工作場(chǎng)所的新未來(lái)：敏捷、體驗(yàn)、福利

TheNewFutureoftheWorkplace

3Must-LearnLessons

fromthePandemic

ThePlayingFieldHasChanged

Formany—ifnotmost—industries,thepandemichasdramaticallyalteredthewaybusinessisdone.Fromday-to-dayoperationsandtheservicesandsupporttheyprovide,tocustomerperceptionandemployeeexpectations,“businessasusual”isanythingbut.

Throughthistimeofunprecedentedanxiety,uncertainty,andunrest,HRhasemergedastheMVPforbusinessesbigandsmall.Theytookonthechallengeandputtheirheadsandheartstogether—makingtheircompaniesstronger,smarter,andbetter,andtheirworkforcesmoreefficient,flexible,andresilient.

Asthepandemicdustsettles,manyHRprofessionalsmayfindthemselvesasking,“Canwegoback?”Butperhapstherightquestiontoaskis,“Shouldwe?”Infact,90%ofrespondentstoaGartnersurvey1saidthey’llcontinuetoallowemployees toworkremotelyatleastpartofthetime,and44%anticipateofferingadditionalbenefits(mentalhealth,childcareleave,etc.).

Despiteitsutilityduringthisunexpectedseason,the“survive”mentalityfocusedonthetasksandissuesoftodayhasoftencomeattheexpenseofforward-thinking,employee-centricstrategy.One-hit-wondertoolsandproceduresactastemporaryband-aidsforlong-established(andlikelytoendure)problemswithemployeeengagementandexperience.

Inthisebook,we’lltakealookatthreeofthebiggestlessonswe’velearnedfromthepandemic.

Butbeforewegetstarted,there’sanimportanttopicweneedtocover.

1/smarterwithgartner/9-tips-for-managing-remote-employees/

GetYourDataDucksinaRow

Withouttheabilitytorelyonwater-coolertalkandtheusualphysicalcuesthat

helpHRkeepapulseontheorganization,businessesmustrelyincreasinglyon

dataforinsightsontheirpeople.Thekeystosuccessinourpost-pandemicworld

dependonyourabilitytoaccess,interpret,andactondata.HRisnowonthe

frontlineofbusinesstransformation,withdigitaltoolsthatcanprovidemountains

ofdatatohelpguideandinformdecisions(andtracktheirimpact)thatshape

theirstrategyandsuccess.

It’simportanttoremember,though,thatdigitaltoolsarenotset-it-and-forget-it

technology.Astheneedsandgoalsofyourbusinesschange,thedatainsightsand

applicationsneedtoadaptaccordinglytostayrelevantandimpactful.Sojustas

thecompanyismakingadjustments,yourdigitaltoolsneedtobeadjustedaswell.

Now,let’sgettothelessons.

Lesson1

AmpUpYourAgility

Agilityandadaptability—theymadeitpossibleformanybusinessestosurvive

thechangeanddisruptioncausedbythepandemic.Othershaveeventhrived.

Fromcurbsidepick-upandexpandeddeliverytorobustecommerceandvirtual

solutions,successfulbusinessownersandmanagershavesteppedoutoftheir

comfortzone,steppinguptheirgameentirely.

Thoughthepandemichasredefinedthewaywethinkaboutchangeand

disruption,they’vealwaysbeenpartofthejobforHRprofessionals.The

differencesarethescaleandspeedofchange.Organizationsaccustomedto

planningthree-andfive-yeargoalslookatsignificantlyshortergoalwindows

—planning,instead,forayear,aquarter,orevenafewweeks.ForHR,agile

planningmeanstakingcontrolofchangeinsteadofjustreactingtoit.

ManageChange

Prepareyourorganizationandworkforcetostayproductivewithoutmissingabeat.Startwithsoliddigitalinfrastructuretohelpfacilitatecommunicationandremoteworking,manageschedules,maximizeflexibility,andoptimizework-lifebalance.Setyourcompanyandemployeesupforaseamless,successfultransitionandmakeiteasiertoimplementfuturechangesasneeded.

ManageCommunication

Anyonetryingtokeepupwiththenewsandguidelinesduringthepandemicknowshowquicklythingscanchange.Thesameistrueforyourorganization.HRischallengedwithmakingsurechangesarecommunicatedeffectivelyandefficiently.Withyourentireworkforceonthesamepageatthesametime,youcanhelpavoidbreakdownsincommunicationandworkflow,minimizefrustration,andmaintaincorporatecredibility.

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Lesson2

GiveYourEmployee

ExperienceaRefresh

Whetheryourleadersandpeoplemanagersarewell-acquaintedwith

remoteworkorwerethrownintoitforthefirsttimethisyear,it’seasytolose

touchwiththeneedsofyourworkforce.Tohelpemployersandemployees

stayconnected,HRprofessionalshavehadtoredefine,reimagine,and

recalibratetheemployeeexperience.

RedefineEngagement

Stayingintunewithemployeeneedsmeansstayingintouch.It’scriticalthatHRexecutivesmakeaconcertedefforttoidentifyorinnovatenewtoolsandtechniquestobothencourageandmeasureemployeeengagement,whetherit’semployeesurveysortipsforhelpingmanagersstayaheadofcommunicationbreakdownandthelossofemotionalconnectionthatcomeswithremoteworking.

RethinkOnboarding

ResearchbyGlassDoorshowsthatagoodonboardingprocesscanimproveanorganization’snew-hireretentionby82%andproductivitybymorethan70%.2Whetheryourorganizationhiresremoteworkersonaregularbasisormadetheshiftduringthepandemic,havingablendedworkforceofremoteandon-siteemployeesisthenewnormal.Thatmeansdevelopinganonboardingprocessthatprovidesaconsistentexperienceforeverynewhire—whetheronscreenorinperson—iscriticaltopreparingthemtohitthegroundrunning.

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Lesson2(continued)

GiveYourEmployee

ExperienceaRefresh

ReimagineManagement

Whenthepandemicfirsthit,HRfocusedonmakingsureemployeesweresetupforremoteworking,butmanyoverlooked(orneverfullyacknowledged)theneedtoequipmanagersandexecutiveswiththetoolsandtrainingtheyneedtomanagearemoteworkforce.Experiencehastaughtusmanagingbyemailandvideoconferencetakesaverydifferentsetofskillsthanmanagingateamsittingoutsideyouroffice.Providingtrainingformanagerswillhelpthemeffectivelyandconfidentlymanagethingslikeproductivityandteammorale.

RecalibrateYourData

Continuemonitoringandtweakingyourworkforceanalyticstoidentifytrends,measureemployeefeelings,gaugetheirneeds,andmonitorwhichbenefitsthey’reutilizingmost.Keepingtrackofthisimportantdatawillhelpmakesureyourprogramsandinitiativesalignwiththeorganization’sgoals—andyouremployees’needs.

"Ifyoudon'thavethedataavailabletoreallyexploreandunderstandthepatternsthatexistunderthesurface,you'renotgoingtobeabletoemploytechnologyaseffectively.Firstandforemost,you'vegottogetyourdatainorder."

ShawnDubravac|NYTimesBestsellingauthor,DigitalDestiny:HowtheNewAgeofDataWillTransformtheWayWeWork,Live,andCommunicate

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Lesson3

MakeEmployee

Well-BeingPriority#1

Thepandemicwasn’ttheonlysourceofanxietyemployeeshave

faced.Civilunrestandincreasedpoliticaltensionhavecasta

glaringlightonissuesthatareimportanttoemployeesoutside

their9-to-5s,inspiringachangeinprioritiesforHRprofessionals.

HRhasalwaysbeenaboutthepeople.Butcompaniesshifted

fromprioritizingthetheworkpeopledoforthemtoensuring

thecompanyworksforthepeopleaswell.AccordingtoCheryl

Johnson,PaylocityCHRO,thatmeansleaningintothehuman

experienceandasking,“Isthistherightexperienceforthe

employees?”

Theissuesimpactingemployeespersonallywilleventuallyimpact

themprofessionally.Soit’sincreasinglyimportantthatemployees

knowtheissuesthataremeaningfultothemarealsomeaningful

tothecompanytheyworkfor.

“Wehavebetheoneschallengingthebusinesstosay:Isthathuman?Isthattherightexperiencefortheemployees?AndIthinkthebusinessisgoingtoleanonthatmoreandaskustobethinkingaboutthehumanexperience.”

CherylJohnson|CHRO|Paylocity

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Lesson3(continued)

MakeEmployee

Well-BeingPriority#1

DestigmatizeMentalHealth

Notanewissue,mentalhealthawarenesshasbeenslowlygainingmomentum.ButthepandemichasbroughttheissuespeedingtothetopofmanyHRprioritylists.Infact,byMarchof2020,68%oforganizationsaddedatleastonenewwellnessbenefittohelpemployeesduringthepandemic.3

Thestressandpressurethepandemicputontheworkforcearetremendous,andeveryoneisexperiencinggrief.Butthereremainsastigmaassociatedwithmentalhealth,andHRisinapositiontohelpchangethat.ByincludingmentalhealthintheeverydayHRconversation,youcannormalizetalkingaboutit—andthat’sthefirststeptowardmanagingit.

FocusonDiversity,Equity,andInclusion

Anothertopicsimmeringonthebackburneroforganizationsforyears,talksofdiversity,equity,andinclusion(DEI)haveoftenbeenlimitedtounconsciousbias.ButtherecentsocialunresthasinspiredmanyorganizationstodeveloprobustDEIprogramsthatnotonlyimprovediversityinhiringbutalsoensurethatthecorporateexperienceisbalancedtogiveallemployeesatruesenseofbelonging.

Data,analytics,andAI-enhancedrecruitmentaresomeofthemostpowerfulDEItoolsanHRprofessionalhasattheirdisposal.Whenpoweredbyaccurate,relevantdata,state-of-the-artrecruitmenttoolscanequipbusinessestoevaluateandimproveprocessesthatpreventandovercometheunconsciousbiasestoleveltheplayingfield.AndbyestablishinggoalsandsettingupmetricsaroundDEI,yourorganizationcancaptureactionabledataaroundhiringandcompensationpractices.Yourdatacanalsoprovideinsightintobenefitenrollmentandusagepatterns—makingiteasiertoevaluatewhetheryourofferingmeetsthevaryingneedsofadiverseworkforce.

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PracticeTransparency

Asweemergefromthisseasonofintenseuncertainty,oneofthemostimpactfulwaystopromotewell-beingamongstyouremployeesisthroughtransparency.AccordingtoaDeloittesurvey,it’s“themostvaluableorganizationalcurrency.”3Transparencybuildsdeeperemployeetrustandrespectfortheorganization—whichgoeshand-in-handwithemployeewell-being.

Lesson3(continued)

MakeEmployee

Well-BeingPriority#1

Yet,whensurveyed,asurprising60%oforganizationswereconcernedaboutemployeeperceptionoftransparencyandanother27%believedtheirlackoftransparencycreatedacompetitivedisadvantage.4Buildingtrustthroughtransparencycanstartwithsomethingassimpleasclearlyoutliningexpectationsandgoalsforyouremployees—openlysharingorganizationalgoals,successesand,yes,evenfailureswithemployeesgoesevenfurther.Vulnerabilityinspiresempathy.Trustbegetstrust.Showthemthatyou’reinittogether.

TakeaStand

Navigatingsocialissuesisnewforanumberofbusinesses.Whenthesehottopicscameupinthepast,we’dask,“Isthisissuerelevanttoourbusiness?Willtakingastandbetoopolarizing?”Andinanswertothosequestions,ourdefaultsettingwasalwaystoremainneutral.Well,overthepastyear,we’velearnedthatstayingneutralisnolongeranoption.

Nowwe’reasking,“Isthisissuerelevanttoourpeople?”Moreoftenthannot,theanswerisyes,andit’sespeciallytrueforGenZ—theworkforceofthefuture.Forthem,standingupforwhat’srightandwhattheybelieveinisn’tnew.It’sacorepartoftheiridentity.Ascomplicatedassocialissuescanbetonavigate,it’scrucialthatHRleadershelporganizationsclarifytheirpositionsforbothcustomersandemployees.

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