Over the past five weeks, jobless claims have totaled more than 26 million and that number might grow. We simply don’t know. What we do know is that our employees didn’t create this situation. If organizations are planning to lay off staff, it should be done with respect. That means creating an offboarding experience that gives employees the information they need and dignity they deserve.
In a short period, COVID-19 has changed the way many organizations conduct business. And possibly, it’s changing the way we’ve previously viewed meetings. In the past, we might have dreaded those long afternoon meetings in the conference room. Now that many of us are working from home, it’s possible we’re longing for those days again. (Well, maybe only a little bit. It’s also important to maintain a sense of humor during times like these.)
Many articles are written about organizational change. But when the business changes, so does HR. The change might be big or maybe small. But HR changes. Today, instead of talking about how companies manage change, let’s talk about how HR departments manage change (while their company is in transition). Just like individual change isn’t the same as organizational change, department change isn’t always the same as organizational change. Changes that benefit the organization can change the way a department operates. Here are two examples:
Many articles make the connection between business success and innovation. And it’s true, businesses need to innovate to survive. But innovation isn’t always a grand moment of inspiration with a unique idea. In many situations, innovation is the result of several small incremental changes. This classic Harvard Business Review article outlines seven different sources of innovation. It highlights that innovation is about continuous improvement.
We are all subject to processes in our personal and professional lives. It might be completing a form or following a series of steps. The great thing about today’s technology is that it provides the foundation for an intuitive and consistent process. An example would be using our smartphones to make a bank deposit. The app walks us through the proper steps and the results are what we expect.
In the first part of this series, we talked about how organizations need to define what talent means to them and how that definition impacts the employer-employee relationship. Organizations need to create cultures that will support the new employee-employer relationship. It also impacts the role of human resources.
The Global Innovation Index ranks the innovation performance of 128 countries and economies around the world, based on 82 indicators. Switzerland, Sweden, the United Kingdom, Finland, Singapore, and the United States lead the 2016 rankings of the world’s most innovative economies.