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    Sarah Gatehouse.

    Fujitsu General Australia

    "In 2016 we rolled out intelliHR, and in 2017 we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

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    Fujitsu General Australia

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    Sheldon Commercial Interiors

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HR Technology | 5 min

4 Ways the Digital People Management Transformation is Empowering Employees

4 Ways the Digital People Management Transformation is Empowering Employees

Today, information is instantaneously available and has become a highly valuable commodity. Couple this with the advanced analytics tools increasingly available to us, and organisations have more opportunity than ever to get ahead. But organisations are only as successful as the people behind them, so how can the digital transformation empower employees to do their best work every day?

In this article we will cover just a few of the areas where transforming your people management process can directly empower your people.

1. Listen and make improvements in real-time

It can be difficult to stay across the sentiment and happiness of everyone at all times, particularly in larger companies. Artificial Intelligence tools like Sentiment Analysis and Keyword Analysis allow us to analyse large amounts of qualitative data.

Now we can extract value from answers in continuous feedback, employee engagement surveys, diary notes and other sources at scale. Words and phrases are analysed to determine if a positive or negative emotional tone lies behind them and these insights can uncover business units or individuals who need help (or recognition!).

In this way, problems no longer need to go unnoticed, and organisations can create better working environments by tackling problems and rewarding high performance. Historically, organisations would discover issues through exit surveys, annual performance reviews, or looking at past financial performance. In other words, a problem could only be identified long after it was too late to do anything about it. Today we can look at real-time data, and even project insights into the future.

 

How is sentiment tracking across the organisation? Is it trending up or down?

Where are my high or low performers in the business?

Which areas of my business are costing me and which are delivering a positive return? Why?

Which managers have the highest attrition rates in their teams?

What training initiatives are generating the biggest return on investment?

 

Can you answer these questions on the spot? Advanced people management platforms are already able to provide these insights, and the capabilities are increasing every day. Armed with this knowledge we can proactively alleviate employee concerns early and take steps to solve problems before they escalate.

 

2. Provide self-led tools

Employees today want to take control of their own development and get performing at their peak potential. With this, employees expect to be able to self-manage aspects of their employment. Organisations that embrace this and provide their people with engaging, user-friendly people management tools will not only benefit from a more engaged workforce but will also gather more meaningful insights from analytics as employees will be actively engaging with the software and be on top of their own performance.

Some of the features employees will most appreciate and want to engage with include goal setting and tracking, continuous feedback “check-ins” and instant performance reports. Equipped with these tools, people feel instantly more engaged and in-control of their role. Most importantly, these tools work best when embedded in a workplace culture that encourages open communication through regular two-way feedback and clearly articulated expectations. Both of these are key drivers for empowering employees.

 

3. People friendly processes

The digital transformation is in full swing and it’s happening all around us. These changes will make our lives easier and decisions stronger but first we need to let go of traditional processes.

Think of performance reviews: historically, review time meant mountains of admininstration and paper. So it’s no surprise most organisations would only undertake them annually. Today we have sophisticated automation tools and systems that automatically email regular check-in forms to individual staff, provide their manager with an update and capture valuable data for analytics.

Not only is this a huge time-cost saving but it’s providing a more accurate snapshot of employee performance. When this process is seamlessly integrated with analytics, we can process the data in a scalable way that allows us to understand how people are feeling, regardless of an organisation’s size or spread. What’s more, by getting real-time, on-demand performance reporting, employees and their managers get the opportunity to fill skills gaps or find solutions to blockers straight away, allowing every team member to keep performing at their peak.

Traditional performance reviews become redundant when automated reporting is coupled with regular check-ins. This new process is far superior and more productive than annual reviews where everything is considered in retrospect, often leaving it too late to action solutions.

It also saves the undue stress and angst employees often experience with annual performance reviews as they often have to spend a lot of time scoring themselves and trying to prepare for a nerve-wracking meeting often with no real productive outcome.

 

4. Business adjusting its mindset

The digital transformation is prompting organisations to think differently about how they manage their people. Businesses who adapt their thinking to the modern work landscape will benefit from higher engagement and the flow on effects of better performance, lower attrition and increased business outcomes.

With the rise of remote work and flexible office arrangements, businesses must accommodate these expectations to attract the best talent. Coupling this with leveraging technology to connect and communicate effectively. Facilitating regular check-ins to get better visibility over performance and using real-time sentiment analysis is a great first step toward enabling remote work and empowering employees.

Not sure where to start? If you’re lacking the tools to leverage your people data and stay competitive, book a time to chat with us or call 1800 993 803.

 

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