In the world of HR and People Operations, there’s never a shortage of progress to be made when it comes to finding a better way. Continuous Process Improvement through agile and Kaizen methodologies are the way of the world today, and as we constantly design for a better employee experience, it’s no wonder it feels like the end is just the beginning in any given project. So, with all that has to be done—how do you decide where to begin?
As a manager for more than 20 years, I've received plenty of feedback about my performance in that role. Some of it was positive, but most of what I remember coming from the people I managed focused on how I needed to be better. I remember early in my career when a woman I managed looked me in the eye and said, “You’ve been a real a-hole lately.” It was a harsh bit of feedback but she was right. I wish I could say that I immediately responded appropriately. Looking back, I’m pretty confident I didn’t—at least not right away.
It’s no secret that remote work is the new norm. In the U.S., the number of telecommuters increased by 159% between 2005 and 2017, and by 2018, 70% of professionals around the world were working remotely at least once a week. This isn’t just good for employees, making it easier for them to avoid lengthy commutes and achieve a healthy work-life balance. Businesses reap the benefits, too: companies that allow remote work experience 25% less turnover than those that don’t—and report higher productivity and lower overhead costs. Yet despite employees pushing for remote work options and employers growing increasingly comfortable with offering them, there are potential downsides that companies must be ready to combat. For one thing, employees say that loneliness is the second biggest challenge of working remotely, with collaboration and communication coming in third. And when issues like this arise, 40% of remote workers say they never or almost never seek out the help of HR.
The workplace is quickly evolving and the HR function at Groupe Rocher, an international cosmetics and beauty company, is having no problem keeping up. Groupe Rocher wanted to provide a more modern employee experience so they looked to PeopleDoc’s HR Service Delivery platform to transform their processes. In the video below, hear from Daniel Gottselig, Director, Compensation & Benefits/Integration HR Group, Groupe Rocher, on why he chose PeopleDoc and how the platform is creating productivity gains for HR and ease for employees.
One of the reasons I’ve always loved employee surveys is the potential effect the results can have on leaders. In some cases, a survey is the first time a leader truly hears and considers the perspective of employees. It can truly change their mindset and view of the organization. Notice, I said “potential effect.” The kind of impact I describe is only possible when those leaders are committed to and care about hearing the employees’ feedback. If you’re reading this post, you’ve probably had many experiences where that simply wasn’t the case.
Studies repeatedly show that one of the greatest factors in employee disengagement is employees feeling like they aren’t being given enough opportunities for professional growth and advancement—or enough recognition. With 85% of employees disengaged at work, now more than ever, it’s vital that HR departments take steps to really understand what their employees are thinking, saying, and feeling. That requires data. And to gather and understand that data, many forward-thinking HR teams are turning to employee surveys with built-in AI tools to analyze the true meaning behind their words. Whether you call it employee sentiment analysis, opinion mining, or something else entirely, one thing is clear—this approach is more than just a buzzword. In fact, it might just be the answer to the employee engagement problem.
An organizational transformation can be quite complicated and take many years to accomplish. Finding the right balance of change effectiveness and impact is tricky but essential to successful transformations. The first question many organizations ask is, “where do we start?”