Video and voice are engaging the new learner. Businesses have to create content that is interesting. If it is not interesting, the content is not consumed. There is a 270% growth in voice queries (YoY) in India. Nine out of every 10 new internet users in the country will likely be an Indian language speaker. These trends have three sharp implications for organizations...
Most organizations aim to get the implementation right. That takes up the customers mindshare. What is often missed is the employees’ adoption. What can the company do to get the employee to log in? Some employers hold training sessions to get users comfortable with the new software. There is another reason that drives adoption by the employees. The flaw I believe lies in the assumption that underlies the design. Most HR systems get designed keeping the employer’s needs in mind. The employee is never the kept at the center. This is when you must ask a question...
One look at Zuckerberg’s testimony before the European Parliament shows how powerless the lawmakers are because they do not understand how modern media works. The US senators were not much better when it came to questioning Zuckerberg. The lawmakers pose for selfies and photos with the very person they intend to grill. Part of the problem was the clear ignorance, if not befuddlement, in the face of technology displayed by most of the senators, many of whom are of a ripe vintage. At times Zuckerberg resembled the polite teenager who visits his grandparents, only to spend the afternoon showing them how to turn on the wifi.
When people put up videos that are slickly edited to leave out flaws and pauses, they convince us that they are not being authentic. It is your flaws – not your perfect self that makes you trustworthy.
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.
We tend to view the ability to speak as a sign of leadership potential. What about the ability to listen? This quote by Dalai Lama puts it perfectly. If you want to learn something new, then here is the one thing you must start doing ...
The experiments in “growth mindset” were primarily done on children in the beginning and it was observed that intelligence does change in children and fluctuates the most during adolescence and then stabilizes. So just wishing for it to increase is not going to make it happen. Think of intelligence as the processor in a computer. Having a faster processor makes the programs load faster.
Look around and see how much has changed about work and the worker. It is a clear signal that we need to redesign HR. So drop the assumptions of rational human beings. Maybe we will call it Behavioral HR. Google already has taken a lead in this space by starting a lab called Irrational Lab. Maybe it is time for all organizations to start one too where HR will remove outdated policies and replace them with ones that assume people do not make rational choices (mostly).
To reimagine the workplace as an experience, one needs to understand the new media. Whether it is AR or VR or Mixed Reality or Holograms or even podcasts, there is lots to choose from. For that the HR teams will need to learn enough about the new media and then layer it with their imagination and creativity to create the experiences. The workplace needs to be a deeper digital experience and instant access to information is one way to create that. The HR teams must work with people who understand web design, user interface design, video production, data visualisation and of course, content creation.
