Technology is a tool to solve the business vision. Start by asking why you are doing this. If the discussion is about features and costs, then the project is about cost saving and not employee experience. Ask yourself what are you trying to achieve. Why are you doing this. Having that clarity within the sponsor team or CEO/CHRO is a good sign.
If you want to, for example, run a half marathon, you have to train for it. That would mean finding time to train every day. This, in turn, will demand a change in your lifestyle. It may need you to pay attention to what you eat and drink, when you sleep, and how you make space for the new dream you have.
Almost a decade ago Starbucks branded itself as the “third space” after office and home, where work happened. As the nature of work, working and workers have all changed, a fourth space has emerged. Co-working spaces get people from large organizations, small and medium enterprises and the solo workers. The solo worker could be the lone employee of a company or a gig worker who connects to the world on his or her mobile. This may also be triggered by the millennials who enjoy connecting and sharing their life in the virtual world. The co-working spaces give them a chance to do so in the work setting as well. Co-working is more than a working space. It is a place to not be lonely...
Medha works in the first stage to build the self-confidence of students. This is done by helping them build their sift skills like public speaking, working in teams, negotiating and influencing others. These are all vital skills that every employer looks for. The next phase is where Medha builds the digital literacy among the students. In the final stage, the Medha volunteers coach the students on how to appear for job interviews, how to write a resume and also help them find internships.
Ever noticed how in most organizations the leaders rarely join workshops and training events. They will sit at the back, doing their email. That signals to the team that they do not need to learn all this, but they are joining the workshop just to encourage the team. This is patronizing and tells the participants, the new ideas will not be implemented because the leaders have not accepted their own need to learn and accept new ideas.Even now, in most organizations, the learning opportunities are segmented by hierarchy rather than learning needs. The seniors feel embarrassed to attend the same workshop that their team members are attending. It’s a sign of an antiquated mindset when leaders project themselves to be “beyond learning”. They will not be the role models employees need to stay curious and humble — two qualities that help a person to learn.
If you want to be an Algorithm Mechanic for a bank, who will tweak the logic behind algorithms, you will need “skills in risk management, service design, and financial literacy, rather than technological proficiency.” Problems are becoming too complex to be solved by one individual or one discipline. That may provide a clue to what can trigger "hot streaks" in any career - especially in a world of algorithms.
Work, Working, and Workers are all changing. If we look at work, it is severely impacted by machines; when you look at the nature of jobs, there’s a huge amount of upscaling; the where, how and what of working are also changing; who is a worker has also changed – gig workers, digital migrants. Everything is getting reconfigured now. So must HR.
As the workers get more connected in their life outside the organization, they get used to better apps, faster connectivity and delightful experience. Most of the apps where the people spend time like Facebook, Instagram, Snapchat etc have been designed by the best User Experience designers of the world. Coming into the workplace can feel like a serious downgrade...
