7 key insights from hr tech 2016
TRANSCRIPT
7 KEY INSIGHTS
FROM THE 2016 HR
TECHNOLOGYCONFERENCE
Presented by7 KEY INSIGHTS
FROM THE 2016 HR
TECHNOLOGYCONFERENCE
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Purpose, meaning, and the 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.
Insight #1
UNDERSTANDING THEPOWER OF NETWORKS LEADS
TO A HIGHER WORTH.– Barry Libert, CEO, Open Matters
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.
CAPITALIZE ON TECHNOLOGY
in order to create accessible spaces for employeeconversations and connections.
Insight #2
Insight #2
EMPLOYEES WANT TOUNDERSTAND HOW THEY’RE RELEVANT
TODAY, AND HOW THEY’LL BE RELEVANT IN YEARS TO COME.
– Scott Pitasky, EVP & Chief Partner Resources O�cer, Starbucks
In an evolving workforce, 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
Insight #3
Insight #3
IT’S NOT ENOUGH TO JUSTMEASURE ENGAGEMENT, YOU HAVE
TO HAVE AN ACTION PLAN TO CREATE ENGAGEMENT.
– Alyson Daichendt, Managing Director, Deloitte Consulting
Traditional methods of measuring 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.
MAKE ENGAGEMENT WORK FOR YOUR ORGANIZATION IN
THREE STEPS:
1. Redefine employee engagement2. Create a sense of passion, purpose and mission
3. Check-in: Is your engagement “always on?”
Insight #4
4% OF COMPANIES BELIEVE THEY ARE GOOD AT ENGAGING
MILLENNIALS AND OTHER GENERATIONS IN THE WORKFORCE.
– Deloitte, 2016 Global Human Capital Trends Report
Today’s younger job candidates 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.
Insight #5
Insight #5
CONTENT IS THE MOSTPOWERFUL EMPLOYER BRANDING
WEAPON WHEN HIRING.
– Christy Childers, Global Employer Brand Manager at Dropbox
CONTENT CAN HELPEDUCATE AND 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
Insight #6
PEOPLE TRUST OTHER PEOPLE. NOT BRANDS.
– Kathryn Minshew, CEO of The Muse
Brands like Dropbox know 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.
YOUR EMPLOYEES MAY BE YOUR BEST
AMBASSADORS.Their stories and successes can help to attract more
top talent – let your employees’ voice build your brand.
Insight #7
Insight #7
TECHNOLOGY CAN ELIMINATEJOBS, BUT IT USUALLY CREATES NEW,
DIFFERENT JOBS ELSEWHERE.
– Peter Cappelli, George W. Taylor Professor of Management,
The Wharton School of the University of Pennsylvania
If we learned one 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.
JOIN OUR COMMUNITY
O.C. TANNER AND THE 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.
THE JOURNEY TO
Cultural Greatness**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
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