HR Cloud 9 requires a great ecosystem

woman_cloudHR Cloud 9 is being in a state of perfect contentment with your HR ecosystem. Getting to HR Cloud 9 isn’t a trivial matter, and it isn’t about choosing one vendor to handle everything. The choices you make when building out your HR ecosystem will either form your utopia or nightmare. To get to HR Cloud 9, consider how your ecosystem will fair in the following areas. If you do, you’ll be well on your way to Cloud 9.

You want intimate customer service experience that is highly accessible and feels like an extension of your staff. Vendors that strive for an intimate customer service relationship take customer service to a different level. Service personnel staff have relevant up-to-the-minute information such as sales orders, setup documents, and all service history. Each and every service staff member has the requisite and relevant industry and product expertise to be knowledgeable and helpful to customers. Customer service people who are empathetic and highly value the voice of the customer. They are reliable, interchangeable, efficient, and effective in resolving customer service issues and exceeding customer expectations. This is more than just responding quickly. Each customer exchange is a seamless, predictable experience, and a customer is never asked to retrace or rehash a service issue. And for those issues that require more than a few days to achieve resolution, service staff clearly communicate timelines and resolution expectations to mitigate misunderstandings upfront.

You want software designed the way HR people think and works the way it’s expected to. Great HR software is built with the end user in mind. The HR user experience should mirror the way HR people think and work. The manager experience should complement the managers’ work and work day. The employee experience should be designed for casual use and promote communication and feedback to encourage engagement and recognition behaviors, which lead to happy workers. Don’t settle for clunky and hard to use. There are way better options today. This applies to HCM and more. Today, the Girl Scout’s Digital Cookie™ app[i] is used by Girl Scouts to “gain new business and social skills in an entertaining and engaging way.” Your HR Cloud 9 needs this too.

You need speed and accessibility because lack of speed and accessibility kills productivity. Review service level agreements for reasonable up-time guarantees and response time measures for all major application functions. If you require access at remote locations or via mobile devices, verify that your solution supports those forms of access. Most cloud vendors use a shared infrastructure of web servers, applications servers, and database servers that are accessible via the public internet. Many cloud vendors do not offer exclusive use to a single organization, so performance can be impacted by what other users are doing at any given time. Don’t get bogged down by poor performance; it’s a real drag and a time suck.

You need to be sure that the vendor’s solution “box” of capability is big enough for your needs. A single code base is another key tenant of modern HCM systems. A lot of Cloud providers have application policies to customize look and feel and even some parts of the customer experience. So, that doesn’t necessarily mean that every customer is stuck with the exact same user experience. But it does mean that code customization for the unique need of a single customer is not supported. Keep in mind that mature solutions tend to have a bigger “box” of capability that allows more organizations to be easily supported by the product. Choose solutions that meet your needs today and for the near future.

You need an evolved reporting capability that shields end-users from complexity. Modern HR Cloud software solutions are built on large data repositories with comingled customer data because this is most efficient and affordable for them. This multi-tenant design requires programming to separate customers logically and adds complexity to data reporting. Techniques like de-normalized database views and metadata layers facilitating intuitive data relationship, grouping, and summaries go a long way toward enhancing the productivity of a reporting user. Ultimately, the best approach eliminates all reporting complexity by abstracting the data relationships from the end-user altogether. This yields point and click report definitions, grouping, and summaries in the most user friendly format available and ultimately makes the reporting function available to a greater cross section of your organization.

You need good support for system integration, data imports, and data exports. Supporting the data needs of the various executive that an HR department services means getting data in and out of the system in a secure and efficient manner is an essential requirement. Employee loads, time imports, carrier feeds, G/L files, and published web service integration points are just a few examples. Don’t get painted in a corner with cloud solution that doesn’t meet your integration requirements.

Achieving the perfect ecosystem for your HR function could mean multiple vendors.[ii] Look for each of those vendors to provide an intimate customer service experience, fast and reliable access, flexible software capabilities that meet your current and future needs, a user experience that mirrors the way people work, and reporting and data extraction that don’t require a programmer to use.

Choose your partners wisely and be on HR Cloud 9.

This blog was written by Richard Cangemi, Chief Executive Guru at PeopleGuru™. This post may not be copied or published without permission.

[i] Girl Scouts. Digital Cookie 2.0. GirlScouts.org. Retrieved from https://www.girlscouts.org/en/cookies/all-about-cookies/digital-cookie.html (accessed 18 August 2016).

[ii] Fosway Group Limited and Decebo®. (July 2015). Integrating the HR Landscape on the Cloud. Retrieved from http://www.cedma-europe.org/newsletter_articles/misc/Integrating_the_HR_Landscape_on_the_Cloud_(Jul_2015).pdf

HCM – Transition to Strategic and Predictive, Highly Engaged and Highly Productive

HCM Implementation Hierarchy

Phase 1 – Wage and hour, payroll and tax compliance requirements

Like food and shelter are to Maslow’s Hierarchy of Needs, Phase 1 HCM needs are fundamental to successful existence for any organization. An HCM implementation ensures these needs are fully met first.

Even mid-sized companies can struggle with Phase 1 needs and can find themselves in a fight for their lives. This can be due to growth spurts, mergers or acquisitions. Growth in employee counts, geographical footprint or revenue, all subject the company to governmental regulations including the Affordable Health Care Act, multi-jurisdictional taxation, and wage and hour law requirements, which strain an over-committed and growth-oriented management team. Spreadsheets, small-business payroll outsourcing and paper approvals are overwhelmed by sheer volume, inefficient procedures and duplicate processing. Information is lost, entered into systems multiple times, or otherwise inaccessible, inaccurate and/or ignored by managers.

I’ve seen first-hand how disruptive Wage and Hour or Department of Labor audits can be without the underlying recordkeeping to properly support the company; a costly event in precious time, legal fees, and fines. I have also witnessed dishonest employees and managers falsifying timesheets and payroll records literally robbing a company of payroll funds for years. Those management teams were preoccupied with growing the business and just didn’t have the proper HR systems in place to protect their company adequately.

Make no mistake that organizations with Phase 1 needs can be exciting companies with an impressive growth story, compelling products and services, and a management team engaged in fueling the rocket with talent and capital. And often those same managers are savvy enough to recognize that to continue their impressive growth story hinges on fixing these foundational HR issues.

Phase 1 of the HCM implementation is all about reduction in the number and complexity of manual paper-based payroll transactions to ensure accuracy of management reporting and compliance with governmental regulations. This means deploying HCM features like:

  • A system to facilitate daily collection of time and labor (biometrics as needed) with manager oversight and approval directly fed to payroll.
  • Enterprise level payroll processing with the controls needed to ensure proper federal, state, and local taxation and labor allocation broken out by the needs of the company, whether that be by location, department, project, job, and/or task. That information is ultimately reportable and fed to the general ledger so the organization has a true picture of its spending in the various areas of its business.
  • HR recordkeeping practices are transitioned from small-business payroll, spreadsheets, and paper to an electronic system so this information is touched once and compliant with governmental regulations and can be managed efficiently.

Phase 2 – Improve transactional efficiency and productivity

Phase 2 is largely about workflow automation and can account for a good portion of the return on investment projected for the entire HCM project. Paper processes and duplicate work are transitioned to a vastly more efficient framework of system workflows and notifications. The organization benefits greatly by using Employee and Manager Self Service as data entry and approvals can be handled one-time and at their point of origin. Employee adoption of self-service is key to this phase and will likely require cultural reinforcement from top management.

The Phase 2 implementation delivers the benefits of HCM features like:

  • Employee Self Service allows employees to help themselves via a mobile device or web browser to view or modify information about themselves, including time-off requests, timesheets, compensation, and benefits. This feature reduces the demand for HR and managers to service enquiries from employees.
  • Manager Self Service empowers supervisors to manage information for their direct reports via a mobile device or web browser and to approve requests for time-off, payroll, benefit, or schedule changes online and in real-time.
  • System workflows and notifications streamline approval processes that are uniquely programmed to adhere to company policy, inform all relevant decision makers and collect electronic approvals.

Phase 3 – Talent Management

Phase 3 is about Talent Management features such as Recruiting, Onboarding, Benefit Enrollment, Performance Management, Salary Administration, and Career Development. Each of these capabilities addresses a specific area of the Human Resource function with a mobile and web-based capability to engage employees and supervisors in administering this work conveniently and efficiently. Careful attention must be paid to the foundational system workflow policies to ensure that the companies underlying HR policies are respected at all times.

  • Recruitment features include branded candidate mobile and web portals for job seekers, assessment and review tools for hiring managers, and system workflows to guide candidates through the process of completing job applications, screening questionnaires, interviews, and ultimately the offer process.
  • Onboarding walks a newly hired employee through the hire process, collecting relevant information and signatures for hiring paperwork.
  • eDocuments eliminate the paper documents and replace them with a mobile and web-based presentation and repository system that records signatures and document versioning.
  • Performance management provides for talent assessments, performance reviews, and succession planning with employee, supervisors, directors, and peers all engaged in the feedback loop.
  • Salary Administration distributes salary increases and bonus assignments across the entire organization respecting department, division or location budget requirements and engages the decision-makers with a multi-step approval process. Once all sign-offs are made, the system records employee and payroll changes seamlessly.
  • Automate Benefit Administration using online enrollment, carrier eligibility feeds and billing reconciliation tools. Employees enroll in benefits online and changes in those enrollments are conveniently fed to carriers electronically.

Phase 4 – Social HCM and Predictive Analytics

Phase 4 is for the most committed, sophisticated, and engaged management teams. These organizations consider human capital vital and invest accordingly striving to achieve a highly-productive workforce that is highly-engaged, and this can be an elusive goal. It’s not as simple as implementing system features. An employee engagement philosophy of teamwork, collaboration, rewards, and recognition is vital along with a management commitment to transparency to the drivers of the business. And the benefits can be tremendous with productivity gains and improved employee retention. It’s a simple fact that recognition, now distributed and administered by the system, can play a big part in employee retention and productivity. As Tom Peters co-wrote in Excellence, “…the simple act of paying positive attention to people has a great deal to do with productivity.” The Social HCM acts as both a conduit for teamwork and collaboration, and it speeds the feedback loop between project stakeholders and contributors to help keep projects and people on track.

Phase 4 is focused on the following initiatives:

  • Predictive Analytics provide a real-time, deep, and intuitive understanding of your organization and transparency to reveal the drivers of the business.
  • Social Collaboration features foster an engaged workforce enabling employees to easily build relationships, cross-collaborate, learn, share knowledge, and ultimately improve productivity.
  • Recognitions and rewards capabilities provide a framework for consistent, fair and public recognition to those deserving such accolades. Automation of badging and awards with points tracking removes the chore of reconciling points for redemption of gifts or other company rewards.

This phased methodology makes transitioning to a strategic, predictive, highly-productive, and highly-engaged workforce an orderly and controllable process. Of course, getting to the top of the pyramid requires real commitments to transparency and a philosophy that engages and rewards employees.

For organizations that aspire to be strategic, predictive, highly-productive, and highly-engaged, a modern HCM is just too compelling of a technology for those businesses to ignore.

References

McLeod, Saul. (2007/2014). Maslow’s Hierarchy of Needs. Retrieved from http://www.simplypsychology.org/maslow.html

Peters, Thomas J., Waterman, Robert H., and Austin, Nancy. (1992). Excellence: In Search of Excellence and A Passion for Excellence. (pp. 94). Quality Paperback Book Club. Retrieved from https://books.google.com/books?id=scy5AAAAIAAJ&dq

The Corporate Psycho

psychoThe Corporate Psycho is an individual who systematically lies, coerces, intimidates, or otherwise instills fear in coworkers in the pursuit of power within an organization.

Hiring this person is your worst nightmare. They look great on paper and maybe their references even check out, but you will wish—no you will pray—that you didn’t hire them. And once part of your team, the psychopath will systematically and maliciously agitate and sabotage the efforts of coworkers.

The Corporate Psycho is a predator and you are its prey.

The Corporate Psycho has a self-serving agenda with no moral compass. They systematically oppress individual contributions with the intent to disrupt productivity and foster malcontent. They are deceitful and insincere in their relationships and communications. Once inside your department, the Corporate Psycho will destroy the quality of your work life and relationships by undermining the key ingredient to a functional workplace: TRUST. Once in the throes of chaos created by the Corporate Psycho, coworkers lack trust and confidence in each other. Finger-pointing and assessment of blame thrive. New challenges and problems surface, and nothing seems to work like it used to. Even the things that were easy are now hard. Productivity drops, deadlines are missed, quality suffers, negativity thrives, absenteeism skyrockets, and most good people move on to greener pastures. And then your department suffers more as it is placed under the microscope of upper management. That was the Corporate Psycho’s plan all along: to create the chaos and then take advantage of that chaos.

What makes the Corporate Psycho so treacherous?

They are psychopaths and very skillful liars, and they believe that their views of the world are more enlightened than others. They have total disregard for people and treat them as a means to end. They befriend only as a means to gain information and power and then use this information to disrupt order and promote their own agenda. Once the workplace is in chaos, they win over vulnerable leaders by promoting an insider’s view of how things really are going in-the-trenches. Only they are misleading leaders with lies peppered with just enough truth to seem credible and actionable. And the cost of the Corporate Psycho is substantial.

With an adult population consisting of 1% to 2% psychopaths in the general population,1 you are very likely to encounter a Corporate Psycho in your ranks. Consider the following outcomes directly attributed to an onboard Corporate Psycho:

  • Less engaged workers are less productive. The Gallup organization estimated that an average of 18% actively disengaged employees cost the economy as much as $450 to $550 billion dollars per year in lost productivity including absenteeism, illness and other low morale issues.2
  • According to Cornerstone OnDemand, good employees are 54 percent more likely to quit when they work with a toxic employee.3 Replacing employees is expensive and for skilled workers can easily exceed $10,000 per hire.

How do you defeat the Corporate Psycho?

The key to defeating a Corporate Psycho is to recognize the agenda early and to disrupt any maniacal plans.

Recognize the warning signs. Identify potential Corporate Psychos by their telltale traits. This person may appear to fit in at first, but then you will begin to notice the signs. It won’t take long for this person to gain trust and set their plan in place. Assess whether this coworker is working on a separate agenda, refuses to follow protocols, is overly negative, or two-faced and insincere in communications and dealings with others. Ask yourself:

  • Does this individual proclaim to be a rigid follower of protocol but in reality is not?
  • Does this person seem overconfident and display a superiority complex with others?
  • Are they willing to do whatever it takes to ascend in the company?
  • Is there a general disregard for others’ contributions?
  • Does this person take credit for others’ work?
  • Does this person generally take issue with authority?

Once a suspect is identified as a potential Corporate Psycho, govern your behavior accordingly.

Don’t be bullied. The Corporate Psycho needs your help to promote an agenda, so don’t be a victim. If you suspect you are working with a Corporate Psycho, don’t accept advice or share information, unless it is a requirement of your job. Keep your distance. The inner workings of your job and the difficulties of your workday should be kept between you and your boss. Be sure not to put the Corporate Psycho in a position to fight battles on your behalf with your supervisors. They will not represent your best interests. And resist the temptation to get baited into negativity directed to the company or other coworkers.

Document everything. When dealing with a suspected Corporate Psycho, document every exchange with this person. Keep a log by writing down the time, place, and detailed notes so you can reconstruct the substance of your meeting. Remember, this person is a psychopath – he/she will not expect you to document your interactions as they view you as too “weak” to foil their plan. When things get chaotic you’ll be glad you documented because you will be in a position to justify your actions with your supervisors.

The Corporate Psycho thrives via a web of backchannel and under-the-radar relationships and information. The most successful of which appear to be sincere, charming, smart and engaging communicators. They systematically instill fear, mistrust, and incite negativity with the goal of making you believe that they are essential to survival in the new world order. Your high standards and moral compass are the best way to rise above any chaos created by the Corporate Psycho. Because ultimately we all need the confidence and trust of our coworkers workers to be successful. As Warren Bennis said, “Trust is the lubrication that makes it possible for organizations to work.”4

Footnotes

  1. PsychVisit.com. “Course and Prevalence of Antisocial Personality Disorder and Psychopathy” http://www.psychvisit.com/conditions/antisocial-personality-disorder-psychopathy/5-course-antisocial-personality.html (accessed 23 Nov. 2015).
  2. Susan Sorenson and Keri Garman. “How to Tackle U.S. Employees’ Stagnating Engagement,” Gallup, 11 June 2013, http://www.gallup.com/businessjournal/247/high-cost-disengaged-employees.aspx.
  3. Cornerstone OnDemand, “New Research Exposes the Hidden Costs of ‘Toxic Employees,’” 31 March 2015, https://www.cornerstoneondemand.com/news/press-releases/new-research-exposes-hidden-costs-toxic-employees.
  4. Robert Tucker, Innovation is Everybody’s Business: How to Make Yourself Indispensable in Today’s Hypercompetitive World (Hoboken: Wiley & Sons, 2011), 157.

Before you hire that old pro…

Featured

It’s really not about ageism. It is simply that a great attitude and passion to succeed trump years of experience and perfect qualifications nearly every time.

Most recently with an economic recovery underway, I’ve seen more expert candidates apply for jobs in the past year than ever before. And you’d think that would be a good thing, right? A perfect match between a job seeker’s past work history and the job requirements seems like a perfect hire. But I’ve witnessed seemingly perfect job candidates become under-performing employees. I’ve seen this enough times that a seasoned candidate is now a red flag. My best hires have almost exclusively been individuals who viewed their new job as a growth opportunity and worked very hard to be successful. And my more memorable worst hires have been those who seemed heavily qualified but yet fell short of expectations after being hired.

So why do these seemingly seasoned hires fail to thrive?

#1 reason – hiring managers are so focused on the technical match between the candidate’s past experience and the job requirements that they shortcut or deemphasize the rest of the recruitment evaluation process. It is huge rookie mistake, and I’ve made it myself. We become so enthralled by the possibilities of hiring the hit-the-ground-running, take-me-to-the-promise-land job prospect that we overlook the candidate’s shortcomings in terms of organizational cultural match, willingness to learn, and overall attitude.

#2 reason – our expectations are too high for the seasoned veteran’s performance. The seasoned veteran is short-changed on job training and knowledge transfer. The idea is that they really don’t need it, right? They already know what they are doing. Just look at their résumé. That is just wrong because different companies have different ways of doing things, and you can’t assume that a seasoned pro will be able to translate 100% of his/her skills from one company to another.

#3 reason – we undermine peer support. We position our seasoned new hires in a way that threatens peers and coworkers. They then gather no support and are left to die on the vine. Seasoned hires are often viewed as a threat to job security within a department or organization, so it is imperative that you ensure that each new hire is embraced and socialized adequately.

#4 reason – our seasoned new hire can carry some unwanted baggage and can be difficult to manage. I characterize these overconfident hires as overzealous in their contributions and opinions, unwilling to learn, and often lacking motivation or drive. I’ve seen and heard it all from this group. From “been there done that, so I’m not going to try it again”, “it’s worked my way just fine for 25 years” (whether the new hire is 25 or has 25 years of experience), or my favorite is the “I do not need to be told by some 20-something how I should be doing my job”. Organizations only thrive when teamwork, knowledge transfer, and learning are part of the work environment.

So how to avoid this? One can’t just disqualify a seasoned pro. That wouldn’t be fair or even legal.

Here’s what I’ve decided.

Balance the technical match of skills to job requirements more evenly with assessments of your job candidates regarding organizational cultural match, ability to learn and adapt to change, leadership qualities, etc.
Carefully evaluate every candidate’s individual motivational factors. The best hire will often have something to prove. He or she is motivated to do a good job and be noticed. Access what will drive each of your candidates to perform, and this should help you more wisely choose who to hire.

Don’t always hire the smartest guy in the room, especially if that person is convinced he or she is the smartest. A better candidate is the one that demonstrates the ability and willingness to learn. These skills will serve your organization better longer term than any accumulated knowledge that a candidate may seemingly have.
The next time you are considering hiring a seasoned candidate, I recommend sticking to a balanced evaluation process that does not over-emphasize the technical needs of the job and being mindful of the need to support your seasoned new hire with the same training and internal support as your other employees.

Avoiding Job Burnout

What does a project with a tight delivery timeline, too many competing work priorities, and conflicting personal and work commitments have in common? They can all contribute to that feeling of being overwhelmed, and they can ultimately lead to job burnout.

And job burnout is not a place you want to go to. It’s a cake made of unhappiness, filled with exhaustion, and topped with resentment. It’s dark and cold place where one bad day hopelessly leads to the next even worse day. Over the course of my career, I’ve seen firsthand how burnout can turn the positive, organized and productive into negative, chaotic, and ineffective. And, I’ve found five principles to help team members turn it around before it becomes burnout.

1. Given a project with a tight delivery timeline, get organized and in control of your day.

How do you eat an elephant? One bite at a time. Prioritize and break down your assignments into realistic schedules with tasks of a manageable duration: not exceeding two or three days. Don’t overcommit. Then review your plan and get buy-in from your supervisor. That way when your supervisor asks, “How are you progressing,” you can refer to your approved plan and respond with confidence and detail.

2. Pulled in too many directions: Focus on eliminating distractions, prioritizing, and delegating.

Doing three or four tasks halfway is not as good as finishing two properly. The act of juggling work consumes your most precious resource—time. Stay focused on a task and work it through to completion or to turnover to the next responsible party. This is by far the most efficient use of your time. If your job responsibilities allow, delegate a specific time (or a couple of times) of the day that you answer emails and calls since distractions like responding to emails or phone calls can increase the amount of time that it takes to complete what you were working on. As international speaker Jeff Gothelf from NEO asserts, “The costs of any team member supporting more than one team—context switching, prioritization, additional email churn, etc.—often end up costing much more than the added productivity multiple assignments seems to bring.” 1

Prioritize your activities on a daily basis. Make a daily list of must-do’s, should-do’s and would-like-to-do’s. Then follow this daily plan to guide your activity. Mark off the finished tasks and carry forward the unfinished ones. Do this each and every day and keep these lists for future reference.

3. Allow others to contribute by delegating and working in teams.

I’ve yet to see a “Me, myself and I” company award. Most organizations value teamwork and collaboration over individual contributions. As Petra Cross from Google once said, “…you need to use your soft skills to be able to work well with a variety of people,” and “You need both, good people and good idea.” 2 What is most important to your success is the success of your assignments, so you should always fully use your organization’s resources to complete your assignments.

Ask your supervisor with help prioritizing your assignments. Be organized and prepared to walk through detailed work plans and documentation on how you see tackling the workload. Your goal is to clarify your supervisor’s expectations and to gain a better understanding on how your supervisor envisions your assignments.

4. Focus on positive change that you can make happen.

Keep your attention and focus on the positive change that you can make happen and not on change that is out of your control. It’s worthwhile to offer your opinion on ways your organization can improve. The trick is not to get overly optimistic about your influence in areas where you are not directly responsible. Organizations are complex, and change can be difficult and slow to implement. The best way to make your opinion count is to excel at your job and be a positive influence on those around you.

5. Re-balance personal commitments and work commitments.

Do you have personal commitments conflicting with job responsibilities or vice-versa? If you’ve followed my earlier advice on breaking your assignments down and planning, minimizing distractions, and delegating, work-life balance may be one step closer already. Make peace between work and other aspects of your life since both are essential to your wellbeing. Plan your workdays and workload around beginning and stopping work at designated times. And then stick to your plan. If you have important personal commitments spilling into work time, see if you can use time off or other benefits to get caught up.

Avoid burnout before the situation spirals you out of control. Recognize the warning signs of feeling overwhelmed. Then, take action by getting organized, eliminating distractions, delegating, remaining positive, and‒very importantly‒balancing your life.

Footnote

1 Gothelf, Jeff, “Four Qualities of Successful In-House Innovation Teams: Considering the ‘Two Pizza Team,’” O’Reilly Programming, 2 July 2013, http://programming.oreilly.com/2013/07/four-qualities-of-successful-in-house-innovation-teams.html (accessed 26 Feb. 2014).

2 Atagana, Michelle, “Senior Google Engineer: Building Innovative Products Requires Team Work,” Memeburn, 9 Oct. 2013, http://memeburn.com/2013/10/senior-google-engineer-building-innovative-products-requires-team-work/ (accessed 25 Feb. 2014).

The Social HCM

With more than one billion active Facebook users already, social networking is strong and getting stronger as literally hundreds of millions of new users join a social network this year.

Unfortunately, business adoption of social networking hasn’t extended much past the marketing department. Business has made its social network investments targeted toward gaining more customers and selling more products or services. Companies are behind the eight ball in their use of social network tools within the workplace and aren’t taking advantage of social networking’s potential to reinvent how workers connect, collaborate, and learn in the workplace. These tools can ultimately improve profits and promote a happier and more engaged workforce.

The modern dispersed workplace needs “social.” Business suffers with fundamental communication issues ranging from misinterpretations and assumptions to lack of follow-through, privacy issues, and inadequate distribution of vital information.

A workplace social network solves these problems because it redefines communication in fundamental and convenient ways. We now connect with friends and family and share multimedia content, update statuses, and check-in at familiar destinations—all paradigms that didn’t exist ten years ago. These new paradigms take social media beyond its entertainment value and improve communication in ways that benefit the sender and the recipient, making social media the most convenient means for sharing information. With such a dynamic shift in people’s communication preferences, why has business been so slow to adopt social networking tools for its workforce? This is for one simple reason. Current social collaboration products simply mimic the features of consumer products and lack the game-changing benefits needed for organizations to adopt them. Businesses will adopt a workplace social network when the products transcend novelty and entertainment-value to become an actionable tool for communication and vital business decision-making.

Human capital management fused to a social network is what is needed. The social graph inherent to the Human Resources function is the foundational element for building a “socially networked” workforce. This Human Resources function, once made socially-aware, can be used to identify, predict, and facilitate many of the actionable aspects of Human Capital Management to drive substantial productivity gains and cost savings. I refer to this game-changer as Social Human Capital Management or Social HCM for short.

A few of the productivity gains and cost savings that can be expected from a Social HCM are as follows:

Speed information flow and decision making.

A social network with its diversity of relevant connections increases communication and collaboration. When employees communicate and collaborate they are more careful and thorough in their thought processes, and in turn they develop better plans. Better planning improves speed, quality, and execution. Agility shortens the cycle of innovation and learning, and these are the keys to establishing a competitive edge and profits.

And it doesn’t stop there. Social HCM distributes actionable events, polls, and notifications, all within an easy-to-follow and familiar interface for information consumption. Users need only to look in one place for all relevant actionable items, such as time off requests or other items needing review, action or approval. Define and schedule favorite informational reports and event notifications to be delivered to your stream or to others as well. And keeping tabs on the whereabouts of your subordinates is gracefully managed by following check-ins and status updates from your direct-report workgroup. A manager can offer his employees instant feedback or tag items for future reference. As feedback from manager to employee is more frequent and conveniently indexed, the chore of managing performance is minified, and reviews can be conducted more accurately and more often with the most relevant content and feedback organized chronologically, by good or bad, or even by competency.

Improve relevancy and avoid Information overload.

The social network is an intelligent design with an intuitive framework for managing the high volume of information that workers face today. Replacing e-mail as a primary business collaboration tool will accelerate the benefits of the social network since the social network allows you catch what you need from the flow information, when you need it, without having to consume the entire river of information. Documents, multimedia files, ideas, and experiences can be exchanged privately or to entire departments, locations, workgroups, special project groups, or private communities. This flow of information can be tagged and retention periods defined so that relevancy for future learning remains high. Like, view, comment, share, alerts, along with tagging activities for follow-up—these concepts are intuitive ways for information consumption and exchange that are adopted from the consumer social network and optimized for use in business. The end result is relevant information accessible like never before–from your desktop browser or mobile device.

Promote employee engagement, productivity, and retention.

“The simple act of paying positive attention to people has a great deal to do with productivity.” ― Tom Peters.

Recognition is a very effective and often underused form of motivation. Ask any HR professional and they’ll say that a recognized worker is more likely to be a satisfied and long-term employee. Social HCM both automates and provides for ad-hoc distribution of frequent, consistent, and fair public recognition to those employees deserving such recognition. Connect social badging metaphors to HCM’s traditional award and points tracking capabilities, and you’ve removed the chore of managing and assigning points for redemption of gifts or other company rewards.

Speeding the feedback loop between project stakeholders and contributors is essential to ensure that projects remain on track. As Henry David Thoreau once said, “It is not enough to be busy… The question is: what are we busy about?”Communicating status and milestone updates regularly to the stakeholders and contributors is one way that Social HCM helps teams stay connected, engaged, on-track, and held accountable for their individual and team productivity. These are the very teams that are most likely to take pride and ownership in their work and perform better.

Increase compliance and utilization of intranets and self-service.

How do you get highly distracted employees to focus on quality initiatives, complete paperwork, read and follow important corporate communications, and respond to surveys without making them feel badgered and controlled? You provide simple and intuitive means for employees interact with the company by adopting the social network metaphor. Punching time clocks gives way to check-ins, status updates serve to update project milestones and project members, pay stubs are securely delivered to an employee’s stream, and events like open enrollment are simplified by virtue of the familiar easy-to-use interface—all of this making these tasks feel more like entertainment and less like work.

Improve knowledge transfer and business continuity.

In businesses, data is typically recorded and information is filed. But what happens to the great percentage of information that resides in the minds of employees? How do those in need of learning connect to those who can teach? For all businesses, it behooves them to establish a dialog before a vast amount of knowledge walks out the door as millions of baby boomers retire and their replacements lack essential core competencies. Social HCM can be the critical resource used to facilitate mentoring and sharing of organizational knowledge. Its metaphor both motivates and reinforces appropriate and responsible corporate citizenship as the social network promotes convenient, open, and transparent communication—the type of communication that is so much less likely to be ignored.

Social HCM will find its way into businesses as HCM software vendors fuse the social network metaphor to Human Capital Management. The virtues of this combination will be just too compelling of a technology for businesses to ignore.

Highly Productive Teams

I have been fortunate to participate in teams where members engaged each other in an inclusive way that energized, inspired, embraced change, and just plain made work more productive and fun. I refer to these teams as Highly Productive Teams. These teams always seem to position the rewards and accolades of success with the team and never the individuals involved. They keep their eye on the ball and collaborate instinctively to achieve the project vision. However, I’ve also seen firsthand organizations that don’t collaborate and have a silo mentality, hoard information, and resist change. They assign blame or success to individuals and in doing so they often neglect the overall goals and vision for the project.

I view the Highly Productive Team as the Holy Grail of productivity. At the centerpiece of Highly Productive Teams is workplace collaboration—the act of harnessing the collective intelligence, ingenuity, energy, passion, and creativeness of an organization to result in innovative and successful team effort driven toward achieving a common vision. Highly Productive Teams are inspired organizational efforts that transcend mediocrity and go on to achieve greatness.

Teamwork and collaboration are high on the list of reasons that top-performing companies give for their success. In 1999 at the height of HP’s reign as one of the most successful and innovative companies, it published the Rules of the Garage[1], a framework for innovation. HP’s framework heavily weights teamwork in its list of organizational success factors. Similarly, Google’s Susan Wojcicki’s Eight Pillars for Innovation[2] attributes collaboration within five of her eight pillars.

Do a little research on teamwork and workplace collaboration, and you’ll find a consensus of opinions centered on a close knit work environment promoting regular communication and sharing amongst team members: A team with a high trust quotient, common interests, vesting in the successful outcome of the project, and leadership that is clear on goals, objectives, and vision.

Just a few simple rules that should be easy enough to implement, right? The million dollar question is: “Why do so few teams click, collaborate successfully, and become highly productive, and the bulk of the rest, not so much?”

At Mangrove we pride ourselves on doing more with less, and I attribute our highly productive teams as a big part of the reason why. I wish I could say that every project or endeavor falls into the utopia of the Highly Productive Team, but we’re there more often than when we’re not. So what are we doing specifically at Mangrove to build Highly Productive Teams?

Our leadership model is open, inclusive, passionate, results-oriented, but flexible with deadlines.

  • We paint the big picture and are realistic and forthright with the project objectives.
  • We engage the team to discuss, challenge, contribute, and ultimately be a part of the solution-creation process.
  • We instruct the team on what not to work on, and prioritize the issues that require creative solutions.
  • We communicate flexible target dates, success criteria, and levels of authorities; we never sacrifice innovation, forward momentum, and morale for the sake of meeting short-term deadlines.
  • We are passionate with a singular focus on the delivery of high quality results.
  • We are generous with praise.
  • We size the team with just enough resources to get the job done.
  • We provide adequate time to be efficient with resources as compressed projects tend to get sloppy.
  • We ensure that the entire team has a vested interest in the desired outcomes.
  • We guide collaboration and keep things moving to be sure that collaboration does not go too far where things get bogged down.
  • We promote an experimental philosophy where calculated risk-taking is encouraged and a failed effort is acceptable. We, however, never give in or concede defeat. Obstacles are opportunities and not roadblocks.
  • We help each other be right and not wrong, and we act as though the team is counting on our individual contributions.

Our teams are small, agile, aligned with vested interests, and are given adequate time.

  • We size the team with just enough resources to get the job done.
  • We provide adequate time to be efficient with resources as compressed projects tend to get sloppy.
  • We ensure that the entire team has a vested interest in the desired outcomes.
  • We guide collaboration and keep things moving to be sure that collaboration does not go too far where things get bogged down.
  • We promote an experimental philosophy where calculated risk-taking is encouraged and a failed effort is acceptable. We, however, never give in or concede defeat. Obstacles are opportunities and not roadblocks.
  • We help each other be right and not wrong, and we act as though the team is counting on our individual contributions.

As Mangrove has grown, so has our distributed workforce. We’ve seen firsthand how contributors working in different physical locations and different time zones can slow down collaboration and challenge productivity.

We connect the team with technology.

  • We invest in video conferencing and document sharing capabilities, and now we engage our remote team members equally with our resident team members.
  • We use automated tools to track open items, record resolutions, and communicate progress frequently in terms of project deadlines and milestones.
  • We embrace a regular rhythm of social activities and informal meetings that promote trust and accountability among team members.
  • We encourage the use of social media tools to facilitate information broadcasts, knowledge transfer, recognition, and real-time communication.

Our approach to workplace collaboration is one that instinctively works for us, and it is becoming engrained in our culture as a company. I’ve seen both side of the coin, and there’s no question in my mind that organizations that collaborate earn the right to remain relevant while those that don’t eventually face tough times. In 2001, Apple’s iPod device was a runaway success that challenged Sony’s Walkman product line into obsolescence. Sony was unable to collaborate to counter with a viable iPod-iTunes alternative because of too much internal competition; they instead went to market with two competing products, and both failed.  Apple on the other hand, parlayed its previous iPod success by collaborating and sharing designs from the iPod team with the iPad tablet team, and the iPad became another runaway success.

So the rewards for assembling highly productive teams are obviously great. Getting your team there is a matter of finding the right balance of leadership style, and a having a good, solid framework for collaboration in place.