Today’s consumer experiences allow audiences to deeply personalize what they consume and how they consume it. Subscribers can change their Netflix avatars and customize their Watch List in a click, thus informing future movie and show suggestions to fit their preferences. People can create cartoon versions of themselves, Memojis, on their iPhones to personalize messages.
By now, you’ve probably seen the statistics about the link between diversity and business performance. One 2018 study found that companies with above-average diversity on their management teams report innovation revenue that is 19 percentage points higher than that of companies with below-average leadership diversity. And 2017 research shows that decisions made and executed by diverse teams deliver 60% better results.
If your office-based employees recently transitioned to working from home, now may be the perfect time to take a second look at the security tips included in your remote work policy. Not sure where to start? Sharing these best practices with your employees can help to make sure everyone is following the same standards, no matter where they work. Consider adding the three suggestions below to your policy (be sure to talk it over with your security team, first).
As Intel CEO Bob Swan recently wrote in a letter to customers, “We are witnessing what will surely be remembered as a historic deployment of remote work and digital access to services across every domain.” He’s right: virtually overnight, countless businesses were forced to adapt to a remote world in response to coronavirus—condensing what would typically be a multi-year digital transformation plan into days or weeks. But those with digitally dextrous employees had a head start.
As more organizations think about reopening, increasing production, and bringing employees back to the workplace, they’re beginning to debrief on what’s taken place over the past few months and how they can be more prepared for incidents in the future. If your organization hasn’t done this yet, consider asking just a couple of questions: What went well? It’s important to ask this question first because sometimes we’re so focused on what went badly that we forget to take time to recognize the things that went well. Even if the organization was completely unprepared, chances are there were some things that went well. Be sure to discuss and celebrate them. What would you do differently next time? Please note: I’m not saying anything went “wrong.” It could simply be that if faced with a similar situation, the organization would have made a different decision. Or that the organization would have made the same decision but executed it differently.
For some HR professionals, the idea of leading a global HR transformation is intimidating. For Adriana Bokel Herde, it’s the foundation of her career. After leading, implementing, and managing digital transformations at organizations both big and small, Adriana has a proven track record of establishing HR as a strategic and innovative business function—and she’s passionate about helping other HR professionals do the same. Today, Adriana is Chief People Officer at Pegasystems, a leader in cloud-based customer engagement software. On an episode of the HR Leaders podcast, she joined Chris Rainey, CEO and co-founder of HRD Leaders, to discuss the first digital HR transformation she ever led, the lessons she learned, and how that experience shaped the rest of her career.
Recently, Twitter announced that its employees will be allowed to work from home for as long as they choose—not just until the lockdown restrictions lift. It isn’t the only company considering making its temporary work-from-home policy a more permanent fixture. Many that were once hesitant to offer remote work options for fear of dips in productivity and collaboration have seen firsthand that their workforces can thrive remotely. And after making the necessary investments to enable remote work at short notice, much of the infrastructure is already in place to extend this option for at least some employees in the long run.