For a long time, the only people familiar with Agile with an uppercase “A” were software developers. But over the past few years, the Agile methodology has made quite the splash, redefining project management and HR processes across a wide variety of industries. At a time when change happens fast and HR needs to be more nimble than ever before, Agile can provide a wealth of benefits to any company—but its design does require significant restructuring across teams. Before determining whether Agile is right for your HR team, it’s vital to first understand what it is, what the key concepts behind it are, and how it will impact the daily lives of your employees.
Employee engagement is top of mind for many organizations today. Realizing that their biggest assets are their employees, countless companies have scrambled to implement initiatives aimed at boosting workplace engagement in the hopes of improving retention. But despite these efforts, the average U.S. company is only running at 33% efficiency, according to Gallup research. On a global scale, the outlook is even bleaker. That same study found that just 15% of the world's workers are engaged and reaching their full potential in the workplace. This points to a major flaw in the system. Companies are pouring time and money into engagement programs, yet employees are still disengaged. So, what’s going wrong—and what can companies do to align their initiatives with what employees truly need to be successful?
The term “employee experience” is kind of a misnomer, isn’t it? It implies something singular—a walled-off experience that each individual employee goes through on their own. In actuality, the employee experience is much bigger than that. The average employee will interact with countless people and departments over the course of their lifecycle at your company, and each of those interactions feeds into their overall experience. But we don’t tend to think of it that way. Today, many HR departments try to boil the employee experience down to a series of boxes on a checklist, especially when it comes to onboarding. Ticking off each box is viewed as something that just has to be done, with no one really stopping to think about why it has to be done—or whether it could be done better.
Employees are the lifeblood of your organization. They keep the lights on and the wheels turning. So it’s no surprise that creating a good employee experience—one that keeps them satisfied, productive, and engaged—is a top priority for most businesses. After all, replacing an employee can cost anywhere from 50-200% of their salary, so there’s a major business case to be made for improving their day-to-day experience at work.
Emotional intelligence (EQ) has become one of the most talked-about skills to hire for over the past few years, and it’s easy to see why. There are countless benefits of emotional intelligence in the workplace, from being able to communicate more effectively to dealing with stress better. But one aspect of EQ that’s not talked about often enough is its role in effective management. The truth is, EQ is a determining factor in a manager’s ability to successfully lead their team. And while some people are naturally more emotionally intelligent than others, anyone can enhance and supplement their EQ skills with a little help from modern technology. Here’s why this strategy is worth considering: