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I recently came across a powerful quote: “Talented people need organizations less than organizations need talented people.”
Upon reading those words from Daniel Pink – a bestselling author and behavioral science magician – I was struck by the realization that this statement has never been truer.
The reality is that human resources has never been more essential for business success than it is today. Virtually all business leaders would agree that without nimble, adaptive and transparent people-centric practices and experiences, odds are slim of driving a successful business and culture, propelled by smart, engaged employees.
But in today’s hyper-connected, constantly-changing world, achieving human excellence is challenging. In my experience, the following three practices are key ingredients around which a winning HR plan must be built.
1. Experiences Matter
The great poet Maya Angelou once said, “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Experience as defined by Webster is something personally encountered, undergone, or lived through. It is this memorable impact captured through an employees’ experience combined with culture which is so vital to an organization. To illustrate the point, I’d compare the inner workings to that of a classic car: An organization’s product (the “body”), the business model (the “engine”), and culture (“the fuel”). Culture is what makes the engine run. Without it, you’ll go nowhere. Tainted, it will corrode your engine.
In our connected world, employees expect a consumer-grade experience with access to relevant people and information anytime, anywhere and in any way. This ease-of-use and real-time relevancy enabled by a company’s smart tools and services have a profound impact on performance, engagement and loyalty culminating in a desirable experience.
These experiences are cherished by candidates, employees...