases more-closely resemble buzz words but there is a distinction to be made in the verbiage.
I remember hearing Rajat Paharia on a panel discussion some years ago denouncing the term gamification. He was at the time dubbed the Father of the strategic technical discipline. Logically, the commodification of the behavioral practice wore him out.
We've been talking about gamification in the human capital management space for ten years, mostly in attempt to simplify the concept to form an opinion for or against it.