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Building a World-Class Workforce #TChat Preview + Video

(Editorial Note: Want to read the RECAP of this week’s #TChat events? See “HR: What Are You Waiting For?)

Change. We all feel it. It’s become a relentless business reality — and the pace just continues to accelerate.

Now, however, the structure of work itself is changing. This means HR processes and programs are also shifting in fundamental ways.

The evidence is all around us. HR organizations are becoming flatter, more flexible and more agile — as we discussed several weeks ago when exploring “Talent in the Cloud.” And increasingly, talent strategies are driven by insights from relevant research and data analysis.

What does this suggest for the next chapter on the human resources management front? What issues and opportunities should be foremost on HR practitioners’ minds?

These are the questions that the HRO Today Forum will tackle in Philadelphia, April 30-May 2. And that’s what we’ll also discuss throughout the coming week in the TalentCulture community.

#TChat Sneak Peek Video

Leading the #TChat conversation this week is HR trendspotter, Elliot Clark, CEO & Chairman of SharedXpertise, creator of the HRO Today Forum and publisher of HRO Today and other specialized publications for business professionals.

I spoke with Elliot in a Google+ Hangout, to learn what is foremost on his mind, and what’s on the agenda for the HRO Today conference. Interestingly, there are ties to last week’s #TChat focus on the generational stereotypes in today’s workplace. Watch the video now:

#TChat Events: Building a World-Class Workforce

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Tune into #TChat Radio – Live on Tuesday or on-demand after

Join us this week, as our TalentCulture community examines what it means to create and sustain a world-class workforce:

#TChat Radio — Tuesday, April 16 at 7:30pmET / 4:30pmPT  Elliot joins hosts Kevin W. Grossman and Meghan M. Biro to tackle key issues facing today’s HR practitioners, and how data is increasingly being used to shape talent planning, acquisition and management.

#TChat Twitter – Wednesday,  April 17 at 7pm ET / 4pm PT  Everyone is welcome to join our open, online Twitter forum, as talent-minded professionals exchange ideas in real-time about these key questions:

Q1:  What are the primary elements of today’s world-class workforce? Why?
Q2:  Can gamification really help us recruit, engage and retain employees? Why/why not?
Q3:  The contingent workforce continues to grow; how can companies truly integrate with FT employment?
Q4:  Why are manager and employee self-service technologies so important to the enterprise?
Q5:  Will mobile workforce communication/collaboration circumvent other forms? Why/why not?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Age at Work: Moving Beyond Birthdays

“How old are you?”

What do you feel, think, and say when you hear that question in the workplace? Do you suddenly get tense, wondering how others will perceive your answer? You’re not alone.

No matter when you were born or what kind of upbringing you’ve had, you’ve likely dealt with some sort of label. And regardless of the situation, we can all agree that no one likes to be unfairly stereotyped. Despite attempts by organizational leaders and HR to reduce discrimination and adversity, it still lingers in some forms. Not surprisingly, age-related stereotyping is on the rise, now that more organizations have a multigenerational workforce.

Generational Generalizations

As recent studies illustrate, every generation is affected by damaging biases. For example, do profiles like this sound familiar?

  • Baby Boomers = materialistic, technologically illiterate micro-managers
  • Generation Xers = cynical, disloyal and skeptical of authority
  • Generation Y “Millennials” = lazy, entitled and self-serving

Although these generalizations may have emerged for a reason, why should we assume that they are widely applicable or even relevant? Perhaps some high-profile individuals have displayed these characteristics, but their actions shouldn’t be the basis for defining a whole generation.

The Price of Stereotypes

More often than not, typecasting like this comes from lack of awareness, communication or understanding. It’s important to identify this issue quickly and bridge the gap, before it destroys our talent pools. Otherwise, organizations are at risk of missing out on the strongest talent — internally or externally.

What Can Individuals Do?

As I continue to progress in my career and become more involved in networking opportunities, I make it a point to avoid conversation about my age. Quite frankly, it’s not important. And, as a Millennial, the last thing I want others to do is marginalize my capabilities upfront. I don’t want them to presume I am a lazy or cynical person — I want them to evaluate me for my skills, abilities, goals and accomplishments. Isn’t that how it should be?

The workplace is rapidly developing into a collaborative environment, where everyone is expected to step up and contribute toward common goals. To do this effectively, employees must avoid animosity toward one another that starts with preconceived notions about age. We need to let go of misplaced biases and instead focus on the thing that matters — an individual’s capacity to contribute something valuable to the team and to the organization.

I look forward to engaging the TalentCulture community in a dialogue about this topic — not just at this week’s #TChat Twitter forum, but beyond. It’s important to every one of us. So, I ask you to consider one simple question:

How are you creating a “no labels” workplace?

(Editor’s Note: Want to hear more from Ashley? She was a featured guest last night on #TChat Radio “The No Labels Workforce.” Listen on-demand, anytime. She also moderated #TChat Twitter this week. To read the full recap of this week’s events, see “The Best-of-All-Ages Workplace #TChat Recap”)

Image Credit: Pixabay

Clouding: Can it Cross the Job Chasm? #TChat Recap

“See the lonely man on the corner.
What he’s waiting for, I don’t know.
But he waits everyday now.
He’s just waiting for something to show.”
–Genesis

Contract Work Wears Many Faces

They wait on street corners and in parking lots, flanking big box home improvement stores and local hardware stores. They cluster in groups to keep one another company, hoping together for better opportunities ahead. They keep their distance from the entrances, waving their hands low or snapping their chins back in earnest as cars pull up and in to park. They smile hopefully and wait for a sign that work awaits in your front yard, around your house, at your construction site or at your business office.

We call them “day laborers.” They’re mostly men, who may also be illegal immigrants. They have low-wage skills and are willing to toil in high-risk work environments for cash on an “as needed” basis. (This assumes that they will actually be paid at the end of the day, but there are no guarantees.)

I’ve never hired one of these workers myself. However, I know others who have, and who’ve thankfully paid them for their labor.

Talent Supply Meets Demand: Old School

What does this have to do with TalentCulture? Actually, in many ways, the classic “day labor” model is starting to seem closer than ever to a professional career path.

This week in #TChat forums we’ve been talking about on-demand talent, the rise of the contingent workforce, Humans as a Service (HuaaS) and talent “clouding.” It’s been a fascinating ride; however we’ve focused primarily on how it applies to specialized skills and talent, including business services, marketing and IT — and how this approach can help companies reduce fixed costs associated with headcount. It’s considered edgy — and it’s supported by emerging technologies and innovative business practices.

But there’s another world of work that operates in parallel each day. The one defined by low-wages, high risk and physical labor. Its an on-demand labor market that has become commoditized over thousands of years. Yardwork. Household maintenance and repair. Household chores. Cash and carry.

Can you perform these tasks well? Some of us are handy with DIY projects, but don’t ask me to install a sprinkler system (found a friend to help with that one) or clean my rain gutters (my lovely wife forbids me to climb ladders). Could you fix your own plumbing or electrical systems? Not me — although I did install a dimmer switch once with great pride (and a fair share of sweat and cursing).

Talent Supply Meets Demand: A New View?

While powerful new talent software platforms and freelance online clearinghouses now help us manage today’s on-demand, fluid “professional” workforce, let’s not forget that we’ve been clouding humans for a long, long time. But if we’ve learned anything from history — especially with more recent worker protections and employment laws — we should be mindful that this new world of specialized project work could eventually be commoditized — and not for the better.

Yes, the economics will fluctuate with supply and demand, and business will find efficiency in digital pathways to just-in-time talent. Yes, many are choosing to offer their talent independently — not because they must, but because they prefer operating as free agents. But many others are not so comfortable in that zone.

For now, those who have the skills, the savvy, and the determination to package and promote themselves professionally will help drive their own opportunities, while the corporate world rethinks vendor management.

I just hope that this kind of talent clouding doesn’t arrive on my corner anytime soon.

#TChat Week-in-Review: “Cloud Talent” Guests

Because “Talent as a Service” is a new and complex concept, we invited two experts in HR innovation to inform and guide this week’s discussion:

Also, by popular demand, we’ve captured below links to the week’s various activities and resources, to help you easily find, review and share information now and in the future. We look forward to hearing from you early and often as the conversation continues to evolve within the World of Work.

#TChat “Cloud Talent” Resource Links

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See the guest videos on Tim McDonald’s post now…

SAT 3/30  “Sneak Peek” videos: In bite-sized interviews with our community manager, Tim McDonald, both Richie Etwaru and Jason Averbook weighed in with a definition of “Talent as a Service.”

SUN 3/31  “Will Leaders Embrace Talent in a Cloud?” TalentCulture CEO, Meghan M. Biro, offered her perspective and advice in her weekly Forbes.com column.

MON 4/1  #TChat Weekly Preview  “Cloud Talent: Gaining Ground?” outlined the week’s premise and core questions.

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Listen to the #TChat Radio show recording now…

TUE 4/2  #TChat Radio Show  Both Jason and Richie joined our radio hosts to clarify the business issues and opportunities associated with talent “clouding” strategies. It’s a fascinating 30-minute session for anyone interested workforce trends and their impact on global business management, as well as individual careers.

WED 4/3  #TChat Twitter  Jason and Richie returned — this time to connect directly with the TalentCulture tribe live on the Twitter — for a dynamic discussion about the realities and possibilities of “clouding” as a talent strategy. See highlights from the conversation in the slideshow below…

#TChat Twitter Highlights Slideshow: Cloud Talent: Gaining Ground?

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Closing Notes & What’s Ahead

SPECIAL THANKS: Again, thanks to Jason Averbook, and Richie Etwaru, for contributing your time and expertise to help inform and inspire our community. We look forward to continued dialogue with you both on “talent clouding” and other World of Work topics.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about “humans as a service” or related issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we shift gears to consider how to understand and move beyond workplace stereotypes, with guest experts John Wilson, Founder and CEO of WilsonHCG, and Ashley Lauren Perez, a WilsonHCG Sourcing Specialist and highly regarded HR blogger.

Until then, we’ll continue the World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned blog/community website. The lights are always on at TalentCulture, and your ideas and opinions are always welcome.

We’ll see you on the stream!

Image credit: Pixabay

Cloud Talent: Gaining Ground? #TChat Preview

(Editorial Note: Want to read the RECAP of this week’s events? See “Clouding: Can it Cross the Job Chasm? #TChat Recap”)

Over the past decade, the concept of Software as a Service (SaaS) has transformed the way we work, learn and live. Individuals and organizations, alike, have welcomed the convenience, flexibility and efficiency of on-demand applications – delivered from “the cloud” over digital networks.

Not surprisingly, business strategists now wonder how this “cloud” model can transform other aspects of business management. And in the World of Work community, we wonder — can this “on demand” model be extended effectively to human resources? How?

#TChat Focus Topic: Talent as a Service

First, let’s be sure we’re on the same page. What exactly do we mean by “Talent as a Service” (TaaS)? As I explained yesterday in a Forbes.com post, “Will Leaders Embrace Talent in a Cloud?” think of it essentially as recruiting on an as-needed basis from a cloud-based talent pool.

Of course, this already happens, as contingent workers are sourced for temporary assignments and projects via online freelance clearinghouses and similar services. But I can’t help wondering if this approach will scale effectively and efficiently for the global enterprise, as well as smaller companies and consultants? What does this mean for professional skills development and knowledge sharing? And what are the implications for  corporate cultures, everywhere?

#TChat Guests

Some of the most innovative minds in human capital management and cloud technology are now focused on these questions. And I’m thrilled to say that two of those experts are joining the TalentCulture Community this week!

As we revealed along with their “sneak peek” videos last weekend, we are welcoming two brilliant guests:

I expect a week filled with both future-thinking predictions, as well as actionable advice. And I’m sure that this is only the start of a conversation that will continue to resonate with our community for a long time to come! Join us for this week’s events, and let’s talk about the possibilities!

TChatRadio_logo_020813#TChat Radio

#TChat Radio — Tuesday, April 2 at 7:30pmET (4:30pmPT)

Both Jason and Richie will join Kevin Grossman and me to tackle key issues that come with “clouding” strategies.

#TChat Twitter

#TChat Twitter – Wednesday,  April 3 at 7pm ET / 4pm PT.

Join our weekly online forum, and share your thoughts with others about these key questions:

Q1: Do you think that “Human as a Service” models will really take hold? Why or why not?
Q2: How can the process of “clouding humans” create competitive advantage for business?
Q3: Could “clouding” humans be immoral? Unethical? Do you see HR compliance issues?
Q4: What processes should business leaders put in place to scale true on-demand talent, globally?
Q5: What kinds of HR technology requirements will facilitate on-demand talent now? In the future?

Want to see more about this week’s topic? Read Richie Etwaru’s blog post, “Go Beyond Everything as a Service.” Or see the “sneak peek” blog post from TalentCulture community manager, Tim McDonald, where both of our guests offer quick video definitions of “Humans as a Service” concept.

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Image credit: Pixabay

Humans as a Service: Sneak Peek Videos

Software as a Service (SaaS). It’s no longer a new concept in the world of work. But have you heard of the new variation on that term — Humans as a Service? What is this really about? How and when will it gain traction? And what does it mean for professionals who focus on the “people” side of business?

This is what human capital innovation experts Jason Averbook, and Richie Etwaru will explore with the TalentCulture community throughout the coming week. Both of our guests bring a unique perspective to the discussion, as you can see in their “sneak peek” videos below.

Take a look. What do you think of this concept? We hope you’ll join us at #TChat forums throughout the week and voice your questions, concerns and ideas.

Economy Shifts From “Buying” to “Subscribing”

Jason Averbook, Chief Business Innovation Officer at Appirio, sees Humans as a Service as a logical next step in the shift from a “buy” to a “subscription” economy:

Looking at “Cloud” as Both a Noun and a Verb

Richie Etwaru, Group VP of Cloud and Digital Innovation at Cegedim Relationship Management, sees no boundaries as business moves toward “everything” as a service:

Join us at #TChat events this week, and let’s explore the potential of “Humans as a Service” together:

NOTE: If you don’t see the videos above in this post, you can watch them on YouTube:

HR on the High Road in DC: #TChat Recap

Washington, DC. Our nation’s capitol. What better place to discuss the intersection of business leadership, HR and public policy? It’s the venue for this week’s Society of Human Resource Management Leadership conference (#SHRMLead). And it was the backdrop for yesterday’s dynamic #TChat session, as Illinois SHRM Director, @Donna Rogers, moderated the discussion with polish and panache.

(Speaking of panache, did ya get a peek at #SHRM’s hottest swag? Check the “Ask me about #TChat” bling that the leadership conference crew is rockin this week, thanks to Donna. We like that style!)

But of course, this week’s session went way beyond the buttons.

(To see highlights from the #TChat session, watch the Storify slideshow at the end of this post.)

Tackling Today’s Toughest Topics

Anytime the relationship between business and government is on the table, it sparks passionate opinions from all sides. And this #TChat was no different.

Although there were plenty of lighthearted moments, participants were engaged and the flow was intense. But yesterday’s discussion was different from many “business/government” forums I’ve encountered – especially on social media. This session was actually constructive. The ideas were grounded and realistic. Moreover, the tone was respectful. Despite diverse viewpoints, there were no snarky “gotchas.” No dismissive “know-it-all” comments. No locked-down partisanship on display.

A Lesson for Lawmakers?

Actually, that’s why I consider #TChat such a useful resource. Each week, hundreds of professionals who are deeply interested in the human side of business gather to focus on a single topic that affects us all. Everyone brings “A-game” ideas to share – and the loosely structured virtual environment makes crowdsourcing an efficient and exhilarating experience.

Logo for Society of Human Resources Management (SHRM)It’s not about intense “win/lose” debate. And it’s not about steering everyone toward the same conclusions. Rather, it’s about creating a forum for knowledge sharing that honors plurality of thought. The process is the goal. It’s a model for corporate collaboration. But more important, it’s a laboratory for collective virtual learning. No one has all the answers. But together, we have an opportunity to improve everyone’s game.

It makes me wonder – how much could our nation’s policy makers accomplish, if they embraced the #TChat model as a framework for brainstorming and problem solving?

Hopefully, enlightened organizations like #SHRM can influence the nature of policy dialogue, and show Washington the way! It could happen – even only on a limited scale. In the meantime, we can continue to demonstrate how these new forms of communication can make a difference. What’s more, we can continue to share the #TChat concept with others. If we don’t do it, who will?

To quote one of last night’s participants, Michael Clark at @ReCenterMoment:

Revolutions are always created and sustained by people, not policy.”

We, the people. We, the #TChat people. It’s our revolution. Let’s own it!

#  #  #

NOTE: For highlights from yesterday’s business/HR/government #TChat session, see the Storify slideshow at the end of this post.

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Closing Notes & Highlights Slideshow

SPECIAL THANKS to this week’s guest moderator, Donna Rogers (@Donna Rogers), HR Management & Development Consultant, and Director of Illinois Society for Human Resource Management. She’s a strong advocate of TalentCulture and #TChat, whose tireless support has helped our community thrive.

Did you miss the #TChat preview? Go here.

NOTE TO BLOGGERS: If this #TChat session inspired you to write about business/HR/public policy issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community, with many ideas worth sharing. Let’s capture as many of them as possible.

WHAT’S AHEAD: No #TChat next week – Happy Thanksgiving! But be sure to mark your calendar now for our special 2nd-Anniversary “double feature” event, the following week! On Wednesday November 28, at 7-8pm ET, we’ll celebrate by looking at how #TChat has helped some of our best-known participants. And the day prior (Tuesday, November 27) we’ll showcase some of those community members on a live Radio #TChat show. It promises to be a week filled with great memories and glimpses of the road ahead. Look for the preview early next week via @TalentCulture and #TChat. Thanks!

Image Credit: Matt Tillett via Flickr

#TChat INSIGHTS Slide Show: Business Leadership, HR & Public Policy

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#TChat INSIGHTS: TalentCulture Goes to Washington

Storified by TalentCulture · Thu, Nov 15 2012 07:25:55

Some of the rowdiest #TChatters in the room #TChat http://pic.twitter.com/Q0dR8V4DDonnaRogersHR
@MeghanMBiro I am at the celtics game with hall of fame legend Bob Cousy – #tchat http://pic.twitter.com/x5VweLdbValaAfshar
I’m so excited. Hello all from #yyj Canada :) #TChat http://pic.twitter.com/MBO2LrbsSocialMediaSean
Dog stole my solo cup again…guess I’ll have to join the #tchat party without it. http://pic.twitter.com/nXpcAejpSusanMazza
Drink 2 is a KNOCKOUT punch! #TChat http://pic.twitter.com/CzCbHFk0DonnaRogersHR
#SHRMlead look for Cindy – she will tell you where we are at National Pastimes Bar on the lower level #tchat http://pic.twitter.com/hxGRLwnIDonnaRogersHR
If you are at #SHRMLead join us for #Tchat in the NAtional Pastime lounge (ask for us) http://twitpic.com/bd9bnlDaveTheHRCzar
Here we go! Button delivery prep for #TChat http://pic.twitter.com/afTuOReCDonnaRogersHR
Q1: In what ways is public policy shaping the future of the workplace – for better or worse? #TChat #tchatDonna Rogers, SPHR
A1) Here’s the crux of it: Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #TChatJonathan Kreindler
A1: Public policy needs to level the playing field when competition won’t solve problems of public interest #tchatGreg Marcus
A1: Public policy should address urgent prob>deteriorating environment, ageing population, jobless youth, mental health, innovation #tchatIrene Becker
A1. Healthcare Reform (& specifically health exchanges) may support more people abandoning trad jobs 4 contracting & freelance work. #tchatBob Lehto
A1. USA is only country in world that’s always debating value of education, training and development. #tchatMichael Clark
A1: Public policy in Cda, Australia and Chile has led to innovation in terms of welcoming entrepreneurs and innovators building biz #tchatIrene Becker
A1. companies/orgs/business isn’t black and white anymore. policy needs to think about the gray areas and non-traditionals #tchatAshley Lauren Perez
A1 Some of us HR folk hate to hear about a new piece of legislation, but it wouldn’t be-if businesses did the right thing. #TChatJanine Truitt
A1. Determine relatively collective values, find leadership, align public policies, improve life for as many as possible. #tchatMichael Clark
A1: There has to be accountability and public policy has to not only further and protect the rights of employees but further biz #tchatIrene Becker
A1. I agree that education must adapt to better support Tomorrow’s workforce. #tchatBob Lehto
A1: Latest surveys say the French are the most productive per hour and they have the shortest wk day and longest vacations. #tchatIrene Becker
A1. Too many contradictions in public policy: work harder for less, maximum uncertainty, support children in high-stakes testing… #tchatMichael Clark
A1: policy assumes work = job — what about for those of us who don’t have a traditional job? our numbers are growing rapidly #tchatSusan Mazza
A1 – Public policies > regulations & accountability. That’s the good news, bad news. #tchatAnne Messenger
A1. i think it can help for protection purposes but i think it also can be really annoying when it comes to innovation/progression #tchatAshley Lauren Perez
A1 Regional policies affect regional economies and opportunities; businesses will choose communities that fit best. #tchatStephen Abbott
A1. A prominent university executive told me, “You would laugh out loud if you saw our operating budget.” #tchatMichael Clark
A1: It seems that public policy makers ignore the fact that they are creating a competitive disadvantage for US business. #TchatJohn R. Bell
A1) impact of Obamacare (both real and perceived consequences) will influence what small bus owners do #tchatRich Grant
A1 At the state level, public policy can provide an employer friendly landscape to do business or not. #tchatShawn LaCroix
A1: In Canada small business does not have to adhere to the same scrutiny at all as mid size and large biz #tchatIrene Becker
A1 Public policy is needed because business does not do the right thing voluntarily! e.g. people treatment! #TChatIan Welsh
A1: Public policy began with all good intentions. Protect rights, prevent abuse. But has it become a bloated regulatory bureaucracy? #tchatMark Salke
YES @ToddNoebel: A1. Public policy impacts benefits, investments, innovation investments, hiring HR should insert & help shape #TchatMeghan M. Biro
A1: One disturbing aspect of public policy is over-regulation. <= not political, but constantly changing. #TChatTom Bolt
A1. K-20 education funding and programs are decimated while record numbers of people are seeking education and training. #tchatMichael Clark
A1: Keeping up on new policies for smaller businesses can be a challenge. I hear: “Not sure if this impacts us” #tchatAlli Polin
A1. People say to me, “Do we have to throw more $$$ at education!” I say, “YES!!!” #tchatMichael Clark
A1. Fully developed talent will awaken our economy and save our planet. #tchatMichael Clark
A1. Public policy impacts benefits, capital investments, innovation investments, hiring and more. HR should insert & help shape #TchatTodd Noebel
A1: Public policy process is too slow to effect or shape the workplace. #TChatRobert Rojo
A1 Public policy provides guidance on the administration of HR. Keeps us in check whether we like it or not #TChatJanine Truitt
A1) improved technology infrastructure-big impact in Maine. Upside – more broadband in rural areas Down-too many call ctr jobs #tchatRich Grant
A1: Oh, boy, already we’re in deep waters. #tchatAnne Messenger
A1: The infamous fiscal cliff will continue economic uncertainty… job uncertainty. Huge impact on incoming #20somethings. #TChatJon M
A1. We are underfunding, over-regulating and deemphasizing education. #tchatMichael Clark
A1: Lawsuit/ allegations that have come as a result of ridiculous public policy will challenge SMB’s who have everything to lose #tchatJobsite.com
A1 provides accountability and consequences for violations EEO, FLSA etc #tchatShawn LaCroix
A1. Public Policy also drives educational trends which translates into the supply side of graduates #Tchat #SHRMLeadDave Ryan, SPHR
A1: The more open, yields more business. The more closed sends business elsewhere. #tchatRob McGahen
A1: Too many are now hiring less FT which impacts engagement, and in some cases level of talent #tchatAlli Polin
A1: Don’t we already have enough public policy in the workplace? #tchatRayanne
A1: I’m gonna say for the better, and yet we haven’t gone far enough yet (more JOBS Act, please). Keep it civil, kids. #tchatKevin W. Grossman
A1: Sadly, public policies, like Obamacare may break already struggling companies with 50 or more employees. #tchatJobsite.com
True!! We need communication >> @CASUDI: A1 Can Public Policy really know & understand what is going on the workplace? #TChatMeghan M. Biro
A1: Some public policy is leading to more telecommuting. #TCHatBrent Skinner
A1: #Leaders #HR must be accountable for PUBLIC Policy – Actions speak. #SHRMLead #TChatMeghan M. Biro
A1. To understand impact of public policy on future of workplace, we have to start with K-12 education. #tchatMichael Clark
A1: I’m not using the O word…healthcare reform. #tchatKathy Herndon, GPHR
A1 Can Public Policy really know & understand what is going on the workplace? #tchatCASUDI
A1: Public policies like 1938 #FLSA limits #HR’s ability to design innovative, 21st century #workflex strategies for orgs #Tchat #shrmleadLisa Horn
A1: This would require legislation actually being passed by Congress, for improvements to happen, right? #tchatRob McGahen
A1 Through tax incentives & Credits. #TChat #SHRMLeadDave Ryan, SPHR
Q2: Why and how can HR and leaders stay ahead of regulations — to benefit organizational stakeholders? #tchatDonna Rogers, SPHR
A2. I truly believe #communities like this are creating significant positive change. #tchatMichael Clark
A2. Public policy creation must be done by people that see and comprehend big picture and single individual. #tchatMichael Clark
A2. How many people shaping public policy know K-20 education AND large, medium, small business organizations? #tchatMichael Clark
A2: it seems that legistlation continues to pit employees against business and vice versa – how do we change that? #tchatSusan Mazza
A2 Legislators have to focus on what is needed by society, not what business wants! #TChatIan Welsh
A2: Before we accept potential (new) policies we have to understand them to be able to intelligently advocate for change #tchatAlli Polin
A2. The revolution’s always created and sustained by people, not policy. #tchatMichael Clark
A2. if hr doesn’t stand up, they’ll lose talent. many people are starting their own ventures to break out of restrictions from policy #tchatAshley Lauren Perez
A2 Common sense has gotten away from HR. In many cases we are playing a popularity contest that doesn’t favor the employee. Bad Biz! #TChatJanine Truitt
A2 Creativity is not going to happen in oppressive unregulated business environments! #TChatIan Welsh
A2. I’m seeing more and more “entrepreneurial” jobs within world of work in business and education. #tchatMichael Clark
A2: HR perspective vital in regulatory process.#SHRM Gvt Affairs always looking for input. #tchat #SHRMLEADKathleen Coulombe
A2 – Definition of “the right thing to do”? Tricky. Fine-line time. #tchatAnne Messenger
A2. Are human resources professionals given opportunities to shape work force policy? #tchatMichael Clark
A2. Definitely use SHRM resources and Social Media connections to share content and an understanding of policies #tchatChris Fields
A2: Regular self-evaluation, industry-wide support systems and maintenance of leading standards. #tchatRoger Veliquette
A2: Splitting up responsibilities across HR in larger orgs help to ensure people & culture aren’t ignored #tchatAlli Polin
A2: We may not like the concept of public policy, but recent history shows us what happens when checks & balances are not sufficient #tchatIrene Becker
A2. Be authentic. | cc @nancyrubin #tchatJustin Mass
A2. We cannot allow policy to stand in the way to talent development. #tchatMichael Clark
A2: Make sure INNOVATION a core value, align all depts (esp HR) to this value, Lead and be ahead of regulations. #TChatKeith C Rogers
A2: Like an agile lawyer, HR must show other functions how to work within regulations & generate desired biz outcome. #TchatJohn R. Bell
A2 If HR stops being a groupie to the C-Suite and gets back to working for the people they may find there will be less regulation. #TChatJanine Truitt
A2) Be transparent #tchatnancyrubin
A2 I think it’s not about staying ahead but more walking alongside, holding hands and leading Government..they are often clueless :-/ #TChatEnzo Guardino
A2: We need new processes for dialogue re legistlation – the debate model results in winners/losers vs. learning and better ideas #tchatSusan Mazza
A2. Read – Talk with each other – Stay informed #tchatChris Fields
A2: Listen to employees and work to foster open, collaborative environments to safeguard against the need for regulation #TChatIntern Employers
A2. HR professionals must be time, space, $ for mentoring and reverse mentoring. #tchatMichael Clark
A2: If you do the right thing, why would the regulations even matter? #tchatRob McGahen
A2: HR Leaders need to b/c and stay connected-u can’t mandate/regulate openness, agility, collaboration, – u experience it. #TChatAngela Maiers
A2: Leaders need to be good maze navigators… find the paths through policies w/ best result. #TChatJon M
A2) the prob can be, the more you read about pending legislation, the more confused you get. Too much political positioning #tchatRich Grant
A2: Live up to their employment branding,, for God’s sake! #tchatJobsite.com
A2: HR can be a catalyst and an advocate for the org when ahead & a partner when regulations are in place & impact #tchatAlli Polin
A2. Be knowledgable about trends – know where biz & emp trends r going – and b there b4 it becomes PUBLIC POLICY #Tchat #SHRMLeadDave Ryan, SPHR
A2 Secondarily, by presenting options to obviate or address pending regs to avoid compliance/risk issues #TchatTodd Noebel
A2 Business has to learn how to positively harness requirements rather than negatively oppose #TChatIan Welsh
A2 HR pros need to anticipate changes in workforce planning, economy and legislation to fast change adapt and stay ahead #tchatShawn LaCroix
A2: Just do the right thing. #tchatRob McGahen
A2. stop throwing their hands up in the air and accepting what is. HR needs to fight for whats right for them and the org #tchatAshley Lauren Perez
A2: They should create own regulations that benefit employees & whoever they serve, clients or customers, but fall w/i guidelines. #tchatJobsite.com
A2: Um, heavy investment in lobbyists? #tchatMark Salke
A2 HR leaders must get involved in making “innovative” policies :-) that fit the scenerios #tchatCASUDI
A2: Ack. That’s a tough one. By staying ahead of regulations but not creating so many contradictory ones? Focus on self-regulation. #tchatKevin W. Grossman
A2) meaning keeping up with regulations? Need a team of smart, unbiased lawyers to help interpret new regs #tchatRich Grant
A2) Stay connected, be pro-active, share what you know and ask others when you don’t #tchatnancyrubin
A2: Partner with orgs that monitor and study policies and long-term impact (i.e. Mercer). #tchatKathy Herndon, GPHR
A2: Never stop learning. Policy often comes without a guide on how to do it. Follow HR bloggers and news on #SoMe #TChatTom Bolt
A2: HR needs to remain connected & be active outside of the org to be effective inside the org w/regulations #tchatAlli Polin
A2: Listening to employees is a novel concept, but worth considering in this day and age #tchatRayanne
A2: the operative word is leaders- it is not a department or job title- it is a systems change @ThinDifference #TChatAngela Maiers
A2 First and foremost by being involved with legislators to see what’s coming and advise org stakeholders #TchatTodd Noebel
A2. Savvy HR professionals are doing what they always do, staying ahead of as many curve balls as possible. #tchatMichael Clark
A2: HR and Leaders either solve problems or make them – just like any employee. They need to figure out how to “solve” #tchatJobsite.com
A2 create a great empowered place to work. A great company shouldn’t be hovering near the margins of compliance #tchatShawn LaCroix
A2. #HR reps & leaders need to stay on top of regulators & communicate w/ employees because open dialogue/transparency = key #tchatGabrielle Kur
A2: I’m gonna go for the low-hanging fruit: hierarchical? #TChatBrent Skinner
A2: Probably most any style would work with a #veteran, as long as respectful management is taking place #TChatJobsite.com
Q3: What role can technology play in forging more constructive ties between business and policy makers? #tchatDonna Rogers, SPHR
A3: It’s all about communication #tchatJobsite.com
A3. The solution to everything: Engagement, engagement, engagement! #tchatMichael Clark
A3: I tell you what, Labor/HR Policymakers should join #tchat! Would they ever get a snootful!Mark Salke
A3. Interesting, that so many of us know what to do: Focus on people first! Yet, it’s not happening like it could. #tchatMichael Clark
A3 Technology is great, but it’s a mere vessel. Plain old communication is still king in many instances & that is failing miserably. #TChatJanine Truitt
#Tchat A3 by listening to chats or conversations on the social web, policy makers can understand better what needs to be addressed & howMila Araujo
A3 – Social media seriously enables the fringes of a company to move their ideas across the matrix #TChatLeAnna J. Carey
A3: Tech. can help bis/policymakers understand & respond to realtime issues. (see:Newark Mayor @CoryBooker using Twitter for #Sandy) #TChatIntern Employers
A3 – Tech is quick and sexy. Longterm, still imp’t to know your stuff, be rational, reasonable, have relationships. #tchatAnne Messenger
They do but you can follow up w/ mail. @AlliPolin: A3: I use tech to get in touch with my legislators. not sure if they get my msg :/ #tchatMike Walters
A3. Governmental institutions and policy makers should be required to participate in the Social Revolution. #tchatMichael Clark
A3. HR must be tech savvy – not to limit tech, but learn its potential to increase engagement and productivity. #tchatChris Fields
A3 Social media is a game changer and so is analytics – tech is a tool – not what you have so much as what you do with it #tchatnancyrubin
A3. Also use #SoMe and tech to stay informed – in addition to communicating. #haveavoice #tchatTiffany Kuehl
A3: Technology should also help identify drivers of performance as well as critical problems to be resolved thru effective policies #tchatIrene Becker
A3 Tech has to be “sold” to the policy makers to show that it is efficient, cost effective & that u can’t hide from progress. #TChatEnzo Guardino
A3: Technology is a tool that will amplify the values of the organization, for good or ill #tchatGreg Marcus
A3. The development of #socialmedia has been life changing for gov relations! It demands transparency & 2-way comm #tchatGabrielle Kur
A3. Tech has brought more open communication than ever, supporting collaboration in a virtual way:) #TchatNisha Raghavan
A3) policy makers need help getting the right data, right info. With technology, there’s too much noise. Gotta be smart to filter it #tchatRich Grant
A3: #HRVoice Baby! Using tech to write your MOC makes sure u #haveavoice with Legislators! #tchat #SHRMLEADKathleen Coulombe
Lemme know when u find it MT @brentskinner A3: Where is the SoMe chat where fed regulators discuss their ideas with biz leaders? Hmm? #TCHatRobert Moore
A3. Tech can speed things up… Make it happen faster. 2 Edge sword #Tchat #SHRMLeadDave Ryan, SPHR
A3: Tech, when used well, can make info available real time to HR and create a forum for questions / clarification / input #tchatAlli Polin
A3 Technology opens up more avenues for greater communication #TchatChelsea C
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3: Technology provides data, but it must be used to formutlate policies to optimize human potential, business growth and survival #tchatIrene Becker
A3: For starters, helping to consolidate disparate systems into a manageable network for such a complex array of, well, stuff. #tchatKevin W. Grossman
A3: I use tech to get in touch with my legislators… not sure if they get my msg :/ when no response #tchatAlli Polin
A3 – Done well, technology can quickly arm HR leaders with accurate data to make their case. #tchatAnne Messenger
A3: Technology is a tool to compile data. Relevant good policy is about addressing urgent prob-youth unemploy, aging pop etc. #tchatIrene Becker
A3: Policy makers need to actively engage technology for anything else to happen. #tchatRob McGahen
A3: Where is the social media chat where federal regulators discuss their ideas with biz leaders? Hmm? #TCHatBrent Skinner
A3. Technology allows us to share but as we’ve seen in the news some stuff shouldn’t be shared. Tech can change security policies #tchatChris Fields
A3) Technology compresses space and time – makes communication and collaboration easier (or should) #tchatnancyrubin
A3 technology has the ability to provide accurate measures and transparency to each side govt/business/workforce #tchatShawn LaCroix
A3 Business and policy makers should have their ears to social media- #TChat perhaps- to hear what people really think. #realitycheck #TChatJanine Truitt
A3) use of technology to provide policy makers with better data. Not more, but more actionable data #tchatRich Grant
A3: Track. Communicate. Hold policymakers accountable to their word and good practices. #TChatJon M
A3: Technology is a tool that can enable policy makers to understand facts, formulate policy to help critical areas. #tchatIrene Becker
A3 HR has not kept pace w/the changing market requirements – intrapreneurs & tech innovation are needed to sustain co’s #TchatLeAnna J. Carey
A3: Policy makers can engage technology. It’s not 1950 anymore. #tchatRob McGahen
A3: #SocialMedia has great power through visibility – use it wisely and often. #tchatKathy Herndon, GPHR
A3 Tech has paved way 4 more open communication between biz & policy makers. When I was House staffer, #SM didn’t exist! #tchat #shrmleadLisa Horn
A3 Thirdly (tertiarily?), monitor trends in work/labor to ID potential issues and provide guidance #TchatTodd Noebel
Q4: To what degree is public policy helping or hindering innovation in talent strategy? What should HR do? #tchatDonna Rogers, SPHR
Deaf, DUMB & blind is the norm. @ReCenterMoment: A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatEnzo Guardino
A4. Attention, policy makers! Can you hear us? Is this thing working? Hello!?! #tchatMichael Clark
A4: Advocacy & innovation can play together #tchatAlli Polin
A4. I have a lot to learn about public policy, but I know the “human” in human resources quite well. #tchatMichael Clark
A4: could/should policy address the issue of workplace bullying? #tchatGreg Marcus
A4. We can’t keep chopping away at the trunk, while urging the top to grow. #tchatMichael Clark
A4 In gov’t & for federal contractors #OFCCP gets a bad rap, but I see it as a means of keeping things fair and equitable in hiring #TChatJanine Truitt
A4. It has never more important for HR professionals to receive continuing education and training. #tchatMichael Clark
A4: healthcare policy has a huge impact on HR #tchatGreg Marcus
A4. Creating insecurity in your HR department, creates insecurity in the entire organization. #tchatMichael Clark
A4. Reducing retirement security creates a lot of insecurity. #tchatMichael Clark
A4 Public policy that promotes a feeling of worth of an individual promotes innovation & a person more likely to speak up, feel free! #TChatIan Welsh
A4. Middle managers and human professionals must collaborate to attract, develop, retain, transform talent. #tchatMichael Clark
A4: Public policy should only be about public employees. Let private sector alone. Free market works. Best Orgs/culture/leaders win #TChatKeith C Rogers
A4 If we managed risk, issues, and ethics appropriately-at the business level we would not be dealing with EEO, OFCCP, NLRB etc. #TChatJanine Truitt
A4. My experience has proven HR #Leadership is critical for bringing world of work into 21st century. #tchatMichael Clark
A4: Policy comes from improper use of innovation. #tchatRob McGahen
A4: How long does it actually take for an idea to become policy, weeks, months…years?? #TChatRobert Rojo
A4: Guidelines are good as long as they do not restrict creativity or allow for a monopoly. #tchatJobsite.com
A4: It sounds wrong, but with regards to policy, do the minimum required. Dedicate resources to talent development. #tchatKathy Herndon, GPHR
A4: I used to be the one that trained on OFCCP – yikes! Still, many were challenged to comply even after understanding #tchatAlli Polin
A4: Policies like #sec127 help #HR profs recruit and retain talent. Vital to ensure US competitiveness. #SHRMLEAD #TchatKathleen Coulombe
A4) outdated policy is why the US EI system bleeds $17B to fraud EVERY year. Don’t count on policy to improve HR. #TChatJonathan Kreindler
A4: HR can still be compliant w/o letting policy interpretation win over doing what’s right for people #tchatAlli Polin
A4. Because of the complexity of integrating social media, power is shifting back to HR. #tchatMichael Clark
A4 Simply no $ available. We need to convince the simple principle that they have to invest in the future; redirect useless spending. #TChatEnzo Guardino
A4: Sometimes policy can be tone-deaf to the dynamic nature of talent acquisition? #TCHatBrent Skinner
A4: This one is tough & answers could be controversial? #TCHatBrent Skinner
A4. Entrepreneurs are too busy doing-being “their thing” to focus much on public policy. #tchatMichael Clark
A4. invest in your employees, their development, and give them the empowerment to be innovative. educate them #tchatAshley Lauren Perez
A4 Public policy scares HR into becoming compliance zombies. This kills innovation & the bigger picture gets lost in translation. #TChatJanine Truitt
A4: PubPolicy makes it more arduous to fire underperformers. HR must ensure better hiring strategies & processes. #TchatJohn R. Bell
A4 IMO PUBLIC POLICY rarely helps w/innovation #Tchat #SHRMLeadDave Ryan, SPHR
A4. I think public policy is behind tech so it does not hinder…policy tends to be reactionary … #tchatChris Fields
A4: Hiring more PT to avoid $$$ implications of FT hires is not putting talent strategy or innovation first #tchatAlli Polin
A4: Innovation is always ahead of policy. People who use that innovation for bad forces policy to be developed. #tchatRob McGahen
A4. The best talent in the best organizations does not think about public policy at all. #tchatMichael Clark
A4: HR needs to educate & advocate internally for talent. #tchatAlli Polin
A4) same as A1) Policy lags, innovation leads. If we wait for policy we’ll never be innovative enough to be competitive. #tchatJonathan Kreindler
A4 There is policy concerning ATS and EEOC requirements – how is that playing out? #tchatMarla Gottschalk PhD
A4: #TChat to Washington! Raise your voice! #tchatKathy Herndon, GPHR
A4: Join SHRM and storm DC! #tchatKevin W. Grossman
Q5: Should some aspects of the workplace remain separate from public policy oversight? Why and how? #tchatDonna Rogers, SPHR
A5) Yes – anything that has to happen quickly. #tchat #booyah!Jonathan Kreindler
A5: I’m gonna go off the beaten path and say no. Keep friends close and enemies closer #TChatIntern Employers
A5 There always has to be some oversight to determine where public policy may be necessary #TChatIan Welsh
A5 How the money is spent…give us the dosh and leave us alone to spend it ad we see fit…then revel in the results. #TChatEnzo Guardino
A5. Boutique organizations, driven by entrepreneurs, are central players in transforming world of work. #tchatMichael Clark
A5 But alas, people will always try to abuse others and privileges and this is why public policy and HR will be the best of friends. #TChatJanine Truitt
A5: I’m hard pressed to find a place that policy doesn’t already play a part. #tchatAlli Polin
A5 In a perfect world, we would shower our businesses and employees with HR goodness and innovation w/o fear of policy backlash. #TChatJanine Truitt
A5 Of course. But if there are abuses, it will be legislated. #tchatMarla Gottschalk PhD
A5: Can oversight be separate from regulation? Telling how vs. protecting rights? #tchatAlli Polin
A5. It really depends on your political views. One side believes in more gov. control and regulation. The other side doesn’t. #tchatMike Walters
A5: Nearly every aspect of employment process already dictated by federal statute or regulation #tchat #shrmleadLisa Horn
A5: WHOA!! This is such a dangerous and fiery topic – especially following the election #tchatJobsite.com
A5: If you are doing the right thing, then yes! #tchatRob McGahen
A5: Small companies need different policies that large ones. “It just isn’t fair” cried the left… #tchatRayanne
A5: More of it than what is now? #TChatBrent Skinner
A5: Public oversight has no idea what the true work environment is like – they aren’t even good listeners #tchatRayanne

Employee Engagement – Beyond the Beer Bash: #TChat Recap

Is it just me, or is the term “employee engagement” rapidly becoming a buzzword – popular as workplace window dressing, and perhaps sexy to say, but lacking in substance? If so, I think it would be a mistake to let the spin doctors snatch it without a good fight. After all, there’s plenty of industrial-strength ammo available for a winning battle.

For example, hundreds of talent-minded professionals came together yesterday for a #TChat session focused on the  “what, why and how” of employee engagement. The quantity and quality of interactions demonstrated significant depth, meaning and conviction surrounding this concept. Ideas were both grounded and inspiring – far from buzzword territory. (To see event highlights, watch the Storify slideshow at the end of this post.)

Engagement By The Numbers

But #TChat-ters aren’t the only ones who care about engagement. In a recent Aberdeen Group survey of 1300 global business leaders, employee engagement emerged as one of the top five business priorities. That really shouldn’t be a surprise. After all, engaged employees are productive employees – and productive employees drive business performance.

So, we know that company leaders think engagement counts. But that raises two related questions:

1) Is the term “engagement” universally understood? In a word, no. And that’s a problem, as TalentCulture’s Meghan Biro indicated in a recent Forbes commentary, outlining the “5 Whys” of Employee Engagement.

2) Just how engaged are today’s employees? Actually, the level is “dangerously low,” according to Aberdeen Group’s 2012 benchmark report, The Rules of Employee Engagement. How low? Here’s a reality check:

At best-in-class companies, 72% of employees rate themselves as “highly engaged.” That means, even under the best conditions, almost 30% of the workforce IS NOT highly engaged.

What To Do?

Clearly, there’s room for improvement. That’s where advice from the #TChat archives can help! Taste some of the tidbits I saw in the mix. Then for a deeper dive, check out the Storify slideshow below for full highlights. You’ll walk away with better understanding of engagement’s business value. And you might discover some useful “how to” advice along the way.

“Engagement is 11 words: ‘What do you think?’ ‘How can I help.’ ‘I trust you.'” @ValaAfshar 

“Trust = two simple words: Allow failure (or forgive failure)” @TomBolt

“…Allow failure (or forgive failure)…As long as there’s growth.” @KevinWGrossman

“Engagement is a global measure. How we do it is individualized. That’s why mgrs are CRITICAL to engagement.” @IncentIntel

“What is NOT engagement? Suggestion boxes, faceless surveys and once-per-year reviews.” @YouTernMark

“I’m not a huge fan of engagement surveys. They are mostly wasted exercise because no real study or follow through.” @afraymond

“Engagement is intellectual, emotional and physical.” @ReCenterMoment

“Engaged leaders pick up the phone when members of their teams call.” @brentskinner

“Engagement is tougher w/distributed teams. Social tools help, but we can’t rely on ‘engagement by osmosis’ anymore” @TalemetryJen

“Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization.” @JsarahwatsHR

That’s #TChat. Collective insights from some of the best minds in the talent and HR community – all in one place. Freely available for the taking. The lights are always on at TalentCulture.com, so come on back whenever you need another engagement fix!

Let’s Keep The Conversation Alive

If you joined last night’s forum, which ideas mattered most to you? How will you apply them? Add comments below — or if you blog about engagement let us know by posting a Twitter link with the #TChat hashtag. We’d like to share your ideas with the TalentCulture community here and via @TalentCulture.

Coming Up on #TChat

Join us next week (Wednesday at 7pmET/4pmPT), as we continue to explore the “World of Work.” Look for a full preview next Monday via @TalentCulture and #TChat. Thanks again for your interest and your contributions!

Photo credit: Ross James Parker via Flickr

 

[javascript src=”//storify.com/TalentCulture/tchat-insights-employee-engagement-or-lack-thereo.js?template=slideshow”]

#TChat INSIGHTS: Employee Engagement or Lack Thereof?

Storified by TalentCulture · Wed, Oct 17 2012 23:49:02

My coffee is ready for #tchat http://pic.twitter.com/mTbA5We6gingerconsult
@MeghanMBiro here’s one I took a while ago while trying to work on a research paper. Yum! Margarita! #tchat http://pic.twitter.com/QZ3kLMfGsterling_amanda
#TChat one of my favorite team pics! http://pic.twitter.com/LtAmbYXpMZProhov
Q1: We hear so much about lack of #employeeengagement but what exactly is “engagement” and why? #TChatMeghan M. Biro
A1 Some people simply show up to a job and some jump in to do the work.It’s not all up to positional leaders #tchat We all can lead!Susan Mazza
#tchat A1. engagement is the weak sibling to empowerment.Mary Ann Reilly
A1: Positive contributors to org success,Motivation about the goals, and morally purposeful #TChatNissrine Ghannoum
A1 It may begin w/toxic leadership (what a term!), but engagement is an iterative cycle, can be broken @ many pts. #TChatMiriam Brosseau
A1: Empowerment drives engagement. Great things are possible when everyone is accountable to get things done #tchatAlli Polin
A1. Engagement is talent without training wheels #tchatSalima Nathoo
A1: Engagement happens when the employee and corp have a relationship where both work for each other’s future. #TChatJanis Stacy
A1 Engagement> hierarchy and stuffiness makes for poor engagement. More openess can make work fun & more efficient #TChatEnzo Guardino
A1. Engagement is the motivation to perform and the safety to express ones true self at work #tchatAmanda Sterling
A1: engagement is employee buy in. If they have not bought into the mission/vision…it will be difficult to retain or train them #TChatStewart Pratt
@MeghanMBiro A1. Engagement is people from all levels of an organization interacting and being invested in success. #TChatJason Ebbing
A1: I would define #employeeengagement as aligned organizational purpose: transparent, empowered & measurable. #TchatDavid Kovacovich
A1: Engagement is showing up fully in mind, body and spirit, bringing the best of you to your work #tchatSusan Mazza
A1 Disengagement is ultimately damaging to the ees and the organization. #TChatMarla Gottschalk PhD
A1: Engagement is part immersion & part influence. Employees feel a part of what’s going on, but can also affect what goes on. #tchatTL Frasqueri-Molina
A1. I am glad to hear engagement discussed/considered in the work place, another aspect of the real world we need to educate stds on #tchatGuy Davis
A1: Engaged employees act as if they started your company. #tchatBrent Skinner
a1. Engagement begins inside #tchatMichael Clark
A1 Employee engagement happens when businesses realize that co’s are people; some orgs take longer than others to realize #tchatClaire Crossley
A1: Engaged is being invested in the outcome for the sake of the org’s/team’s success not just for personal gain #tchatSusan Mazza
A1: Employee engagement is basically whether they give a damn or want to go home. Whether their efforts feel worth it. #tchatLisa Haggis
A1 Engaged employees care about other employees and the company they work for. #tchatAl Smith
A1 engagement is treating people like grownups and expecting them to treat you the same #TChatPaul Hebert
A1. Engaged employees feel valued and critical to an organization. #tchatTerri Klass
A1 Engagement is an emotional, values-based alignment. #tchatStephen Abbott
A1) Engagement = community #tchatnancyrubin
A1: Often there is an engagement gap because employees do not understand objectives, or the why behind what they are doing #tchatIrene Becker
A1: We’ve all been insanely busy, but not wanting to be there. #Engagement’s that, but interacting & wanting to be there. #tchatBrent Skinner
A1: Engagement makes people want to hold themselves accountable to being and doing their best #tchatAlli Polin
A1: Engaged employees care just as much about the outcome of the organization as you do. #TChatSpark Hire
A1: Engagement is giving our full attention to our teams and our employees #tchatJen Olney
A1: Engaged by heart&Mind:Loyalty, Saying good things about the org,Striving Innovation,Commitment to quality mission,Motivation #TChatNissrine Ghannoum
A1. Engagement means an alignment with employees feeling authentically connected to an org and its values. #tchatTerri Klass
A1: You’re paying attention, and you’re enjoying that. #tchatBrent Skinner
A1. Great question..its the process of keeping workers connected to the org’s goals, mission and vision. #tchatChris Fields
@JsarahwatsHRA1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the .. #TchatSai Krishna D.
#tchat A1 Employee engagement is also about enabling everyone to love their mission enough to play an active role in it.Bruno Coelho
A1: Engagement is allowing others to have a voice, creativity and freedom of expression, and giving them permission to crush it! #tchatSusan Avello
A1 EE demonstrates via behavior, performance & attitude:desire-loyalty-excitement-interest-passion-commitment-enthusiasm 4 job/career #TChatDonna Rogers, SPHR
A1: Meaning I dig my work, my crew and even the mother ship. I’m all in (or mostly). #tchatKevin W. Grossman
a1. Forget professional, personal, internal, external; just engage. #tchatMichael Clark
A1: Employees understanding how their particular task affects the outcome of the business, and keeping them excited about it. #tchatJoshua Barger
#tchat A1 if you truly work as a team each member is so engaged each day or project a different member may emerge as the leader.Sage Bramhall
A1. with college students engagement means activity beyond the classroom, working on campus, volunteering, student orgs, tutoring etc #tchatGuy Davis
A1: Someone who is engaged cares and shows it in everything they do as well as their way of being with others #tchatSusan Mazza
A1 – knowing why i’m here and being able to make an impact #TChatPaul Hebert
A1 Engagement is a people strategy that keeps the right employees engaged in the right position for the long haul #TChatLeAnna J. Carey
A1 Too much focus on buy-in for vision/mission & not enuf on ppl’s daily experience. Engagmnt a daily battle, not 1-time sales pitch #TchatJane Watson
A1: Engagement is connection & passion for the work & org that make people want to go the extra mile #tchatAlli Polin
A1 Engagement is an emotional commitment to your work – #TChatMarla Gottschalk PhD
A1: engagement is going beyond- a feeling of empowerment and pride in what one does. Fuels passion and curiosity #tchatMegan Rene Burkett
A1. intrinsic employee motivation, loyalty and promotion. The higher the engagement the more an ee becomes a magnet for talent #tchatJen PhillipsKirkwood
A1. Engagement=degree to which employees feel invested in & aligned with THEIR day-to-day experience as part of the organization #TchatJane Watson
#tchat A1 Employee engagement is about everyone knowing the reason why they exist and why does it matter.Bruno Coelho
A1: a way to manage talent retention, hold off attrition and boost productivity and job satisfaction << SMILES? #TChatMeghan M. Biro
A1: An engaged
employee is passionate, involved in, and knowledgeable about the business – inside and out of their own realm #tchatJoshua Barger
A1 Engagement is a soft word – many meanings – dependent on context – too easy to gloss over real meaning #TChatPaul Hebert
A1: Engagement is the intangible desire to go “above and beyond” for your work #TChatAlex Raymond
A1: Engaged leaders pick up the phone when members of their teams call. #TChatBrent Skinner
Q2: Is it simply toxic #leadership that affects culture and engagement, or more than that? #TChatMeghan M. Biro
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2: Hiring ppl that aren’t passionate about what they do, and what you do, affects engagement for all – whether they’re mgmt or not. #tchatBright.com
A2 the trad construct of jobs that separates ppl into “boxes” is antithetical to engaging-shift focus to what connects vs. separates #tchatSusan Mazza
A2: Toxic leaders are usually just lazy. Positive, motivated leaders are not toxic by default #tchatTamera RousseauVesta
a2 It goes beyond toxic leadership. Right people for the right job. Keeping people engaged. Work that is rewarding. #tchatShawn LaCroix
a2. Look people in the eye and communicate. #tchatMichael Clark
A2: It’s not the title that leads, it’s the person and if you are in a position to influence with toxic behavior you spread others #tchatJen Olney
A2: Toxic leaders come in several varieties. The leaders themselves might be the disengaged ones. #tchatBrent Skinner
A2: Folks making it sound like employees are un-empowered, scaredy cats. Toxic leaders are devastating if we let them be. #tchatTL Frasqueri-Molina
a2. Stop trying to tell people not be negative. #tchatMichael Clark
A2 So how hard is it to say – “You matter” – #TChatMarla Gottschalk PhD
A2: Engagement happens in the trenches. Great leaders empower transparency – others stay out of the way and let culture form #tchatDavid Kovacovich
a2. Dear leadership: Please be open and honest, tell employees the truth #tchatMichael Clark
A2. Toxic leaders should be banned from organizations. #tchatTerri Klass
A2—Orgs are as problematic/awesome as their people—but toxic #leadership can spread disease like dirty water if everyone drinks. #TChat (RP)Shawna Kelly
A2 It’s a lack of ability and/or commitment to make sure people know how and why they matter HERE AND NOW #tchatSusan Mazza
A2: When people are connected to clients, colleagues, inspiring work – the damage from a toxic leader is less but not gone #tchatAlli Polin
A2. No, that no the only thing…internal and external forces are kill engagement…hiring practices and compensation packages .#tchatChris Fields
A2 Leaders of culture selfless, they acknowledge that it doesn’t matter who gets the credit, and teach this to their followers. #tchatMark Clements
A2 Toxicity needs to be neutralized at the training stage otherwise the venom grows stronger with age #TChatEnzo Guardino
A2: Toxic leaders breed toxic cultures. #tchatJen Olney
A2: Toxic #leadership isn’t the only thing which affects culture & engagement but may be enough for killing both. #TChatJanis Stacy
a2. People must learn how to transform toxicity into enhanced engagement, performance and productivity. #tchatMichael Clark
A2 In toxic environments, it’s impossible to challenge orthodoxies – which is a characteristic of healthy organizations #TChatLeAnna J. Carey
A2: The rotten apple in the barrel syndrome. One toxic leader among other leaders can bring the org down. #TChatTom Bolt
A2. Trickle down effect. If the leader cannot even be engaged or positive, how can employees? Lead by example. #TchatLexie Forman Ortiz
A2: A toxic culture is more devastating than a toxic leader. The nearer to the top of the org chart the more harmful to engagement. #TChatTom Bolt
A2. we look up to leaders, it’s never a good sign if your leader isn’t engaged. it’s all about the energy #tchatAshley Lauren Perez
A2 I believe it’s more, you can have great leadership but despite that, a team & peers that suck the life out of you #tchatClaire Crossley
A2: No way! You can make toxic hires too. Used to run large call center. Only takes a few to infect others w/ sinister attitudes. #TChatStephen Van Vreede
A2 A lack of alignment with engagement, organizationally, as well. Rewards, etc. #TChatMarla Gottschalk PhD
A2: Toxic “employeeship” sometimes causes the lack of #engagement. #tchatBrent Skinner
A2: One good leader can’t fix culture and engagement on their own. They need cooperation within the org for any change to stick #tchatRebecca Jo Luke
A2: Any number of factors can break down engagement in the ecosystem that is your culture. Leadership is a big one. #tchatLisa Haggis
A2: I’ve seen how a group of committed, engaged employees overcome toxic leader, so it’s just not the leadership that is influential #tchatTL Frasqueri-Molina
a2. Typically, the higher you climb in an organization, the less likely you are to think you’re wrong about anything. #tchatMichael Clark
A2: Toxic leadership hurts but so does lack of career path, unclear vision, lack of community… #tchatAlli Polin
A2: The expectations of excellence and commitment start at the top #tchatJen Olney
A2. I do think we can have idealized, unrealistic view of engagement. Not possible for everyone, everyday to be engaged. TPS reports? #TchatJane Watson
A2. #Leadership can affect culture but so can toxic employees, I have seen both #tchatGuy Davis
A2: Toxic leaders can certainly derail engagement and the company as a whole, but even good leaders can have disengaged employees. #tchatSabrina Baker
A2: Toxic leadership is the #1 problem in business. Gr8 cultures can’t exist within such environments. #TChatJohn R. Bell
A2: it’s self awareness, it’s being a fit- alignment with the role and culture, it’s stimulating dialogue. Many factors in ee #tchatMegan Rene Burkett
A2 Either toxic leadership, or weak leadership that allows toxic activity within the organization. Either way, it’s about leadership. #tchatStephen Abbott
A2: Toxicity can leech into our engagement supply from all over the frickin’ place. #tchatKevin W. Grossman
A2: It’s toxicity at all, regardless of where it comes from – leadership or folks on the line – we’re all a part of the ecosystem #tchatTL Frasqueri-Molina
A2: The top leaders set the tone and their level of engagement is palatable throughout their organizations. #tchatJen Olney
A2. it plays a part, especially if leadership kills any chances for employees to be engaged on their own #tchatAshley Lauren Perez
a2. I call employee break rooms toxic waste dumps #tchatMichael Clark
a2. Every person must become responsible for toxic words, emotional states and reactions. #tchatMichael Clark
A2. Definitely a big factor, but org structural issues (excess bureaucracy, limited communication/collaboration) major culprits too #TchatJane Watson
A2: Everything moves from the top down. Toxic leaders derail engagement, but ther are other factors also. #tchatIrene Becker
A2: Toxic leadership / toxic coworkers can shrivel employee engagement. If it isn’t pleasant, nobody’s gonna be excited 2 b there! #tchatDawn Rasmussen
A2 engagement is a choice – not a reaction #TChatPaul Hebert
#tchat A2 Leadership is the one thing that affects everything. Leaders help answer the question: why should I put my Heart+Soul into this?Bruno Coelho
A2 leadership only one part of culture- other part is the empls – they have responsibilit
y too #TChatPaul Hebert
A2: Toxic leadership is definitely a huge contributor, as leaders set the tone, but EE apathy can make it spiral out of control #tchatJoshua Barger
A2 Two kinds of contract: Employment and Psychological. When Psych contract gets broken engagement tanks. #tchatKeith Punches
A2 Broken unspoken employment contract between comps and ees created the prob IMHO #TChatPaul Hebert
Q3 Are stretch assignments and risk-taking important to employee engagement? Why or why not? #TChatMeghan M. Biro
@MeghanMBiro #tchat A3: idle hands are the devils playgroundBurke Allen
A3. May depend on who you are classing as employees – all those who work on behalf of an org, or just those on the perm payroll? #tchatBelinda Johnson
A3 if you are there 40+ hours a week you might as well do a good job and help others #tchatShawn LaCroix
A3. Choose stretch assignments in partnership with employee and boss. #tchatTerri Klass
A3: The nine box model has room for risk takers & stretchers but still embraces others that are engaged & contributing #tchatAlli Polin
A3: Yes -your top employees want to continue to grow & it’s to your business’ benefit to let them. Calculated risks are a good thing. #tchatBright.com
A3 Stretchable = Flexible. Employees are like reeds in the wind just don’t blow too hard #tchatEnzo Guardino
A3: Blocking Social Media at work shows lack of trust, = a HUGE engagement killer! It can be so powerful in workplace! #tchatSusan Avello
a3. Engagement and growth are two sides of the same experience #tchatMichael Clark
A3. Stretch assignments made me a better pro, but I have supervised people that could handle nothing beyond the formal job descp, sad #tchatGuy Davis
A3: There is a need to celebrate even small wins, while also modeling and teaching the skill of failing fwd #tchatIrene Becker
A3 Not everyone wants “enriched” work – and that’s ok. #TChatMarla Gottschalk PhD
A3 Yes! Helps gives employees a sense of ownership & builds trust. Employers can see employees full potential as well. #TChatAmy Do
A3 but it’s balance. Do you really WANT to build a cadre of Entrepreneurs? Better lock your IP down (some would say) #tchatKeith Punches
A3 Risk taking is key to growth personally & organizationally – equipping employees w/skills results in engagement #TChatLeAnna J. Carey
A3 stretch goals require a partnership between the person asking and the person doing – when both engage success is inevitable #tChatSusan Mazza
A3: engaging organizational initiatives start with a person and a belief in positive change. No one cares if no one tries. #tchatDavid Kovacovich
A3. Stagnation leads to disengagement. #tchatTerri Klass
A3: Absolutely, challenges at work are an excellent vehicle for personal & professional growth #TChatSean Charles
A3 What doesn’t bend, breaks. (To quote Ani in an unexpected setting…) #TChatMiriam Brosseau
a3. If an employee does not feel like they can stretch and grow, they’re gone. #tchatMichael Clark
A3 if you’re not growing you’re……………………………….. #tchatKeith Punches
A3: A “stretch” assignment would need to mean that you know the #strengths + abilities of your folks. Important thing to remember. #TChatAndrew Henck
A3: Stretch assignments won’t spark a *culture* of engagement org-wide, but they might engage one disengaged employee. #tchatBrent Skinner
A3 How do you find the right stretch assignment for you or your ees? #TChatMarla Gottschalk PhD
A3: Let employees show us what they can do instead of assuming they’re not ready or able #tchatAlli Polin
A3 “stretches” will be viewed with disdain if failures outnumber successes #tchatSteve
A3 stretch assignments are a great way to hold people accountable for being and doing their best #tchat ppl doing great work are engagedSusan Mazza
A3: They’re important to a) employee development which is important to b) employee engagement. If no a), then fire b). #tchatKevin W. Grossman
A3. Risk taking can be just what the doctor ordered if an individual and their boss partner together. #tchatTerri Klass
A3 stretch assignments are first and foremost opportunities to make the entire company better #tchatSteve
A3: it depends on the employee and what is going to help each individual get the best results. #TChatSpark Hire
A3. A stretch assignment helps talent grow into their leadership skin. #tchatSalima Nathoo
A3 It’s always very positive to find out that you can do (be) way more than you ever thought possible ~ stretch & risk > #tchatCASUDI
A3 Huge believer in the stretch assignment – how else to you challenge what you have “under the hood”? #TChatMarla Gottschalk PhD
A3 if I’m not challenged it’s not a good day. #tchatKeith Punches
A3: Risk taking is important in cultures where failure is accepted… otherwise, fear will rule & engagement even lower #tchatAlli Polin
A3: Employees who want to be challenged will accept it, but careful not to impose the assignments – they have to be willing to engage #tchatJen Olney
A3. Stretch assignments can really motivate people to perform at a higher level and grow in their career. #tchatTerri Klass
A3 Any org culture that is focused on learning + growth will encourage + equip folks to take risks (new role/project/etc.). #TChatAndrew Henck
A3. playing it safe is not progression. we are human- we progress. our needs to be engaged change. we need to risk to discover. #tchatAshley Lauren Perez
A3. Yes, in that they’re features of orgs that trust employees, are not overly rigid, place value on employee learning & innovation #TchatJane Watson
A3: Challenging employees to go outside of their comfort zone increases engagement but not tossing in the deep end of the pool 2 swim #TChatTom Bolt
A3: Stretch assignments and risk taking are important for some, not others but does let mgmt know the character of the employee! #TChatJanis Stacy
A3: YES! Employees want to be challenged and grow. Nobody likes dead ends #tchatAlli Polin
A3 Stretching employees that are willing and eager to develop is fantastic. The challenge is stretching complacent employees #tchatShawn LaCroix
A3 risk taking is required for learning and growth – seeing progress is #1 thing for engagement #TChatPaul Hebert
A3: IMO it’s a good indicator of engagement if an EE is willing to go outside their comfort zone for what they believe (the company) #tchatJoshua Barger
A3 stretch assignments signal trust and value #TChatPaul Hebert
Q4: What can employees do to improve their own mindful engagement investment? What about leaders? #TChat #TChatMark Babbitt
A4 want to mindfully engage? get CURIOUS, especially about the people you work with — they are always so much more than u see.#tchatSusan Mazza
a4. Do you know how to show love for someone in a professional manner? #tchatMichael Clark
A4: In addition to offering suggestions outside of your area, taking the initiative and being involved in the project #tchatJoshua Barger
a4. People easily engage with people that care. #tchatMichael Clark
A4: Approach your leader as if he or she is partially a partner. Good leaders will welcome this. #tchatBrent Skinner
a4. Listening demands internal silence. Do you know how to stop thoughts? #tchatMichael Clark
A4: Message to Leaders (especially CEOs): Like life, there’s more to business than just making money. #TchatJohn R. Bell
A4 employees can choose to do work that they enjoy and that matters to them to begin with – don;t just settle for a job #tchatSusan Mazza
A4. constantly ask ma
nagers about opportunities to learn/shadow. They can point you in the right direction #tchatAshley Lauren Perez
A4. leaders need to communicate openly and honestly, the single mom with 3 kids may be as engaged as she can at that point in time #tchatGuy Davis
A4: Leaders must lead from within. …within the team, not outside it. #tchatBrent Skinner
a4. Consciously engage moment-to-moment, day-to-day, week-to-week, year-to-year life-long #tchatMichael Clark
Amen! “@SocialMediaSean: A4: Avoid workplace drama at all costs and invest time in positive relationships #TChat”Miriam Brosseau
A4 it’s easier if you OWN your piece of the process. Find ways to improve it, tinker with doing things better. “Polish your Peace”.. #tchatKeith Punches
A4. don’t let anyone make you feel like you feel like you are stuck. fight to grow and learn- everyday #tchatAshley Lauren Perez
A4: Leaders need to lose the “my way or the highway” mentality & employees need to let their voices be heard #tchatAlli Polin
a4. Learn, practice and experience power tools and real-time strategies for transforming engagement . #tchatMichael Clark
A4 technique: List your EOY goals so you can see them every day and write down each day’s progress towards these #GrowthChart #tchatSteve
A4: Offer solutions not just complaints #tchatJen Olney
A4 Listen. Actively listen. #TchatAmy Do
A4. Keep an open mind and heart. #tchatTerri Klass
A4: Employees can continue their education/learn new skills. Leaders can help them put that to use. #tchatBright.com
A4: Be a 360 degree leader – extend beyond your official title. #tchatKathy Herndon, GPHR
A4: Employees can drive results. Share ideas & solutions. Seek out opportunities. Does require strong #leadership to support #tchatErin Colleen Goodell
A4 Invest in yourself (leader or employee) by continually Learning. #tchatCASUDI
A4. First step for employees is to access if they are in the right position 4growth-if not, seek stretch position #TChatLeAnna J. Carey
A4: Be the wind beneath the wings of the team. Communicate with ALL. Sometimes the cheerleader is responsible for points scored. #tchatBeverly Davis
a4. Effective engagement does not happen by accident or good intentions #tchatMichael Clark
A4: Avoid workplace drama at all costs and invest time in positive relationships #TChatSean Charles
A4. Leaders need to set tone – ask people for their opinions (& listen to what they say); be open to alternate ways of reaching goals #TchatJane Watson
a4. Physical engagement: transforming negative reactions into creative choices, reducing stress and enhancing well being. #tchatMichael Clark
A4. take initiative. try to learn more about the company other than what their role restricts them to. network, innovate, grow. #tchatAshley Lauren Perez
#tchat A4 Just because you’re an employee doesn’t mean you’re not a leader. Who’s leading your Life? Use everything to become ALL you can beBruno Coelho
A4 at some level all employees have to think like consultants-ask “why?” often, practice #LateralThinking, spend time with customers #tchatSteve
A4. Expect more of yourself and meet it before scheduling a meeting with your manager to transfer responsibility. #tchatSalima Nathoo
a4. Emotional engagement: improving how we experience, manage, transform and communicate emotional states. #tchatMichael Clark
A4: Leaders need to ask more questions and wait for answers before filling the silence #tchatAlli Polin
A4: See question #3 — stretch assignments and risk taking. #tchatKevin W. Grossman
A4 employees Be open minded. Leaders should ask questions and listen. A lot. #tchatAl Smith
a4. Intellectual engagement: improving how we think and speak. #tchatMichael Clark
A4: Take accountability for their work,pride in their own individual leadership w/in and be willing to step up when the time presents #tchatJen Olney
a4. Everyone can learn how to effectively engage intellectually, emotionally and physically #tchatMichael Clark
A4 Open up the “engagement” conversation with yourself (then your boss.) #TChatMarla Gottschalk PhD
A4 communicate, communicate, communicate #TChatPaul Hebert
A4: Make the time for relationships & communication – not just cranking out the work #tchatAlli Polin
A4 if toxic environment shift focus away from pleasing management to just doing the best job YOU can do. #tchatKeith Punches
A4. Leaders need to encourage continual learning for their teams to feel engaged. #tchatTerri Klass
A4. Employees should explore how their role fits into larger org; seek out expert colleagues & learn from them; shake up routine! #TchatJane Watson
A4: Question status quo, be respectful, offer alternatives. #TChatTom Bolt
A4: Focus on personal development regardless of work culture #tchatKathy Herndon, GPHR
A4) Form a support group or start a twitter chat (just kidding….I think) #tchatnancyrubin
A4 take an active role in career and job planning – not wait for reviews and mgrs to tell what to do #TChatPaul Hebert
A4 look at your paycheck…look at the unemployment numbers…look in the mirror #tchatSteve
A4 decide what they want – what they like – where they want to be #TChatPaul Hebert
A4: Practice mindfulness before heading to work. Yes, really. #tchatBrent Skinner
A4. Employees must see learning and growing as a way of work life. #tchatTerri Klass
A4: Asking good questions is a sign of mindful engagement. #TChatAndrew Henck
A4: Employees and leaders are not always different people :) #tchatTL Frasqueri-Molina
A4: Keep lines of communication open. For ideas to be heard you have to listen first… Two way street. #TChatTom Bolt
Q5: How can technology facilitate and improve employee engagement? How can it hurt? #TChat #TChatMark Babbitt
A5: Without tech, there’d be no #TChat. But there’d still be a world of work. :-)Brent Skinner
A5: For this Engineer, Technology IS the biggest reason to be engaged at work! #TChatJanis Stacy
Precisely! @TerriKlass A5. We need to use both technology and relationship building side by side to engage. #tchatErin Colleen Goodell
A5 At this moment I’m using tech as a tool to engage. Love it. Feel connected, free to share. Tech can enhance connection, commitment #tchatExpertus
a5. People detest change and cling to comfort zones, tech is a brave new world changing by the second. #tchatMichael Clark
a5. People are more afraid of being social than understanding how to integrate tech. #tchatMichael Clark
#TChat a5: tech can limit engagement too- leaving some employees feeling overwhelmed and silencedMegan Rene Burkett
A5 Need to use the tool that fits the job- social media, tangible tech, f2f. We have them all at our disposal, must use wisely. #TChatMiriam Brosseau
A5: Saw some Yammer success stories. In my old org? It was quiet… silent… except for HR/Mktg >no engament #tchatAlli Polin
A5: Technology helps geographically dispersed teams remain engaged. That’s all I got on this one tonight. :-( #tchatBrent Skinner
A5 I would MUCH rather have a Fireside or Brown Bag Chat with the CEO than a tech solution. #tchatKeith Punches
When your attention goes to the technology not the people using the technology = watch out ~ A5 #tchatCASUDI
A5 focus on increasing connection and meaning reagardless of the tool or medium – high tech can be high touch too #tchatSusan Mazza
A5.w/o tech i’d feel like i was on an island- we even have contests (this week will be pumpkin carving)-we post pics on internal site #tchatAshley Lauren Perez< /div>

a5. Organizations will have to create culture and space for employees to fail and learn with customers in real-time #tchatMichael Clark
A5 Technology keeps people networked even across great distances but nothing beats eye to eye think tanking…which engagement needs #tchatEnzo Guardino
A5: a) Transparency b) Transparency ~ Careful technology is a loaded weapon #TChatSean Charles
A5 Technology allows employees near and far to connect. Downfall – focus can be lost when face-to-face due to multi-tasking. #tchatAmy Do
a5. How to effectively engage real-time via teach cannot be taught in an online course, manual or book. #tchatMichael Clark
A5: Tech should not be a place where ideas grow until leaders weigh in & brainstorming dies #tchatAlli Polin
a5. Organizations must train employees how to successfully engage customers real-time, a tremendous challenge. #tchatMichael Clark
A5. We need to use both technology and relationship building side by side to engage. #tchatTerri Klass
A5. Then there’s the ‘Engagement survey’ – can technology, data analysis make it more valuable; impactful to engagement initiatives? #TchatJane Watson
a5. Engaging via tech is a subtle art that is difficult for even the best communicators. #tchatMichael Clark
A5: My org is HUGE! But employees use Yammer to share stories, crowd source solutions – connecting like that using tech is amazing. #tchatTL Frasqueri-Molina
A5. tech helps my company communicate/stay engaged/be involved since most of us work from remote locations #tchatAshley Lauren Perez
A5 TECH Helps w scope & speed (tools) of comm & collab BUT does not replace IRL ~ if U think it does = HURT #tchatCASUDI
#tchat A5 some will use it a a vehicle to learn and produce. Someone very shy may find it easier to engage through technology but can’t hideSage Bramhall
A5: Low tech works miracles too. Remember the handshake and press the flesh. #TChatTom Bolt
A5 There are some great platforms that help facilitate, profile sharing & team building out there. (Jostle) #TChatMarla Gottschalk PhD
A5. tech can present engagement opporunities in a non-threatening way, but can also be impersonal #tchatGuy Davis
A5: Real-time collaboration & building on ideas enhances engagement through tech or not #tchatAlli Polin
a5. People face tremendous challenges communicating IRL, much less engaging via tech #tchatMichael Clark
A5: Technology can be a gr8 (tool)
A5 Used well it can connect, support knowledge sharing, collaboration. Used poorly, it can further insulate employees from each other #TchatJane Watson
A5: Tech offers tools—they only build #engagement as much as leaders/empls are willing to use them to connect, share info & listen. #TChatShawna Kelly
A5: Technology is merely a vehicle to serve our communication, it’s the technology that engages, it’s the people who use it #tchatJen Olney
A5 Excellent online support and capability can be more engaging than a poor supervisor. #TChatIan Welsh
A5: #Technology can bridge time zones, cultures, generations… #tchatKathy Herndon, GPHR
A5: Correct application of technology enhances engagement. Technology for technology’s sake misses the purpose. #TChatTom Bolt
a5. What happens in tech, stays in tech, visible forever. #tchatMichael Clark
A5: If used incorrectly, it could hurt it, but generally speaking I think it’s a great tool to keep everyone involved and connected #tchatJoshua Barger
A5. Technology can open up a world of information and people to each of us. It can be amazing! #tchatTerri Klass
A5: Technology is not the message. It is the vehicle to deliver the message. #TChatTom Bolt
A5 Technology can greatly facilitate engagement by giving employees the best equipment and trust in usage. #TChatIan Welsh
Engage this picture: Post #TChat Sunset, Mission Beach, San Diego, CA http://pic.twitter.com/C2MW4T69Michael Clark

HRO: Engagement Perception and Social Recruiting Technology

I spent most of this past week at the HRO Today conference in Las Vegas as a member of the blog squad, and what do I have to show for it? A new appreciation for HR and Recruiting technology innovation – that’s what.

On the personal side, new friendships were made and old bonds renewed. In short, a very good conference. I even had an opportunity to sing along with dueling pianos  – talk about a Talent Show. Right up my alley. We had many laughs. What happens in Vegas is not always meant to stay in Vegas after all.

This week’s #TChat was a highlight of course. As I referenced earlierin the week,  The HRO Analyst Study was pretty fascinating from my perspective. So while there’s plenty of HR technology out there, much of it is focused on talent management and recruitment. HR and recruiters just are not perceiving what’s out there as innovative, perhaps because most of what we’re seeing isn’t screaming cloud, mobile application. What the survey found, instead, was a gap in perceptions of innovation.

For example, 62 percent of technology providers think it’s vital to innovate in talent management technology – but only 33 percent of practitioners agree. Even more telling: 70 percent of providers surveyed think talent management technology supports work, while practitioners – 37 percent – view the technology as ‘just gadgets’.

But wait, there’s more – over 70 percent of practitioners surveyed say providers ‘rarely or never’ talk to them to gauge whether their offerings align with the practitioners’ business strategies and goals. Yikes, what a disconnect! As a “recruitment practitioner” (one of my hats) I’m hoping there are many more of us who see these innovative tools as a must have – I certainly fall into this grouping.

So let’s go to Door #1 and a review of my stint as a judge on the iTalent2 Demo Competition. The talented roster of hopefuls: BranchOut a solution that helps people tap into their Facebook friends network to find career opportunities; InternMatch a brilliant yet simple application that simplifies finding interns and marketing internship opportunities for organizations of pretty much any size; JobScore a social media-enabled talent management application; SmartRecruiters a winner (did I say it is free?) application with a great SaaS recruiting solution; Wednesdays a team building and employee engagement application built on social media networking, and Work4labs, with a very cool application that enables career sites on Facebook. Quite an impressive array of new technologies included here.

As a judge who ended up being closer to Simon Cowell than Paula Abdul as we first thought – I was way careful about the numbers I gave each company featured, never going past 8 on a scale of 1-10. Apologies to the contestants if that seems harsh, but we’re talking about my passion here: innovation meets matching people talent with new career opportunity.

I have a weak spot for technologies that do it well. In classic start-up form no company or application is perfect just yet. Innovation is truly about creating a culture of working and reworking ideas where it’s ok to make mistakes in the early innings. I found flaws in each application from either a usability or branding perspective. It will be exciting to watch their progression in the coming months. There were almost too many good things on offer for the judging panel.

SmartRecruiters won – it’s a free (yes, free), social-media enabled application that helps companies recruit top talent. The pitch was strong, the website is user friendly, it’s organized and the people are enthusiastic about it’s potential in the market.

I have a soft spot for InternMatch. I mentor as many interns as I can and many people know I’m an advocate for these programs. Pay it forward and all, interns are a great resource for any company – and actual work experience with actual companies is part of a complete education.

I’m so energized by the people I met, the ideas that were presented, the technology that is available right now that will make talent recruiting and hr management so much easier and more productive. I can’t wait to talk to people (and clients) about what I’ve heard about in Vegas and beyond. Onward we go.

IMAGE VIA BestofWDW

HR Innovation Should Keep us All In Business: #TChat Recap

“Gadgets be gone.”

Ah, no truer words have ever been spoken. That was one of my lighter “tweetable” sentiments from yesterday’s HRO Today Forum analyst panel where we discussed the process of innovation between HR technology suppliers and practitioner buyers, and more specifically the lack thereof. A recent HRO Today survey of over 100 buyers and providers of HR technology revealed quite a disparity, more so than I would’ve guessed.

The analyst panel was a great group that included Madeline Laurano, Talent Systems Analyst of The Newman Group; Mark McMillan, co-founder of Talent Function Group; Katherine Jones, Principal Analyst of Bersin & Associates; Jayson Saba, Senior Research Associate of Aberdeen Group; and myself. Look for collaborative content to come from this group and HRO Today about the state of innovation in HR technology.

The survey itself revealed that while providers for the most part feel they are highly innovative, the practitioners disagree. This is contradictory of where many vendors are with their customer service and user adoption, because time and again late vendors will tell you that besides customer advisory councils, focus groups and user group gatherings, some SaaS deployed products have created the “sandbox” approach.

This is where customers can play with features and enhancements before they’re live. They’ve also created online care/idea centers where customers can suggest, vent and collaborate. However, the democratization of customer product development hasn’t quite closed the gap yet.

My fellow analysts and I agreed that innovation must be something new, or a re-imagining, of how technology can drive efficiencies in HR/recruitment processes and activities as well as contribute to overall business growth. It must take into consideration the how and why of the workplace today — the best practices in acquiring, empowering and retaining talent. It can’t be a gadget for gadget’s sake just so the vendor can say, “Hey, you can log in to our system on your smart phones now.”

“To do what exactly?”

“To do…cool stuff. You know.”

“No, I don’t. Can I download your system information to a spreadsheet?”

“Why would you want to do that when you’ve got our perfectly good system to work within?”

“To do…cool stuff. You know.”

Maybe you’ve heard some of that kind of conversation. But, HR practitioners need to also better educate themselves on the use of technology in the workplace and even take business “tours of duty” in finance, operations, IT, customer service and more to understand what it means to run and grow a business, not just keep it in compliance and be risk-averse.

We posed similar survey questions to #TChat-land last night (questions below), and there was a resounding agreement on one thing:

Tech and innovation is great to a point, as long as it helps to humanize acquiring, empowering and retaining the workforce.

And keep us all in business.

Read Meghan’s great preview here as well as the questions from last night:

  • Q1: How important is technology innovation in acquiring, empowering and retaining a workforce today?
  • Q2: Are HR and recruitment technology providers truly “innovative” today? Why or why not?
  • Q3: Are HR and recruitment practitioners truly “innovative” today? Why or why not?
  • Q4: How have technology innovations impacted end users’ experiences? Using it or not?
  • Q5:How do you use technology to support business strategies and objectives?
  • Q6: Do HR and recruitment technology innovations support the work, or are they just gadgets? Why?
  • Q7: What can practitioners and providers do to facilitate and improve technology innovation?
  • Q8: In summary, what do you think it means to be innovative in the HR and recruiting business today?

Thank you all who participated last night! We’re taking an extended Memorial Day weekend break from #TChat next week, but we’ll resume on Tuesday, June 7

Innovation Gap Realities Workforce Technology: #TChat Preview

We’ve talked before about how hot the theme of ‘innovation’ is. In the technology world, much of what’s filed under ‘innovation’ is related to cloud technology, or mobile, or ‘apps’. What isn’t so hot, in my observation, is technology that links innovations to people. And so it is here at the HRToday conference in shiny Las Vegas, where technology is everywhere, but the links to employees and workforces are not so clear.

I’m looking forward to visiting the technology demos, and especially speaking with today’s analyst panel, which is bringing a group together to discuss the ‘innovation gap’ in HR technology. As I wear my “everyday practitioner” hat it is apparent to me that we still have some major holes to contend with. Reality Check!

At today’s panel, our hosts for this event, HRO Today, have brought together a great group including Kevin W. Grossman of Ventana Research; Madeline Laurano, Talent Systems Analyst of The Newman Group; Mark McMillan, co-founder of Talent Function Group; Katherine Jones, Principal Analyst of Bersin & Associates, and Jayson Saba, Senior Research Associate of Aberdeen Group. This group of analysts – many with a focus on talent management – are discussing a survey HRO Today ran earlier this year of over 100 buyers and providers of HR technology. The survey’s goal was to get a better pulse on the pace of technology innovation.

So while there’s plenty of HR technology out there, much of it is focused on talent management and recruitment. HR just isn’t perceiving what’s out there as innovative, perhaps because most of what we’re seeing isn’t screaming cloud, mobile or app. Very interesting.

So, what should the role of the buyer and the technology provider be in pushing innovation? My take:

Collaborate to innovate, but do it differently, depending on which side of the table you sit on. If you’re an HR tech buyer, make your technology recommendations based on how, say, innovative recruiting technology can help you build an innovative company. Don’t worry about the technology being innovative per se; that’s the role of the provider.

Providers of technology, listen to your customers. Ask about their recruiting and retention challenges, and think about how to use social media technologies to enhance the technology suites you’ve already built.

With smart solutions like these available, could there be a disconnect between technology innovation and HR?  I say a big yes, and the survey seems to have found the same scenarios unfolding with their samples.

I base my observation both on what I see here in Vegas, and more on what I’ve been experiencing in the market for the past three years. Sure, there’s lots of HR technology. Solutions that target enterprises are probably doing fairly well. But the real struggle is in the SMB, where most people look for and find work.

Workforce technology, perhaps more than other technology solutions, needs to scale. It needs to be useful for the 10 person company and the 10,000 person company. And when we talk about tech innovation in HR and recruiting, please hold the spreadsheets and go long on social media. That’s the edge case.

SharedXpertise and the HR Demo Show just completed a survey on what industry stakeholders, both practitioners and providers, think about innovation in HR technology.

Based on that premise, we want our #TChat community to chime in on the subject later today. Tonight’s #TChat questions are:

Q1: How important is technology innovation in acquiring, empowering and retaining a workforce today?

Q2: Are HR and recruitment practitioners truly “innovative” today? Why or why not?

Q3: How have technology innovations impacted end users’ experiences? Using it or not?

Q4:How do you use technology to support business strategies and objectives?

Q5: Do HR and recruitment technology innovations support the work, or are they just gadgets? Why?

Q6: What can practitioners and providers do to facilitate and improve technology innovation?

Q7: In summary, what do you think it means to be innovative in the HR and recruiting business today?

Back to the conference floor. More thoughts from me soon. Cheers to Vegas!

Path to Independence and PotHoles: #TChat Recap

When I crafted the poll question “How do you classify yourself in today’s workforce?”, I considered a variety of answers from full-time temp to contractor to consultant to business owner, but I never considered one of the write-in responses:

Unemployed.

That one floored me, because I conveniently tucked away in the back of my mind (and heart) the path many of us take from being “regularly” employed to being an independent — whether that’s a contractor, consultant, business owner or entrepreneur.

The path to independence is riddled with pot holes.

Whether it’s by choice (I’m leaving to start my own gig), or not (we’re going to have to let you go), making the leap without a net, which most of us don’t really have, is not for the feint of heart.

Trust me. It’s not. Sometimes the pot holes are way too deep.

You can argue the pros and cons of a greater contingent workforce, but it’s here and here to stay. Those who can better “sell” themselves — and who can actually do the work — will generate revenue streams for themselves, although maintaining cash flow can be difficult, just like many small business experience. That’s because “independents” are in the business of “Me.” Actually, we all are these days.

Downturns inspire many to try their hands at entrepreneurism, and although technological advancements have reduced the typical barriers to entry in many marketplaces, unfortunately many will fail. But like the path independence above, innovation knows no other way.

There are just no guarantees when it comes to employment and employers aren’t providing the same level of benefits they used to. I didn’t research any stats for that statement, but the fact is the way in which we work and are compensated for it continues to evolve, for better and for worse. Entitlements be gone. Personal ownership and multiple income channels be here.

Forty percent of the poll respondents said they were full-time permanent, while 35% said they were consultants (you can see the results graph below).

Last night’s topic was deeply personal to me considering the last 12 months of my professional journey. My recommendations to full-time employees and consultants alike?

  • Underestimate your “marketplace”
  • Overestimate your “sales cycle”
  • Stay hungry without growing hungry
  • Don’t wait for something to happen to you — make it happen for you
  • Keep yourself in good physical, mental and emotional health
  • Back fill the pot holes
  • And repeat the cycle every, single, day

You can see the #TChat reach here, and these were last night’s questions:

Q1: Poll: How do you classify yourself in today’s workforce? Full-time, part-time, temp – what? http://svy.mk/fKCdxW
Q2: Has the latest downturn created more independents and “entrepreneurs”? Why?
Q3: What challenges are there transitioning from employed to independent or vice versa?
Q4: What’s the difference between a contractor, a temp or a consultant, if any?
Q5: What’s behind the rise in companies use in contingent workers and contractors? Good thing? Bad?
Q6: Do companies have different hiring standards for contingent workers?  Should they?
Q7: How has technology changed the employment mix? Increased startups?
Q8: So, are job titles now obsolete? How should we rethink careers and the why of work?

Make sure to read Monster Thinking’s “pre-cap” if you haven’t: The Changing Identities of Today’s Workforce.

Thank you all for joining us last night. Next week’s topic is tentatively “Globilization — not just for the enterprise any more.”

Workplace Violence: Be Safe & Sound, But Be Prepared: #TChat Recap

Most victims of violence feel powerless and alone.  I’d argue most bystanders and witnesses feel the same.

Most of us want to believe that folks are basically decent, not monsters that erupt at work or at home or anywhere and take lives with them.

It can’t happen here.

Which is why many employers don’t plan for workplace violence until there’s violence, unfortunately. And even then…

In a Workforce Management article titled Waking Up to the Risks of Workplace Violence, the author writes:

In one recent training class, a senior HR leader told me he had no issues of workplace violence.

Yet, as we continued to talk, it emerged that a man had come into the company’s Midwest office looking for his girlfriend. He wanted to hurt her, and when he couldn’t find her, he pulled out a gun and shot five employees.
Stunned, I turned back to the senior leader and asked if he knew about it. “That was different; it was more of a domestic violence issue that took place at our plant.” The amazing part of this discussion was that we were in Oklahoma City, the site of one of the worst incidents of workplace violence in U.S. history.
The lesson is that violence that occurs in the workplace is workplace violence whether it takes place between spouses/domestic partners, between co-workers, by a third-party with a relationship to the organization (client, partner, etc.) or in conjunction with the commission of other crimes.

And that’s critical to understand — violence is violence is violence and companies need to be prepared.
That was what #TChat was all about last night — the dark side of workplace culture, violence and what to do and not do.  You can read the transcript here and here were last night’s questions:
  • Q1:  How does everyday violence & security breaches (like Wikileaks) impact workplace culture policies?
  • Q2:  How does your org address workplace violence during onboarding – and at other times?
  • Q3:  What is HR’s role in workplace violence intervention, prevention and post-incident?
  • Q4:  What is the CEO’s role in addressing workplace violence before it occurs, when it occurs and after?
  • Q5:  Under OSHA, employers are responsible for providing a safe and healthy workplace. Discuss.
  • Q6:  How can EAPs be designed to provide maximal workplace/domestic violence assistance?
  • Q7:  How effective are your org’s workplace incivility, bullying and violence prevention programs
  • Q8:  If a colleague is threatened with violence at work from anyone, what should you do and why?

As per usual, we had a great group of HR and business professionals participating and sharing their knowledge.  It was refreshing to hear from some organizations that bake incivility, bullying and workplace violence awareness and prevention right into their hiring, onboarding and ongoing employee performance activities, whether they have an EAP or not.  A special thank you to Felix Nater for sharing his workplace violence expertise.

Along those lines, here are some ways to enlist your employees’ help in ensuring that your workplace is a violence-free zone (from the Corporate Alliance to End Partner Violence website):

  • Empower employees to take a stand—as caring co-workers and as your company’s ambassadors.
  • Let employees know they will not be penalized for seeking help—for themselves, their families, or co-workers in need.
  • In conjunction with your human resources department and EAP program (if available), offer counseling and referral for both victims of partner violence and abusers.
  • Help employees recognize the signs of a troublesome or abusive relationship and know where to turn for assistance, for themselves and for co-workers.
  • Invite local resource groups, such as local shelters, counseling groups and/or law enforcement representatives to make a presentation to your company. Most groups are happy to provide speakers and information to interested parties. (National Domestic Violence Awareness Month in October is a great time to do this!)
  • Give each employee access to brochures and flyers to distribute to their schools, religious organizations, clubs, and other civic or social groups.
  • Invite interested employees to form a communications task force, working within the guidelines established by your cross-functional steering committee to implement your partner violence communications plan.

You can also review all the information we shared in the pre-TChat posts:

Be safe and sound, but be prepared.