Human Resources – Ultimate Software's Blog http://blog.ultimatesoftware.com Thoughts on Putting People First in the Workplace Fri, 19 May 2017 13:36:16 +0000 en-US hourly 1 https://wordpress.org/?v=4.7.5 More Employees are Voluntarily Leaving Jobs – What it Means for HR http://blog.ultimatesoftware.com/employee-feedback-retention/ http://blog.ultimatesoftware.com/employee-feedback-retention/#respond Wed, 08 Mar 2017 11:00:31 +0000 http://blog.ultimatesoftware.com/?p=882 The Job Openings and Labor Turnover Survey for December 2016, released by the U.S. Bureau of Labor Statistics (BLS) in February, reported there were 1.4 million more quits than layoffs and discharges for the month. These numbers mirror the November 2016 report, which also determined that the difference in number of quits—defined by the BLS […]

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The Job Openings and Labor Turnover Survey for December 2016, released by the U.S. Bureau of Labor Statistics (BLS) in February, reported there were 1.4 million more quits than layoffs and discharges for the month. These numbers mirror the November 2016 report, which also determined that the difference in number of quits—defined by the BLS as “generally voluntary separations initiated by employees”—and number of layoffs and discharges has increased since April 2010.

employee feedback Said another way: more and more people are feeling more and more comfortable about voluntarily leaving their jobs. While this development shows signs of a strengthening economy, it also spells fresh challenges for HR professionals and business leaders.

Fortunately, the number of technological tools and resources available for preventing turnover—that is, forecasting flight risk, measuring workplace happiness, and taking meaningful action to enhance the employee experience—also has increased in recent years.

Advances in predictive and prescriptive analytics have given HR the ability to easily analyze millions of data points to uncover workforce trends and, even more importantly, act upon the results. Assisted by unbiased metrics, today’s managers have increased insight into their teams’ performance and can better determine which individuals might be thinking about leaving. Maybe one employee feels undervalued, and another overworked. A third, meanwhile, craves more responsibility. All three employees could benefit from leadership stepping in and having that all-important, two-way conversation—before it’s too late.

But, as with any productive conversation, the key is to listen.

New employee feedback software is empowering organizations to do just that. These solutions not only help managers collect valuable employee feedback, they also measure how people truly feel about their jobs, teams, leaders, and organization as a whole. The latest offering in this realm revolutionizes the staff-engagement survey, drawing upon machine learning and natural language processing to analyze open-ended responses and gauge individuals’ perception of the organization.

Survey results are even delivered in real time. Because time is of the essence.

These new numbers from the BLS suggest it’s perhaps now more important than ever for organizations to renew their focus on the employee. After all, people drive business, and retaining top talent is crucial for continued success.

A recent study by The Center for Generational Kinetics found that three-quarters of American workers reported they’re more likely to stay with a company longer if their concerns are heard and addressed. By listening to and acting upon employee feedback, companies of all sizes can help ensure their people choose to grow their careers with their organization, instead of deciding to develop their skills elsewhere.

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HR Compliance in a Legal Whiplash World http://blog.ultimatesoftware.com/hr-compliance-predictions/ http://blog.ultimatesoftware.com/hr-compliance-predictions/#respond Wed, 15 Feb 2017 11:00:45 +0000 http://blog.ultimatesoftware.com/?p=873 Guest post by Kate Bischoff, Employment Lawyer & HR Consultant HR compliance is hard. Employers are subject to so many different laws that even the most seasoned HR practitioners can innocently overlook legal changes. Last year was a particularly fast-paced year for employment law changes. We saw so many different laws and minor tweaks that […]

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Guest post by Kate Bischoff, Employment Lawyer & HR Consultant

HR compliance is hard. Employers are subject to so many different laws that even the most seasoned HR practitioners can innocently overlook legal changes. Last year was a particularly fast-paced year for employment law changes. We saw so many different laws and minor tweaks that one would hope 2017 would slow this down just a smidge. Don’t hold your breath, HR, because 2017 promises to be just as fast and maybe even more confusing.

Watch the Locals

With the federal government in conflict over nominees, travel bans, and religious policies, state legislatures, county commissions, and city councils are busy bees. Sick and parenting leave, minimum wages, and scheduling rules are all under consideration by local lawmakers. Even Linn County, Iowa with just over 210,000 residents upped its minimum wage and continues to study whether it’ll increase wages even further.

Employers need to know what their local lawmakers are doing. The laws being made on local levels always differ from the eventual state or federal laws that follow. We may be forced to doing some fancy HR yoga to comply with both. If you want a voice, get involved through industry-specific organizations or local chambers of commerce, or by contacting lawmakers directly. Trust me, when HR has a say in making the law, compliance is easier.

Ice Your Legal Whiplash

HR complianceLast year was a whirlwind year for employment law at the federal level. The U.S. Department of Labor’s fiduciary rule, the “blacklisting” rule, and new overtime regulations among others had employers confused and working diligently to find ways to comply. Yet, it appears that only a few of the new federal laws will actually come to fruition. The fiduciary rule is now under review. The U.S. House of Representatives recently voted to repeal the “blacklisting rule.” And, the last-minute injunction imposed by a Texas federal judge remains in place on the overtime regulations. While we don’t know how the U.S. Court of Appeals for the Fifth Circuit will decide whether the salary-basis part of the new regulations is within the DOL’s discretion, it’s only natural that employers feel like they’re suffering from legal whiplash.

This feeling will likely continue. We’re almost a year away from filing a new EEO-1 pay report that the new Acting Chair of the EEOC dislikes. So, could this change? Maybe. The makeup of the ever-controversial National Labor Relations Board will change and, with it, the Board’s decisions on social media and respectful workplace policies will likely swing the other way too.  Get out your icepacks. We are likely in for a bumpy ride for awhile.

Count Your Sick Leave

For the last decade, employers have known that they need to provide some sort of paid time off (PTO) for employees. This PTO has included sick leave, vacation, and even time off to attend school conferences. But, PTO has not been a legal requirement for many employers until now. Chicago, Minneapolis, Trenton, and many others have all enacted new sick-leave ordinances with other localities considering enacting such ordinances soon. Employers have to ask themselves, Got sick leave?

The challenge with the new sick-leave laws is how to calculate the PTO. For example, in St. Paul, Minnesota, employees earn one hour of sick leave for every 30 hours worked. This calculation may be very different than the years-of-service method that determines the amount of PTO a full-time employee accrues under an employer’s policy. For HR, this means we have to be careful calculating earned PTO, and even reverse-engineer the amount of time offered to employees. Remember, employers can always pay more—even in sick leave—just never below.

Befriend an Employment Attorney

The only guarantee I can make for 2017 is that you’re going to need to know an employment law attorney. Employment attorneys are required to know the laws in their jurisdiction. The need to pay attention at city council meetings, attend hearings at state legislatures, or at the very least follow the #emplaw hashtag on Twitter to keep up are essential functions listed in our job descriptions. Meet us, let us buy you a donut or lunch, and ask us lots of questions to help keep you in compliance.

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How Ultimate Software Cultivates the Best Workplace in Technology http://blog.ultimatesoftware.com/best-large-workplace/ http://blog.ultimatesoftware.com/best-large-workplace/#respond Thu, 19 Jan 2017 15:42:27 +0000 http://blog.ultimatesoftware.com/?p=840 I’m proud to announce that Fortune recently named Ultimate Software the #1 Best Large Workplace in Technology-for the second year in a row. This significant honor adds to an extensive list of our recent awards (22 earned in 2016 alone), all stemming from one, founding principle: “People First.” This singular belief has impacted every part […]

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I’m proud to announce that Fortune recently named Ultimate Software the #1 Best Large Workplace in Technology-for the second year in a row. This significant honor adds to an extensive list of our recent awards (22 earned in 2016 alone), all stemming from one, founding principle: “People First.”

best large workplace technology

This singular belief has impacted every part of our journey. It’s allowed us to create a culture where 99% of employees experience a “great atmosphere” and report having “great pride” in their company. It’s driven us to achieve continued success over our 26-year history. It’s enabled us to help thousands of companies put their own people first. Because we know that, when we take care of our employees, they’re empowered to take care of our customers. And when that happens, everybody wins.

Curious what putting people first means to US? Here are a few ways we’ve created the best large workplace in the industry.

Training and Development

Ultimate invests in our employees’ futures and supports them through each step of their careers. Our innovative TechSTARS internship program recruits promising college students and recent grads for a structured, year-long program where they’re assigned mentors, follow customized learning paths, and work on a peer-to-peer basis with our full-time software engineers. Currently, 95% of our interns who are offered full-time jobs with Ultimate accept, and at least a third of our product developers began as interns—including me!

The Rising Stars program is a similar development program for employees with full-time, customer-facing roles, spanning 14 weeks and encompassing one-on-one mentorship, group learning, individual job-path study, and team-building exercises. These programs not only help new employees adjust to their new roles, but are also extremely effective in instilling Ultimate’s “People First” values.

We also support our employees’ educational goals by fully funding professional training courses and offering tuition reimbursement of up to $5,250 per year. Extensive leadership development courses are available for everyone from entry-level employees to top executives, setting the stage for future growth and promotions—because when our people thrive, Ultimate thrives.

Generous Benefits

Our total compensation package goes far beyond salary. All full-time employees receive 100% employer-paid healthcare for their entire families, including medical, dental, vision, and prescription coverage—even IVF and IUI fertility treatments. I’m extremely proud of our 401(k) program, where we match 40% of our employees’ contributions dollar for dollar, up to the highest allowable federal limit. We also welcome new hires to the family by providing them with stock shares, fostering an immediate sense of pride and ownership in our company. Finally, we offer 10 weeks of paid maternity leave and four weeks of paid paternity/adoption leave, so our new parents have time to recuperate and bond with their growing families without worrying about any professional or financial hardships.

We also offer life insurance for both employees and their spouses, long-term disability, and wellness benefits such as on-site masseuses, acupuncturists, yoga, Pilates, stretching, and meditation classes. By taking care of our people physically, mentally, and financially, they’re able to focus their attention on developing industry-leading products and providing world-class, white-glove service.

Work-Life Balance

Workplace flexibility is another key component of putting people first. More than 40% of our employees telecommute, and another quarter utilize flexible schedules and compressed work weeks. The implementation of paid time off, instead of designated sick and vacation days, is another way we enable our employees to balance their careers with their daily responsibilities.

Giving Back

Making a difference in our local and global communities has been a cornerstone of our “People First” culture from the beginning, and it remains a great source of pride for all of us today. Every employee is encouraged to volunteer at least two days each year, receiving full pay and the flexibility to choose the causes they care most about. As we have grown, so has our ability to positively impact a variety of initiatives. Today, Ultimate and our employees donate time, money, and raise awareness for everything from natural disasters to our own employees in need – together, we make a meaningful difference in the world.

Cutting-Edge Workspace

Our innovative work stations are more than just open floorplans. Employees’ workspaces are completely catered to them, from the choice of a laptop to standing, cycling, and treadmill desk options. Every floor boasts at least one themed café, equipped with free beverages and comfortable seating to encourage interactions and caffeine consumption. There are multiple bookable conference rooms and even more informal group meeting spaces—including our golfer’s green, where employees can brainstorm and putt simultaneously. We have a private room to practice, record, and review presentations. We also have a game room, meditation space, and massive saltwater fish tank.

Everything we do focuses on our underlying commitment to put people first – and that’s what sets us apart.

That’s what makes us the best large workplace.

But also…the free ice cream.

 

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The Future of Employee Feedback – #12DaysofHCM http://blog.ultimatesoftware.com/get-employee-feedback-12daysofhcm/ http://blog.ultimatesoftware.com/get-employee-feedback-12daysofhcm/#respond Thu, 22 Dec 2016 13:00:06 +0000 http://blog.ultimatesoftware.com/?p=779 Employees everywhere are talking, but are we listening? The need for organizations to actively listen to their people is at an all-time high, with three-quarters of American workers saying they’re more likely to stay with a company longer if their concerns are heard and addressed, according to a study this year by The Center for […]

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get employee feedback. 75% of employees say they are more likely to stay with a company longer if their concerns are heard and addressed. Learn more on the #12DaysofHCM series.

Employees everywhere are talking, but are we listening?

The need for organizations to actively listen to their people is at an all-time high, with three-quarters of American workers saying they’re more likely to stay with a company longer if their concerns are heard and addressed, according to a study this year by The Center for Generational Kinetics.

The good news? Advances in employee-survey solutions now make it easier to collect, analyze, and act upon employee feedback—including open-ended responses—efficiently and effectively. Technology that combines natural language processing and machine-learning algorithms can analyze text-based feedback, enabling organizations to not only hear what employees are saying, but also measure how they truly feel about work.

We can learn a lot from our people. Organizations that take active steps in 2017 to get employee feedback, hear, and address concerns could see positive impacts on culture, performance, and retention.

 

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Measuring, Improving Employee Engagement – #12DaysofHCM http://blog.ultimatesoftware.com/understanding-employee-engagement-performance-12daysofhcm/ http://blog.ultimatesoftware.com/understanding-employee-engagement-performance-12daysofhcm/#respond Tue, 20 Dec 2016 13:00:27 +0000 http://blog.ultimatesoftware.com/?p=770 The need for understanding employee engagement in the workplace continues to increase. Fortunately, the ways of effectively assessing it continue to increase as well. Today’s HCM analytics technology can help organizations of all sizes identify and predict potential top performers and flight risks, and even measure individual employees’ engagement levels. Right now, many organizations are […]

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understanding employee engagement on the #12DaysofHCM blog series.

Higher workplace engagement leads to:
37% lower absenteeism
41% fewer safety incidents
41% fewer quality defects. Learn more on the #12DaysofHCM blog series.

The need for understanding employee engagement in the workplace continues to increase. Fortunately, the ways of effectively assessing it continue to increase as well.

Today’s HCM analytics technology can help organizations of all sizes identify and predict potential top performers and flight risks, and even measure individual employees’ engagement levels.

Right now, many organizations are sitting on a wealth of workforce data—up to 16 million data points. Those companies already applying Big Data to HR are experiencing the benefits, with HR teams four times more likely to be respected by their business counterparts for data-driving decision making, according to Bersin by Deloitte.

If you’ve been unsure about using predictive analytics tools in your organization, there’s perhaps no better time to start reaping the many rewards.

Is 2017 the year you finally embrace Big Data and harness the full power of HCM analytics?

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Learning, Growing – #12DaysofHCM http://blog.ultimatesoftware.com/professional-development-12daysofhcm/ http://blog.ultimatesoftware.com/professional-development-12daysofhcm/#respond Sat, 17 Dec 2016 13:00:29 +0000 http://blog.ultimatesoftware.com/?p=763 This past August, Ultimate Software partnered with The Center for Generational Kinetics and surveyed more than 1,000 American workers across generations and industries about key factors influencing employee satisfaction and engagement at work. Among the notable findings, the survey revealed that 73 percent of employees think the opportunity for professional development is necessary to feel […]

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professional development through UltiPro Learning on the #12DaysofHCM blog series

73% of employees think the opportunity for professional development is necessary to feel satisfied at work. See more on the #12DaysofHCM blog series.

This past August, Ultimate Software partnered with The Center for Generational Kinetics and surveyed more than 1,000 American workers across generations and industries about key factors influencing employee satisfaction and engagement at work.

Among the notable findings, the survey revealed that 73 percent of employees think the opportunity for professional development is necessary to feel satisfied at work. Today’s professionals want to continue learning, and they expect full support in their quest for knowledge.

For organizations, that means thinking beyond basic job training. It means offering employees flexible opportunities for learning, such as consumable, on-demand courses that can be completed from mobile devices, as well as technology that facilitates collaborative learning practices and communities.

By providing a person-centric approach to learning, organizations stand to not only develop their people, but also grow their business.

 

Related:

Jay Kuhns: “Try”

 

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Stay tuned to the #PeopleFirstPodcast – #12DaysofHCM http://blog.ultimatesoftware.com/top-hr-podcast-12daysofhcm/ http://blog.ultimatesoftware.com/top-hr-podcast-12daysofhcm/#respond Fri, 16 Dec 2016 13:47:45 +0000 http://blog.ultimatesoftware.com/?p=786 In 2016, we launched our very first HR Podcast – the #PeopleFirstPodcast. This eight-episode podcast series aimed to help HR professionals thrive in their careers, and in the HCM cloud. Throughout the year, powerful industry voices—such as Steve Browne, Jennifer McClure, Robin Schooling, Janine Truitt, and Michael VanDervort—joined leaders from Ultimate Software to provide invaluable insights […]

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hr podcast. #PeopleFirstPodcast features topics like culture, UX, onboarding, change management, and the employee experience. Listen now on YouTube and iTunes. Learn more on the #12DaysofHCM series.

The #PeopleFirstPodcast features topics like culture, UX, onboarding, change management, and the employee experience. Listen now on YouTube and iTunes. Learn more on the #12DaysofHCM series.

In 2016, we launched our very first HR Podcast – the #PeopleFirstPodcast.

This eight-episode podcast series aimed to help HR professionals thrive in their careers, and in the HCM cloud. Throughout the year, powerful industry voices—such as Steve Browne, Jennifer McClure, Robin Schooling, Janine Truitt, and Michael VanDervort—joined leaders from Ultimate Software to provide invaluable insights on a variety of HCM-related topics.

Listen now on our website or YouTube, or subscribe to the podcast on iTunes, and learn ways to improve culture and impact your business; help managers become better leaders; create a “People First” user experience; take care of your people through compliance technologies; positively influence the candidate, onboarding, and employee experiences; and effectively implement change within an organization.

In 2017, we look forward to providing additional resources to help improve HR, organizations as a whole, and the greater community. Stay tuned!

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Leading into 2017 – #12DaysofHCM http://blog.ultimatesoftware.com/leadership-manager-12daysofhcm/ http://blog.ultimatesoftware.com/leadership-manager-12daysofhcm/#respond Thu, 15 Dec 2016 14:36:31 +0000 http://blog.ultimatesoftware.com/?p=776 In their best-selling book, First, Break All the Rules: What the World’s Greatest Managers Do Differently, Marcus Buckingham and Curt Coffman write, “People don’t leave jobs, they leave managers.” It’s simple, it’s true, and it highlights the importance of ensuring managers have the insights and support they need to be effective leaders within your organization. […]

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a manager must be a good leader “People don’t leave jobs, they leave managers.”—Marcus Buckingham and Curt Coffman. See more in the #12DaysofHCM series.

“People don’t leave jobs, they leave managers.”—Marcus Buckingham and Curt Coffman. See more in the #12DaysofHCM series.

In their best-selling book, First, Break All the Rules: What the World’s Greatest Managers Do Differently, Marcus Buckingham and Curt Coffman write, “People don’t leave jobs, they leave managers.” It’s simple, it’s true, and it highlights the importance of ensuring managers have the insights and support they need to be effective leaders within your organization.

When mapping out your plan for a successful 2017, consider the role today’s technology can play in building tomorrow’s leaders. If 2016 was the year you embraced predictive analytics, go a step farther in 2017 with prescriptive analytics.

Maybe a manager has identified a future top performer who has the potential, but needs an engagement boost. Prescriptive analytics help managers answer the all-important question of “what next?” and then take the right actions to better connect with—that is, better lead—employees.

In a true win-win for your organization and your people, both manager and employee benefit from this renewed focus on development and engagement.

 

Related:

#PeopleFirstPodcast – Helping Managers Become Better Leaders

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The Impact of the Onboarding Experience – #PeopleFirstPodcast Episode 6 http://blog.ultimatesoftware.com/onboarding-experience-peoplefirstpodcast/ http://blog.ultimatesoftware.com/onboarding-experience-peoplefirstpodcast/#respond Tue, 06 Dec 2016 22:00:45 +0000 http://blog.ultimatesoftware.com/?p=745 “We’re in the candidate’s market for the foreseeable future,” says Robin Schooling, vice president of human resources at Hollywood Casino Baton Rouge, in Episode 6 – the Impact of the Onboarding Experience – of the #PeopleFirstPodcast. With just under 5% unemployment in the United States and higher “quit” rates than ever before, both Robin and […]

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“We’re in the candidate’s market for the foreseeable future,” says Robin Schooling, vice president of human resources at Hollywood Casino Baton Rouge, in Episode 6 – the Impact of the Onboarding Experience – of the #PeopleFirstPodcast. With just under 5% unemployment in the United States and higher “quit” rates than ever before, both Robin and Ryan Bergstrom, Ultimate Software’s vice president of product management, agree that organizations need to change their sourcing strategies from traditional job boards to more transparent and social processes.

So, what now? What are the best sourcing techniques? What is the best way to handle employee referrals? Robin and Ryan share on cohesive inbound and outbound employer branding strategies, why organizations should maintain consistency and transparency throughout the employee life cycle, and how to choose candidates that fit with an organization’s culture. Hear their advice on the #PeopleFirstPodcase here.

Feel free to share this and previous episodes with friends using the hashtag #PeopleFirstPodcast. Tell us what you think by tweeting @UltimateHCM with the hashtag #PeopleFirstPodcast or by emailing us at socialmedia@ultimatesoftware.com.

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Workforce Trends: What to Expect in 2017 http://blog.ultimatesoftware.com/workforce-hr-trends-expect-2017/ http://blog.ultimatesoftware.com/workforce-hr-trends-expect-2017/#respond Fri, 02 Dec 2016 11:09:08 +0000 http://blog.ultimatesoftware.com/?p=735 As we approach the end of 2016, we are compelled to look ahead to what we can expect in the new year! With that in mind, here are my predictions for the world of people-first HR and business. The Voice of the Employee (VoE) Takes Center Stage Customer satisfaction surveys have long been seen as […]

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As we approach the end of 2016, we are compelled to look ahead to what we can expect in the new year! With that in mind, here are my predictions for the world of people-first HR and business.

The Voice of the Employee (VoE) Takes Center Stage

Customer satisfaction surveys have long been seen as the best way to understand how well organizations are meeting the needs of their customers. More recently, the Voice of the Customer (VoC) has become more nuanced with Customer Journey Maps and Net Promoter Scores. As organizations recognize that to truly serve their customers they must invest in creating a great experience for their employees at work, the traditional employee engagement survey – often viewed as the way to assess how employees feel at work – is no longer an adequate tool to capture the true Voice of the Employee (VoE).

Thanks to advances in natural language processing technologies, in 2017, organizations can look to Ultimate Software’s new UltiPro PerceptionTM solution to continually scan their environments and get a deep understanding of the true sentiment of their people.

Organizations focused on retaining their best people will have to begin adopting these tools or risk losing the hearts and minds of their people – ultimately affecting their bottom line.

Your Workforce is Becoming More Fluid

The traditional workforce is changing faster than our organizations can keep up and it is becoming increasingly obvious to many business leaders. A commissioned study conducted by Forrester Consulting on behalf of Ultimate Software, October 2016, found that nearly 90% of HR and line of business professionals who influence their companies’ HR policies agree that the way employees work is becoming more fluid, flexible, and dynamic.

The notion of defining oneself as one thing at work vs. “at home” is not new, but the blurring of lines and new ways to identify oneself is new and it is having a significant impact in the workplace, creating the need for a new kind of HR and for organizations to offer ever more fluid people policies and philosophies in 2017 and beyond.

Workers want more choice and flexibility in how they approach tasks (more collaboratively), jobs (more frequent changes and exploration), opportunities to advance in their careers (more quickly, and in a less linear fashion), and define themselves at work (in a more personalized, holistic way) – a trend I call “Workforce Fluidity.”

The Primacy of the Employee Manager Relationship

“People don’t leave companies, they leave managers.” This statement has been floating around HR circles for decades… for good reason. Employees experience work and the culture of the organization primarily through interactions with their direct manager.

People today don’t want to be “managed.” They want leaders who inspire them to greatness, challenge them, and communicate openly with them, coaching them to be their best selves at work.

Looking ahead to 2017, I expect more and more companies to invest heavily in developing managers to become better leaders, and we also will begin to see the fruits of these efforts. New diagnostic and prescriptive analytics tools will support manager development on a day-to-day basis – ushering in a new era of humanized people “management.”

HR Agility Will Become the New Mode of Supporting Organizations

2017 will continue to see our workplaces evolve into more human, people-centered spaces. Rather than reacting to pressure from business leaders and employees, HR leaders will rethink traditional policies to meet the needs of a more open and expressive workforce, taking a front seat in driving successful business outcomes.

This will do two things for Human Resource Professionals: we will become more innovative, nimble, and observant, and we will be forced to adapt existing HR processes and practices to create more agile, human-natured organizations.

This shift began a few years ago with the transformation of performance into a more dynamic, coaching-focused process; in 2017 however, HR leaders will have to rethink paid time off and compensation processes, two areas that are woefully out of synch with the workforce of today.

Culture Shapes the Employee Experience 

We all know that there can be a significant difference between an organization’s mission statement and what employees experience, or, what really goes on within an organization. People entering the workforce in 2017 and beyond tend to be less trusting of authority, making it more important for organizations to gain the trust of their employees by demonstrating that they “walk the walk and talk the talk.” This requires a culture of listening and taking action on employee concerns.

Supported by smarter more perceptive technologies in 2017, organizations will finally be able to “see” their culture at work and detect gaps in alignment between employees and the stated mission and values of the organization, supporting organizations in being deliberate and focused on defining philosophies and policies that address how people experience their work lives, and how the organization treats and interacts with their people and customers.

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