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In a recent interview with Arianna Huffington, the author and businesswoman makes a strong case for embracing humanness when it comes to thriving in a digital revolution. By promoting human well-being and greater control over our technical habits, Huffington brings into awareness an interesting tension for companies whose main focus is developing the technical capabilities of their people over their emotional ones.
We answered some of the most common questions that tech companies struggle with, to demonstrate and reinforce the value of people-centric traits and HR’s role in informing these.
I don’t have the budget for people AND technology development.
Your typical fast-growing technology company will innovate to stay ahead of the curve; but sustaining and improving productivity and ingenuity requires a continuously developing leadership team and talent pipeline. This means you’re going to have to take care of your people first. Finding incredible talent to grow and scale your business can be a fulltime job, which is why HR’s role is pertinent when it comes to ensuring you get the right people working with you, to take your development process & innovation strategy to the next level. If time is money, imagine what else you could achieve when your day is freed up to innovate?
How is this going to help my code?
As your team grows, maintaining and managing the quality of your product has becomes a tension for most fast-growing tech companies. As a result, opportunities for employee well-being and diversity & inclusion initiatives are not a top priority for those whose focus is on developing their core stream of revenue – their technology. When faced with making a choice between culture and technology innovation, most choose innovation without understanding the implications of neglecting their people needs. According to Hal Gregersen, Executive Director of MIT Leadership Center, brainstorming for new questions rather than answers helps push past bias and encourages organisations to pursue the truth. Diversifying your perspectives, ideas and thought-provoking questions encourages new ways of thinking and finding solutions to problems. This can occur during collaboration when developing a solution requires drawing together diverse talents and perspectives to discover novel approaches. It can also occur when your hiring process is strategically designed to include a wider range of talent. If you sort your people foundation out, innovation will follow.
HR isn’t numbers-driven enough for me.
The idea that HR isn’t strategic enough is becoming a thing of the past. Companies such as Perkbox and Engagement Multiplier are enhancing the HR offering when it comes to providing impactful and thoughtful ways to reward employees and build a more connected organisation.
Perkbox is a cloud-based employee perk and engagement platform that helps companies improve their people-needs such as engagement, satisfaction and reward and recognition schemes - and in doing so, proves a high return on investment. Engagement Multiplier is a solution for measuring and increasing employee engagement and ROI. The software shows you the numbers that matter and in doing so, practically guides organisations toward higher productivity and profitability on their growth journey.
Are you in touch and on trend with the transformative nature of HR technology?
How can employers who haven’t traditionally needed staff with digital skills position themselves as an employer of choice? As technology continues to penetrate deeper into every aspect of how we live and how we work, the line between digital and non-digital is blurring. And as we approach an age of increased automation and artificial intelligence, there’s going to be a premium on uniquely human qualities such as creativity, empathy, wisdom, intuition and the ability to connect and collaborate with others. So for sectors that are less digitally advanced, what will make them attractive to employees isn’t showcasing their digital side but demonstrating their human side.