06Jun

Experienced work-at-homers know to keep the dog out and the door closed when on a conference call. For video meetings, they know it’s important to present a professional appearance. That may mean dressing as they would in the office. They’re also mindful of what’s in the background that everyone can see.

Now that so many of us are working from home for the first time, it’s too easy to fall into bad habits and neglect to practice the same professionalism we do when surrounded by colleagues. For team leaders it’s important to recognize that managing remote workers in the best of times requires greater understanding and even stronger communication than if everyone were together.

Dianna Booher, a globally recognized expert on business communication, says those new to working from home need to be acutely aware of how they present themselves and how they use their time. While taking a break to have lunch with the family is one thing, Booher warns against falling into the trap of taking extended breaks only to work into the night to catch-up.

“That’s a potentially troublesome habit to adopt if you’ll have to return to actual office hours after the crisis subsides,” Booher cautions. “If you get into the habit of working sporadically over a 24-hour period, you may soon experience the feeling that your work has consumed your life. And it will.”

Another hazard of remote work is the lack of interaction with co-workers that occurs naturally in a physical setting. Feelings of isolation can become common among those working from home, Booher says. To combat that, managers should encourage remote workers to chat as they do when together. Slack is a popular collaboration tool where channels can be created specifically to encourage conversation. Equally important is for managers to reach out to every employee regularly to ask how they are doing.

Video calls are booming, in large part because they help promote connectedness. They also make it possible for people to see presentations and share their work. At the same time, video conferences also make it possible for everyone to see your environment. Booher tells of a vidcaster who was to interview her changing his clothes while she watched. You might never do something like that, but what about the setting you’re in? Does it look professional?

Zoom, one of the most popular video conferencing tools, allows for the use of a virtual background. You can upload a photograph of your own or choose one Zoom offers. You’ll forego the personal feel, but that may be better than showing everyone you’re working in a cluttered garage.

As Booher points out, maintaining a professional appearance and practicing the same good work habits you do in the office will avoid damage to your career and help you resume a normal routine when the crisis is over.

Image by Free-Photos

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Jun 6, 2023

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Jun 6, 2023

The ‘Radical Reinvention’ of Human Resources

Now is the time for a “radical reinvention of human resources,” declares a report from IBM’s Institute for Business Value.

Businesses are adapting to the rapidly and dramatically changing world, says the report, prefacing the findings and recommendations from a survey of more than 1,500 HR executives from a variety of industries.

How they engage with employees must also change. “Enterprises now must become inherently humanized, build engagement with remote employees, foster trust in uncertain times and cultivate a resilient, diverse workforce capable of facing whatever the future may hold.”

This, says the report, is HR 3.0.

HR thought leader Josh Bersin, who collaborated with IBM on the report, explains what that means in his introduction:

“Traditional HR 1.0 departments focus on compliance, administration, and highly efficient service delivery.

“HR 2.0 teams move toward integrated centers of excellence, and focus on training and empowering business partners to deliver solutions at the point of need.

“HR 3.0, which only 10 percent of companies have achieved, turns HR into an agile consulting organization, one that not only delivers efficient services, but also practices design thinking to push innovative solutions, cognitive tools, and transparency into the organization.”

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The report found substantial agreement among the surveyed executives on the key ingredients of HR 3.0, but uncertainty among them about how to evolve their operation. Providing that guidance is the essence of the report.

After studying multiple HR practices, Bersin and IBM identified 10 “Action Areas” drawn from what the most successful companies are doing. “Our analysis has identified ten priority Action Areas critical to the HR 3.0 model. The Action Areas span the breadth of the human resources function, in some cases wholly reinventing traditional people practices.”

These 10 are:

  1. Measure employee performance continuously and transparently
  2. Invest in the new role of leadership
  3. Build and apply capabilities in agile and design thinking
  4. Pay for performance — and skills — in a fair and transparent way
  5. Continuously build skills in the flow of work
  6. Design intentional experiences for employees
  7. Modernize your HR technology portfolio
  8. Apply data-driven insights
  9. Reorient and reskill your HR business partners
  10. Source talent strategically

Though few companies are on the path to 3.0, those that don’t begin to evolve will be left behind.

“Even as leading companies transform their HR model, it’s clear HR 3.0 is not a destination, just a way station. The world is changing too quickly to allow even a hint of complacency,” the report concludes.

“As we continue to face unprecedented opportunities to build better businesses and a much better world, an HR 4.0 will evolve as a model to help us keep doing just that.”

Image by David Mark

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