We Did It! Certifications were earned, inspiration ignited, new products and services purchased, new reading materials acquired, t-shirts earned, new friendships forged and new employment opportunities extended.
Dear Friends, The 2015 SHRM Annual Conference has now concluded.
You can find my coverage of the event here:
Snap Shot (Day 1)
Knowledge (Day 2)
Inspiration (Day 3)
This was the best of the 8 SHRM conferences I have attended for a few reasons:
1. Speakers were informative and inspiring.
2. The Exhibitor Hall was light of Swag and heavy on meaningful conversation.
3. Attendees were purposeful in their networking and astoundingly positive.
4. The SHRM Staff and Volunteer Core did an AMAZING job with Meeting Logistics.
5. The SHRM Bookstore was full of relevant material.
6. The Smart Stage afforded snap shot insight from some of the best thinkers in the industry.
As we head home to share what we have learned, I feel compelled to advise the trends I see developing in HR!
Fewer Employee Recognition Vendors
In years past, companies thought that developing a platform, buying gift cards in bulk or reselling trophies would engage employees. The idea of copy catting legacy vendors to turn a quick buck has proven a failed strategy. In recent months we've seen Grass Roots cease US Operations and Achievers acquired by The Blackhawk Group.... hundreds of other Employee Recognition vendors have tried and failed to succeed in the industry.
Employee Engagement partnership requires:
1. A large group of smart, creative human beings seated all around the globe.
2. Technology that is scaled, integrated, protected, social, and mobile.
3. A robust choice of achievement mementos.
4. Consultants that design impactful initiatives specific to your workforce (and your workforce only).
5. The ability to measure with precise efficiency the Return on your program Investment (and to re-scale accordingly).
6. A variety of services ranging from:
a. Social platforms
b. Learning assistance complimented by e-learning technology
c. Meeting support
d. Analytics
e. Workforce consultation with real time measurement.
f. The ability to correlate Customer Satisfaction with Employee Engagement ratings.
g. Assistance in making re-sellers part of your organizational strategy.
h. To track and measure the excellence rating of EVERY employee.
The aforementioned is really difficult. It takes years of experience, a large workforce of diverse talents and Business CAPITAL that is constantly re-invested into improving the business.
The End of Dictatorships
The generations in the workforce are growing together and learning from one another in an effort to improve the work experience. Most organizations still consider the annual performance review part of their management process... it will not last. Advancements in technology have made it possible to measure and share employee progress in real time. The manager to employee relationship is now assisted by the socialization of each employee's progress report.
Baselines That Create Roadmaps
At #SHRM15 there were learning sessions filled with data that were boring and highly-energetic speakers that didn't make a single point.
The solution to our Engagement Crisis needs to start with hard data and well-designed initiatives. We must then use frequent face-to-face socialization of each employee's specific goals for success. Our leaders need to be interactive, vulnerable, personable and collaborative. Leadership is an act of servitude.
Technology is the starting point. Human Beings have to carry the torch into the workplace (with the willingness to get burned).
In summation:
- Only the truly excellent can execute HR Services Partnerships!
- Performance reviews as we know them WILL change drastically!
- Holacracy is coming... and it WILL work!
See you next year at #SHRM16 in our nation's capital.
Don't Forget to Remember!
Dave
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