7 key insights from hr tech 2016

7 KEY INSIGHTS

FROM THE 2016 HR

TECHNOLOGYCONFERENCE

Presented by7 KEY INSIGHTS

FROM THE 2016 HR

TECHNOLOGYCONFERENCE

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Purpose, meaning, and the power of connecting people.

This year’s HR Technology Conference brought top industry

leaders together to share insights on the impact of

networks, the value of employee engagement, and how

they’re uniting their workforces across the globe. Read on

for key insights from Starbucks, Dropbox, Deloitte and more.

Insight #1

UNDERSTANDING THEPOWER OF NETWORKS LEADS

TO A HIGHER WORTH.– Barry Libert, CEO, Open Matters

Humans crave connection, and technology allows us to connect at a rate and speed that we never imagined. Companies that understand this human nature— companies like Airbnb, Uber, and Amazon—dominate in a world that thrives on networks.

CAPITALIZE ON TECHNOLOGY

in order to create accessible spaces for employeeconversations and connections.

Insight #2

Insight #2

EMPLOYEES WANT TOUNDERSTAND HOW THEY’RE RELEVANT

TODAY, AND HOW THEY’LL BE RELEVANT IN YEARS TO COME.

– Scott Pitasky, EVP & Chief Partner Resources O�cer, Starbucks

In an evolving workforce, the expectations of workers are changing. Even more than benefits and compensation, today’s workforce looks for: Purpose of work, Leadership involvement and Growth opportunity

Insight #3

Insight #3

IT’S NOT ENOUGH TO JUSTMEASURE ENGAGEMENT, YOU HAVE

TO HAVE AN ACTION PLAN TO CREATE ENGAGEMENT.

– Alyson Daichendt, Managing Director, Deloitte Consulting

Traditional methods of measuring engagement, i.e. annual employee engagement surveys, are no longer relevant. By the time changes are executed, business needs and employee opinions may have changed.

MAKE ENGAGEMENT WORK FOR YOUR ORGANIZATION IN

THREE STEPS:

1. Redefine employee engagement2. Create a sense of passion, purpose and mission

3. Check-in: Is your engagement “always on?”

Insight #4

4% OF COMPANIES BELIEVE THEY ARE GOOD AT ENGAGING

MILLENNIALS AND OTHER GENERATIONS IN THE WORKFORCE.

– Deloitte, 2016 Global Human Capital Trends Report

Today’s younger job candidates want projects they find personally meaningful, that have a positive impact on the world. Focus your culture on what they care about most: the people, the purpose, and the path.

Insight #5

Insight #5

CONTENT IS THE MOSTPOWERFUL EMPLOYER BRANDING

WEAPON WHEN HIRING.

– Christy Childers, Global Employer Brand Manager at Dropbox

CONTENT CAN HELPEDUCATE AND NURTURE

JOB CANDIDATES BY:

• Helping candidates get the information they need about your company (without unnecessary phone calls with your HR team)

• Helping the wrong candidates self-select out of the applicant pool

• Putting you top of mind when future candidates are considering a career change

Insight #6

PEOPLE TRUST OTHER PEOPLE. NOT BRANDS.

– Kathryn Minshew, CEO of The Muse

Brands like Dropbox know the impact of an employee’s voice. Marketing your company through videos, social media messages, or a combination of both allows job candidates to get to know the real you.

YOUR EMPLOYEES MAY BE YOUR BEST

AMBASSADORS.Their stories and successes can help to attract more

top talent – let your employees’ voice build your brand.

Insight #7

Insight #7

TECHNOLOGY CAN ELIMINATEJOBS, BUT IT USUALLY CREATES NEW,

DIFFERENT JOBS ELSEWHERE.

– Peter Cappelli, George W. Taylor Professor of Management,

The Wharton School of the University of Pennsylvania

If we learned one thing from this year’s HR Technology Conference, it’s that tech has the power to reintroduce humanity back into companies. Whether you’re looking to attract top talent, or engage your current workforce, technology can help connect your people to an organizational purpose.

JOIN OUR COMMUNITY

O.C. TANNER AND THE O.C. TANNER INSTITUTE

O.C. Tanner, on the FORTUNE 100 Best Companies to Work For® list

for the second year in a row in 2016, helps organizations create

great work environments by inspiring and appreciating great work.

Thousands of clients globally use the company’s cloud-based

technology, tools, awards, and education services to engage talent,

increase performance, drive goals, and create experiences that fuel

the human spirit. Learn more at octanner.com.

The O.C. Tanner Institute regularly commissions research and provides

a global forum for exchanging ideas about recognition, engagement,

leadership, culture, human values, and sound business principles.

THE JOURNEY TO

Cultural Greatness**Cultural Greatness: having a high-achieving culture fueled by a cool**

recognition program running at 100%.

**COOL: something that adds purpose, meaning, and commitment to the workplace. GETTING EXECUTIVES ON BOARD WITH EMPLOYEE RECOGNITION

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