Nonessential workplaces in the United States began shutting down in early March. What started in Wuhan China released a domino effect that gripped the entire globe. And it continues to do so. By staying and working from home, the corporate world is struggling to balance their lives.
What is it like working in a difficult time of COVID-19 pandemic? There is also a wave of civil unrest going across the USA, Europe, and Oceania. These events trigger panic in the corporate world. Since lockdown came in force, work-from-home quickly turned to the new normal. But this new work dynamic is indicating a key shift from our present work culture. And something is not right.
Our corporate world is a dynamic ecosystem of rules, opportunities, and the will to excel. Individual tasks and responsibilities are carved to match their skills and capabilities. In other words, a job role is highly optimized, specific, and result-oriented.
On 11th March 2020, the WHO declared Coronavirus as a pandemic. Almost immediately, a vast number of organizations stopped operations or tried working from home.
In a state of uncertainty, 'teleworking' comes as a surprise change for large masses across the world. Although several nations in the world offer "flexible workplace" opportunities, the work from culture is an unexpected situation for the most.
When a crisis hits, it is important to stay sane, and understand that your business can still function, or even flourish. All you need is a smart strategy.
But how can you bring your talent on the same page in this virtual 'work from home' economy? And a receding economy at that.
The human race, currently jilted and jolted, gapes into a new order of the economic system. The question is not if the economy (and the world) will bounce back, but how will it be back on its feet.
The new world could be a work from the home economy with enormous social distancing between humans. But are we ready?
The engagement of employees was one of the highest challenges for HR professionals in 2019. UK based Cascade HR is into HR-automation. Their 2019 study shows that nearly 40% of HR professionals picked engagement as their number problem. The problems of recruitment (37%) and retention (36%) follow closely.
In recent years Experience Management (XM) has emerged as the driving force behind corporate success. Because XM is a new thing, many big players haven’t yet considered it in their strategic approach.
Organizational leaders spend a copious amount of time understanding the depth of ‘people engagement’. There is a wealth of knowledge about it on the internet, and great bestsellers are penned on this subject. So what you’ll read may become the basis of your organizational strategy.
This article explains why the customer engagement strategy should be one of your highest priorities. And how to manifest such an approach.
Your customer engagement strategy aims to motivate customers to stay in touch and to share their experiences with your brand or business. Your strategy should nurture innovative technologies. It must address the ways where customers become sentimentally attached and loyal to your brand.
How a fusion of ‘experiences and process innovation’ is a game-changer for your business success
Your business growth is governed by the consumers of your offerings (products & services). Success is also governed by you consuming people’s expectations - once you listen to what they say.
What is the future of work?
No one knows that exactly, but at Zinbucks labs, we are good at guessing about the next best practices in the near future.
To motivate people to take action is called ‘nudging’. Honestly, it’s poking, but done softly and politely. Several push messages and the pop-up you experience every day are nudges - that remind or motivate you to take a unique action. Psychologists around the world are working with programmers to get an upper hand in guessing people’s behavior (predictive analysis) and later, prompt them to take the next best action without restricting it.
In this article, we focus on the face-to-face experience between a customer and the staff. In many businesses, especially small to mid-size enterprises, facing customers is a crux of business success. It is necessary to deliver a smooth client experience, so they keep coming back.
Let’s say the nature of your business is based on direct client interaction. Some good examples are - megastore, gymnasium, hospital, and hotels. Here, the customer interaction is the mainstay, and making them happy is your key milestone.
You run a business. You aim to win the trust and loyalty of people linked with the business. You know that loyalists are those people who drive your business and make you sustainable in the long run.
In this article, we’ll focus on how to propel your product or services by influencing people - your customer and employees.
2020 onwards, Experience Management (XM) is more capable and much easier to implement
We have moved on from the days of traditional marketing tactics to creating 'culture of experience.' To improve the experience of people influencing your business today is easier, more natural, and result-oriented.
What’s all the fuss about EXPERIENCE?
Experts maintain that it is difficult to measure the quality of Experience. It largely remains within the head of the experience holder. One good measure of the quality of experience is the response of the person. And in an economic paradigm, this 'experience+response' becomes the basis of strategy or decision-making.
Engagement is highly desired; however, difficult to achieve. Organizations around the globe make multifaceted efforts to encourage people participation - employees in their work, customers with products/services.
Some of the practices to make engagement simple:
Why creating a sense of purpose is integral to employee engagement and how leaders can offer it to employees.
We have well entered the age where Gen-Z is defining the industrial trends. Those born after 1996 are stacking up the workplace. And how these young entrants play their part in a work ecosystem makes leaders and managers nervous.
Research firm Gallup found that 67% of American workers are disengaged. Another 18% are ‘actively’ disengaged. That makes 17 out of 20 disengaged people. Gallup estimated that nearly $7 trillion is lost in productivity, which is more than the combined GDP of Germany and India.
The corporate world needs to sober-up.
How to strategize your organizational approach? And how to create a culture of a smart workplace and smarter people?
Smart is not limited to mobile phones. There is an umbrella of smart technologies & strategies that redefines the way you manage your daily operations along with the vast network of your people - your customer, employees, and followers.
Why Smart? Without a smart workplace ecosystem (using AI, IoT, VR, or AR), there is a definite loss of efficiency, compromise with human potential, and a dip in ROI. Whoever wants that?
The use of emojis or emoticons is widespread today. The usage is so high that having a chat on mobile or computer feels incomplete without them. And rightly so. This one small graphic icon can express what hundreds of words may not convey.
In this blog, we analyze the trend of emoticon use at the workplace and how they can be used to analyze the sentiments of the users.
People at the workplace emphasize highly on work-life balance.
In the U.S. corporate culture, more millennials and female employees looked for an organization with the flexible work culture in a new job. For them, It is much essential to have a maintained balanced work-life. Corporate leaders need to take that into account and be willing to offer a flexible work culture.
However, not every business vertical can offer such an environment. Many jobs would necessarily demand physically present people. Such work positions have fixed work-hours and require discipline. Take the case of security personnel, who must physically frisk people before letting them enter a store.
The quality of social engagement that people experience in their day to day life is one of the important factors for their well-being. It is the primary catalyst to induce motivation in people and let them create values.
How people engage
People are interacting and engaging everywhere, every second. And every single touchpoint of an engagement forms a personal & social experience. There are a few ways to understand this ‘engagement to experience’ cycle:
The importance of organizational culture is never in question when things are sailing smoothly in a business structure. It means that the policies, values, and objectives of the organization are in synchronicity. There exists a structure and everyone working around this structure is comfortable with how things get along. It is a happy scenario for everyone. However, when that doesn’t happen, we can detect signs of failing corporate culture.
What are the gaps or indicators of corporate culture struggles? Let’s consider some important facts.
A Randstad report from 2018 states that 69% of the employees feel that their capabilities are not utilized fully by their employers. 58% agree that lack of growth is their reason for quitting the job.
These are telling facts that demonstrate the lack of innovative thinking from the leaders. And if the employees don’t get the platform to innovate, it’ll nurture a state of frustration in individuals and later within teams.
Lack of innovation is one of the obvious pain points for corporates world over and needs to be addressed in earnest.
Mining people analytics data is crucial, with reliable AI capabilities.
Even though people analytics has been around for a while, it’s the technology whose time has come. With reliable people analytics, powered by Artifical Intelligence and Deep Learning technology, organizations continuously improve employee experience and overall performance.
Market studies reveal that more organizations are counting on analytics than ever before. Why? Because the numbers throw light on the current trends and help with future predictions.
Providing EVP is a win-win organizational tactic to enter the hearts of your people.
The undercurrent of any successful business lies in its strategy of winning peoples’ heart. Be it their customer or their employees. And to gain the confidence of your employees is the mantra for prolonged success.
Organizations that focus on the welfare of its employee need to project themselves as a brand that offers value in exchange for the employee’s effort. Therefore, more than 75% of job aspirants emphasize on the company brand than the actual core job. They are conscious of what a certain brand can offer.
People at the workplace have shown more trust in Artificial Intelligence and Robotics than their human managers, reveals a study conducted by Oracle and Future Workplace. The study titled 'AI at Work' is aimed to measure the impact of AI on people who uses it the most.
The study conducted in six different languages included 8,370 employees, managers and HR leaders located in 10 different countries.
Do you know how do educational institutes feel about taking student attendance?
Studies reveal that they are not satisfied. Why? Because it is a tedious process, saps a lot of energy & resource, and still can be inaccurate.
One of the research paper shows that in a typical educational institute, 400-500 hours of teachers and more than 4000-hours of student time is lost monthly due to a sluggish attendance. This exercise cost institutes $ 1000’s in financial loss.
Business owners and decision-makers usually have a lot on their plates. Businesses always have a bundle of big and small challenges, like maintaining current standards and achieving futuristic growth. Or at least not to fade away.
We look at some of the critical futuristic problems that leaders need to address immediately in 2019, so they don’t remain challenges in 2020. More importantly, they need solutions.
The following are the four emerging trends of the current corporate cultures.
Machine Intelligence evaluates ‘employee performance' better than humans
Why are organizations struggling with attrition despite their best intentions? A recent report by Gallup State of the Global Workplace indicates that nearly 85% of employees are either not engaged or actively disengaged at work. More workers are planning to job-hop inside two years of starting a job. That should scare any entrepreneur and also their HR wing.
Most employees quit their job because they feel they aren’t thanked or appreciated enough for the hard work they put in. Clearly, it is not about money anymore. Employees craves for a pat on the back or even a thank you for simple good performance or action. A report by Grand View Research states that enterprises are spending $40 billion annually on wellness programs for employees. This investment will cross $90 billion by 2026.
So, what creates a viable office culture? It is still believed that workplace culture grows organically - through how people act out naturally. Yes, that’s true. But if thoughtful planning about culture is not addressed, then employee efficiency & output is going to be below expectations. So, what is it that improves output and keeps the performance bar high?
It is critical for any association to keep extraordinary relations with its employees. Commonplace employee benefits never separate an organization as much as they used to. Organizations are acknowledging they should offer remarkable points of interest that different organizations do to keep top ability and get the best talent. Putting resources into your representatives is anything but another methodology, yet there are distinctive methods for making faithfulness among your best entertainers. Bigger organizations and unicorn new businesses have plentiful assets to put resources into their representatives. From expert advancement classes and vocation mentors to adaptable timetables and free provided food snacks, many organizations go the additional mile to hold and engage employees.
In case you're at a misfortune for how to start or scared by the potential expense, here are a couple of approaches to begin with
Workplaces are accustomed to seeing generation tides in the office. But for many, the new generation, that of the Millennials are almost an alien species with little or nothing in common with earlier generations of the workforce, given their apparent lack of motivation and reduced dedication to working anywhere for a significant amount of time, the millennials are not easy to tame or satisfy.
With each new generation adapting to changes are necessary. But how well is your company adapting to fit the millennial generation into your workplace?
Let’s look at the current statistics to help you evaluate your company’s current methods, how to adapt with Millennials and inspire them:
- Only 40% of Millennials feel strongly connected to their company’s mission and 60% are open to a different job. Staggeringly only 29% are engaged at work.
- What these statistics show is insufficient workplace culture and current way of obtaining talented Millennials. It’s vital to understand who they are and what they want, they will make up to 60% of the global workforce. In other words, desires and expectation are not being met today.
- 67% of Millennials will be engaged at work if they strongly agree the mission or purpose of their company makes them feel their job is important
- 87% say development is important in a job. And if 29% of the Millennials are engaged at work, just what is missing in today’s workplace?
Employees go through more waking hours with their collaborators than they do with their own families. So the way that employee commitment keeps on being of developing significance to any association is of no surprise. The profitability of any organization relies on how much the workers care about their working environment which is nearly related to representative commitment. The race to acquire, draw and hold the workers is as extraordinary as ever. Keeping top performers, fabricating a high-performing group, and interfacing your kin to your association's center vision, qualities, and culture is a continuous mission for HR experts. Activities of employee thankfulness, acknowledgment, consolation, and support are instituted to enhance the work involvement for representatives and help them see the importance of their commitments.
In the not so distant past, an expensive pen or a gold watch for many years of service to the company was considered a status symbol. Companies still give out certificates and plaques to employees but the acceptance of such rewards has changed over time as it becomes rarer and rarer for an employee to be retained at a company beyond 2-3 years.
Companies today have multi-generational employees, with different views and values which need to be understood in order to make them feel appreciated and valued. The new workforce looks for something very different and substantially more than these old methods of reward & recognition, and there are major trends to back this theory:
“Peer-to-peer recognition can up employee engagement by 2% and increase employee retention by 3% in an organization”
We have all been there, blowing out candles and cutting our own birthday cake, surrounded by our family and friends. That feeling of being the centre of attention and love and adoration, fills us with a sense of belonging and happiness, and when a person is happy, they are definitely going to be more productive and engaged.
Birthdays are something everyone have in common, no matter their background, and thus are an ideal way of making employees feel valued; it allows even large organisations to appreciate employees in a way that makes them feel more than just a tiny cog in the larger scheme of things
"Making staff members feel valued in a way that's independent of performance targets, creates a more positive working culture, with more chances for staff to connect and get to know each other"
If you don’t give employees a compelling reason to stay, they’ll find another job that does.
Workplace engagement is about so much more than having happy employees and it goes far beyond job satisfaction. An engaged employee has an emotional commitment to your organization and its goals and gives a greater amount of discretionary effort to their work.
Employee engagement is a vitally important yet often overlooked aspect that is essential to the overall success of your business as well as its people. Having highly engaged employees can transform your company from within, boosting productivity and innovation. It is also fundamental to staff retention and creating a dynamic, industrious working environment.
What makes a team? Is it how well the individuals perform or how well they cooperate with one another? The answer to this question is, a bit of both. If we look at the example of a soccer team, where no matter how many goals a striker may score, a weak defense could be the difference between winning and losing, but the match even might come down to one person too, like the goalkeeper.
"A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members"
A good team has members that operate with a high degree of interdependence, share authority and responsibility for self-management, are accountable for the collective performance, and work toward a common goal and shared rewards. But, a good team not only has individuals working at their optimal level but when a team becomes more than just a collection of people with a strong sense of mutual commitment creating synergy, it generates performances greater than the sum of the performance of its individual members. So how to turn your team into FC Barcelona? How do you get the most out of your team’s individuals?