Hello.
Lance is out this week camping with family, but I’ve rounded up some hot takes on legislation directly impacting the HR role, a few articles on talent acquisition and management, and some research on high eNPS scores happening across Spain and LATAM. But first, here’s a look at applying a customer service philosophy to the HR role.
Qualtrics: HR needs to catch up with ‘much more reactive’ customer experience
Sally Winston, director of EMEA solutions at Qualtrics, emphasized the importance of agility in dealing with employee feedback. In the article, she discusses the sluggish annual or bi-annual policy that most companies adopt in reviewing and applying this feedback. Their chief customer officer agreed, “The world is changing much quicker than once a year conversation where you get the results two, three months later,”
So, what are they proposing? Qualtrics suggests implementing software to passively listen for general themes and trends within the workplace. This approach is anonymous, but it integrates into most communications tools and keeps a log to track general themes and trends by storing it as an Employee Engagement ID file. These passive methods for generating data will provide another angle to receiving feedback that direct communication would not.
Qualtrics isn’t alone in this software, as Oracle, Workday, and Momentive (formerly SurveyMonkey) offer their own methods for tracking employee sentiment. Momentive recently released an API to integrate with Salesforce and Teams to track employee performance, while Qualtrics hones in on Microsoft Viva to monitor team performance.
What do you think? HR leaders will need to disclose the software, but would that potentially risk the candor that the software was designed to look for? Given the anonymity, how would the workforce respond to this software?
Weekly LinkedIn poll result
Last week, we shared a report on the growing number of entry-level remote jobs across a wide variety of industries. Voters weren’t surprised by the diversity of these remote roles, and that tells me that our readers are bullish on remote work amidst a media push in favor of the RTO movement. Though we might not all stay remote, the landscape has changed in a wide variety of industries.
Quick hits from around the web
What else is happening?
- Pay Transparency Is impacting CHRO’s Responsibilities. HR professionals are being forced to consider ROI on employees as new transparency laws are being passed. (HR Executive)
- Jazz in the Workplace. Understanding the motivations and priorities of the workforce leads to a more engaged team. Here are 5 reasons people enjoy work and how to keep the rhythm. (TLNT)
- Common Traits of the Needlessly Picky Hiring Manager. Sacrificing inherent candidate value for resume optics can lead to stifling your team’s development. (ERE)
- SCOTUS’ Ruling and Its Impact on DEI Initiatives. The affirmative action ruling affects colleges and therefore the talent pipeline. (HRDIVE)
- On Mentorship. External Mentorship is a powerful tool for developing talent in a hybrid workplace. (HR Brew)
- ‘Fake Work’ Creates Tension Between Talent and Management. Mostly in the tech industry, employees are given unprioritized tasks, leading to communication breakdowns. (Business Insider)
- Preparing For the Noncompete Ban. The FTC’s incoming ban on noncompete clauses for employers will likely impact the workforce on a monumental scale. Here’s how to prepare for compliance ahead of the ruling. (HR Dive)
- The New HR Role We All Should Have Seen Coming. A deeper dive into the inner workings of “Heads of Flexible Work”. (Fast Company)
- LATAM Reporting High eNPS Scores. 77.9% of employees say their companies are the best place to work through this report. The report is in Spanish, but the briefing is in English. (contxto)
The Six Cornerstones of Building a Great Remote Culture
Forbes released an article on six suggestions for teams that continue to stay remote. Here’s the download:
Intentionality
- Setting expectations between employees and management goes a long way in creating a healthy remote relationship. Many people make assumptions about the difference in expectations and that leads to clashes.
Leaders: Be the Example
- Setting expectations without holding them yourself reflects the importance of core values. If a leader emphasizes a work-life balance but won’t log off and expects others to catch on, a norm can’t be established.
Make Time for Fun
- Workers may feel a blurring of boundaries when working from home. Their sanctuary is now their office, and by celebrating wins and milestones, your team can feel at ease to perform to their highest potential.
Let Your Team Make a Difference
- Encouraging innovation goes a long way in employee engagement. Remote work can feel robotic, and opening up the workplace can make your employees more effective in their day-to-day tasks
Know What a Healthy Culture Looks Like
- Hailley Griffis, a leader at Buffer (which publishes an annual report on remote work) says that a healthy culture is one that a leader has defined and employees want to engage in. If your culture is healthy, your team will be more responsive to non-work related topics, will offer more glimpses of their personality, and will freely encourage one another when it’s due.
Perpetuity
- Understanding your place in a team on pragmatic and philosophical levels is infectious. Once a healthy work culture is set, bumps in the road can be amended by your teammates.
Work is weird for now. Amidst legislative changes, the tumultuous market, the looming RTO movement, AI, and other sci-fi-inspired software, it seems like we’re going through a period of refinement. We’re thankful you chose to keep your eyes open and ears to the ground by hearing our take.
Until next time,
Chase
