Are Your Employees All-In? If You Don’t Know, The Answer Is No

Dr. Christian Schmeichel

Within the first five minutes of entering an office, you can tell who is working for you and who’s just punching the clock. The ones who are working for you are going the extra mile to drive innovation, challenge the status quo, and find new ways to improve efficiency. They’re the ones who care about the company’s success, not just their own – and they’re what we call “all-in” people.

We can’t expect every employee to be all-in through self-motivation. It’s up to us as HR professionals to join forces with the business to develop a culture of “all-in.” To do that, we need to find new ways to motivate the workforce, reward them, and nurture them – in real time. It’s HR’s responsibility to enable investment in employees’ success, and in turn, our employees will be our biggest assets to drive our success.

Today, digitalization is changing our lives. It enables us to connect and share faster, to search and consume in real time. So why should we miss out at work on what we experience every single day in our personal lives? Technology is the foundation for a workforce that is all-in because it provides us with the flexibility and choice to run at our best anywhere, anytime. You can even argue it is one of the key drivers of a happy, engaged, and self-empowered employee. So let’s be honest with ourselves: Why should talent opt for a non-digital work environment when they have the choice? The answer: They won’t!

But while technology is key, even more is needed to foster a vibrant and motivated workforce. From an HR perspective, it’s equally important to invest in the right areas at the right time. It’s about getting people excited to come to work and be happy rather than frustrated because it takes them half a day to get their travel expenses done.

Now, how can we in HR help to create an all-in environment? The answer is rather simple: Create processes that are intuitive. Make them simple and aligned to the needs of your business and your people. Leverage modern technology to make them run fast and seamlessly so employees can enjoy a great user experience at work.

Here are five tips for creating and maintaining an all-in workforce:

  • Enable people to share and connect. Disconnected silos prevent innovation and ultimately business success. Social collaboration tools can help you to connect customers, partners, and colleagues with information, systems, and processes to drive results. Social collaboration is a win-win – it helps simplify business processes so customers are more satisfied, and by the same token, it helps drive employee engagement.
  • Offer continuous growth opportunities so everyone is considered a talent. The shift to e-learning and rich media content puts pressure on companies to quickly advance the way their employees build skills. To build a “high-impact learning organization (HILO),” cloud-based learning solutions can help standardize learning offerings and drive better analytical insights into organizational learning. It can also enable learning organizations to build a learning experience around the learner and not around whatever is available regarding content or systems.
  • Say goodbye to conventional ways of managing individual performance. Organizations need to reimagine performance management. Conversations are key to building understanding, alignment, and trust in today’s fast-moving digital workplace. Additionally, every conversation is an opportunity for development and growth – and we simply cannot afford to miss that. Too much company time is often wasted on administering the performance review process. Also, as more millennials join the workforce, we see an increasing demand for continuous, meaningful feedback, and new technology can enable employees and managers to request and provide real-time feedback.
  • Put the right leaders in the right places. This means organizations need to connect the dots early so they don’t run short on leaders. Research shows that internal hires have 50% faster time to productivity. As a matter of fact, too many companies are still struggling to identify their future leaders. HR technology can help identify and develop the leaders you need to achieve your business goals.
  • Make sure HR is all-in too. HR needs to act as a role-model living an all-in culture itself. Full commitment is required to support the business and the company’s employees by providing quality HR services anywhere, anytime. Because one thing is for sure: The war for talent has just begun, and all-in employees talk about what makes them happy. Anywhere, anytime.

To learn more about how HR can Run Live and foster a highly engaged workforce, visit here.

Dr. Christian Schmeichel

About Dr. Christian Schmeichel

Dr. Christian Schmeichel is Senior Vice President of HR at SAP for the board areas Technology & Innovation, Intelligent Enterprise Group, Finance, and HR. He is a passionate advocate for running HR like a business and co-shaping the future of work. Follow Christian on Twitter @Schmeichel_C.