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7 Key Insights From HR Tech 2016
The 2016 HR Technology Conference brought together industry leaders to share insights on engaging employees. Key insights included: (1) understanding how technology enables human connection leads to business success; (2) employees want purpose and growth opportunities, not just benefits; (3) engagement requires continuous measurement and action, not just annual surveys; (4) few companies feel they engage Millennials and other generations well; (5) content is the most powerful employer branding tool for hiring; (6) people trust other people, not just brands; and (7) while technology eliminates jobs, it creates new ones.
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7 Key Insights From HR Tech 2016
- 1. 7 KEY INSIGHTS FROMTHE 2016 HR TECHNOLOGY CONFERENCE
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- 3. Click the “tweet”button above to tweet the information on each slide
- 4. Purpose, meaning, andthe power of connecting people. This year’s HR Technology Conference brought top industry leaders together to share insights on the impact of networks, the value of employee engagement, and how they’re uniting their workforces across the globe. Read on for key insights from Starbucks, Dropbox, Deloitte and more.
- 5. Insight #1 UNDERSTANDING THE POWEROF NETWORKS LEADS TO A HIGHER WORTH. – Barry Libert, CEO, Open Matters
- 6. Humans crave connection,and technology allows us to connect at a rate and speed that we never imagined. Companies that understand this human nature— companies like Airbnb, Uber, and Amazon—dominate in a world that thrives on networks.
- 7. CAPITALIZE ON TECHNOLOGYin orderto create accessible spaces for employee conversations and connections.
- 8. Insight #2 EMPLOYEES WANTTO UNDERSTAND HOW THEY’RE RELEVANT TODAY, AND HOW THEY’LL BE RELEVANT IN YEARS TO COME. – Scott Pitasky, EVP & Chief Partner Resources Officer, Starbucks
- 9. In an evolvingworkforce, the expectations of workers are changing. Even more than benefits and compensation, today’s workforce looks for: Purpose of work, Leadership involvement and Growth opportunity
- 10. Insight #3 IT’S NOTENOUGH TO JUST MEASURE ENGAGEMENT, YOU HAVE TO HAVE AN ACTION PLAN TO CREATE ENGAGEMENT. – Alyson Daichendt, Managing Director, Deloitte Consulting
- 11. Traditional methods ofmeasuring engagement, i.e. annual employee engagement surveys, are no longer relevant. By the time changes are executed, business needs and employee opinions may have changed.
- 12. MAKE ENGAGEMENT WORK FORYOUR ORGANIZATION IN THREE STEPS: 1. Redefine employee engagement 2. Create a sense of passion, purpose and mission 3. Check-in: Is your engagement “always on?”
- 13. Insight #4 4% OFCOMPANIES BELIEVE THEY ARE GOOD AT ENGAGING MILLENNIALS AND OTHER GENERATIONS IN THE WORKFORCE. – Deloitte, 2016 Global Human Capital Trends Report
- 14. Today’s younger jobcandidates want projects they find personally meaningful, that have a positive impact on the world. Focus your culture on what they care about most: the people, the purpose, and the path.
- 15. Insight #5 CONTENT ISTHE MOST POWERFUL EMPLOYER BRANDING WEAPON WHEN HIRING. – Christy Childers, Global Employer Brand Manager at Dropbox
- 16. CONTENT CAN HELP EDUCATEAND NURTURE JOB CANDIDATES BY: • Helping candidates get the information they need about your company (without unnecessary phone calls with your HR team) • Helping the wrong candidates self-select out of the applicant pool • Putting you top of mind when future candidates are considering a career change
- 17. Insight #6 PEOPLE TRUSTOTHER PEOPLE. NOT BRANDS. – Kathryn Minshew, CEO of The Muse
- 18. Brands like Dropboxknow the impact of an employee’s voice. Marketing your company through videos, social media messages, or a combination of both allows job candidates to get to know the real you.
- 19. YOUR EMPLOYEES MAYBE YOUR BEST AMBASSADORS. Their stories and successes can help to attract more top talent – let your employees’ voice build your brand.
- 20. Insight #7 TECHNOLOGY CANELIMINATE JOBS, BUT IT USUALLY CREATES NEW, DIFFERENT JOBS ELSEWHERE. – Peter Cappelli, George W. Taylor Professor of Management, The Wharton School of the University of Pennsylvania
- 21. If we learnedone thing from this year’s HR Technology Conference, it’s that tech has the power to reintroduce humanity back into companies. Whether you’re looking to attract top talent, or engage your current workforce, technology can help connect your people to an organizational purpose.
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- 23. O.C. TANNER ANDTHE O.C. TANNER INSTITUTE O.C. Tanner, on the FORTUNE 100 Best Companies to Work For® list for the second year in a row in 2016, helps organizations create great work environments by inspiring and appreciating great work. Thousands of clients globally use the company’s cloud-based technology, tools, awards, and education services to engage talent, increase performance, drive goals, and create experiences that fuel the human spirit. Learn more at octanner.com. The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.
- 24. THE JOURNEY TO CulturalGreatness* *Cultural Greatness: having a high-achieving culture fueled by a cool** recognition program running at 100%. **COOL: something that adds purpose, meaning, and commitment to the workplace. GETTING EXECUTIVES ON BOARD WITH EMPLOYEE RECOGNITION How to Make Friends at Work THE MILLENNIAL EFFECT ON EMPLOYEE ENGAGEMENT 7 KEY INSIGHTS SHRM CONFERENCE 2016 MORE PRESENTATIONS BY O.C. TANNER