Tag: Culture

Powerhouse Talent -employer branding, culture and talent attraction Culture

80% of LGBTQ workers are ready to come out…

80% of LGBTQ workers are ready to come out at work, but only half do

Eighty percent of LGBTQ employees said they’re ready to disclose their orientation to their workplace, but only half actually have, according to a report emailed to HR Dive from the Boston Consulting Group (BCG). BCG’s fourth-edition global survey on the perceptions of LGBTQ employees also found that a third of these workers said they believe that being out at work would hurt their careers.

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Powerhouse Talent -employer branding, culture and talent attraction Culture

Companies are Using Architecture and Design to Inspire Workers

Companies are Using Architecture and Design to Inspire Workers

Can an office building, workplace, or cityscape have an impact on how we feel — both mentally and physically? In her fascinating 2017 book, Welcome to Your World: How the Built Environment Shapes Our Lives, architecture critic Sarah Williams Goldhagen

 

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There Is A New Compensation Currency And I’m Not Talking About Bitcoin Culture

There Is A New Compensation Currency…

There is a new currency out there and I’m not talking about Bitcoin…or Ethereum for that matter. Increasingly we are seeing the intangibles weighing more heavily on the hearts and minds of applicants and employees when making employment decisions.

So, what are some modern-day tenders of choice?

Flexibility– There have been countless articles, research, and conferences about how millennials wish to work differently. What is surprising to some is that many other generations are thanking them for being the catalyst for change positively impacting the way we work. Working parents, human and fur alike, now enjoy greater flexibility to provide their most meaningful contribution in a manner that makes sense for their roles and their lives. Progressive leaders empower their people with a challenging mandate and then allow them to decide how to best achieve the optimal outcome. From flex-hours to remote work, how we work has changed and thank goodness for that!

Solution- Consider implementing agile workforce programs in your workplace. This is more than writing a policy, it’s a lifestyle change. Lead by example by having your leaders demonstrate these progressive programs in how they collaborate and measure success.

Inspiring leadership– Move over command and control, inspiring leadership is where its at. What resonates with someone is individual, but we have yet to hear someone ask to join a company where there is more hierarchy, regiment, and excessive approval processes. What we do hear about is accessible leadership, removing bottlenecks, mission-driven work, and a clear vision.

Solution- From the top of the house down, ask yourself if you have the type of leaders that will magnetize critical talent populations to your organization. On a go-forward basis, be sure to hire leaders that support a cultural metamorphosis.

Virtualization– In order to achieve this flexibility, one needs technological requirements to help make it happen. A virtualized workplace has allowed us to collaborate not only cross-functionally, but also globally in very meaningful ways. Legacy facetime has been replaced with Apple Facetime, Google Hangouts, and Skype.  Providing smart ways to work helps a workforce manage their most precious resource, their time, by shaving hours off their commute and positively impacting the environment.

Solution– Start utilizing tech tools that power a modern workforce. You would be surprised how many are free or low cost. Locate the early adopters in your employee population and empower them to train and evangelise on these tools.

Purpose– “We’re here to put a dent in the universe”- Steve Jobs. According to an Imperative study, 40% of the US population is purpose-oriented. That figure is even higher in several European countries. Many employees are no longer working for the all-mighty dollar alone. We are driven by impact and the dent we make in the universe.

Solution- Ask yourself, what is the bigger purpose of the work you do? Promote this bigger purpose as a focal point of the mission and employer brand messaging.

Fuller Talent Utilization– “We only regret the chances we didn’t take, the relationships we were afraid to have, and the decisions we waited too long to make” – Lewis Carroll.  Regret can also be tied to the talents and gifts we did not have a chance to share. Narrow role scoping and a culture of colour within the lines can translate into underutilized talents. What a shame! It’s no wonder why the start up ecosystem has a natural magnetism to it. Bootstrapping means fuller talent utilization. We all want to be the hero and show the world what we are made of.

Solution-Provide broader mandates and challenge your team to try new things and tap into their hidden talents. Foster a culture of career exploration internally.


Modern Organizational Structure
– What would you select, cog in a wheel or valued contributor to the mission? Progressive leaders are looking to limit communication bottleneck and create greater access to information. If speed to market is game changing, reliance on old school hierarchy and communication protocol can spell disaster. Elon Musk’s now famous email on communication at Tesla embodies the spirit of open communication in the best interest of the organization versus a historical chain of command. While this may seem like an impossible dream for the multinational giants, this is exactly how Tesla is looking to compete with “intelligence and agility”.

Solution- Revisit structure and look for ways to streamline communication and optimize how work gets done. Encourage open communication and accessible leadership across the company that serves the culture and the customer.

Per Maslow’s hierarchy of needs, compensation and benefits are basic human needs of personal safety. Those must be present but to truly attract and retain, but in today’s war for talent, the exceptional are looking for far more than their personal safety needs met. They want fulfillment. It could be increased autonomy or creative freedom, perhaps it’s tied to the mission. Regardless of what the driver may be, it leads back to how an opportunity at your organization can enrich their life, not simply thicken their crypowallet.

#HumanBeforeResources

 

Powerhouse Talent -employer branding, culture and talent attraction Culture

5 Predictions on the Future of the Employee Experience

5 Predictions on the Future of the Employee Experience

Remember when the open office floor plan was an innovative idea? When colleagues were excited about moving email over to chat apps? Or when you only used two or three apps at work each day? If you haven’t already guessed where this is going, let me lay it out for you: the employee experience is drastically changing.

 

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Powerhouse Talent -employer branding, culture and talent attraction Employer Branding

Rewiring Employment In A New Age

Grads of LifeVoice: Rewiring Employment In A New Age

An employment crisis is brewing. Recent research on the impact of artificial intelligence and automation estimates that there will be 38 million jobs lost in the U.S. by the year 2030. Without significant interventions, this could translate into a 23.5% unemployment rate-equivalent to the peak unemployment rate during the Depression in 1933.

 

Powerhouse Talent -employer branding, culture and talent attraction Culture

These Are the 20 Hottest Emerging Jobs, According to…

These Are the 20 Hottest Emerging Jobs, According to New LinkedIn Research

Demand for technical skills like big data analysis and coding is exploding, driven by rapid advances in AI and the need to make sense of the vast quantities of data generated today. But for job-seekers that lack these heavily technical skills, don’t despair: Jobs that rely on “soft” people skills like communication, empathy, and interpersonal finesse are also witnessing explosive growth, according to new research by LinkedIn.

 

Article on How To Build An Employer Brand Culture

How To Build An Employer Brand

Welcome to the exciting world of building an employer brand! If you are just beginning on your EB journey, let’s lay a solid foundation and start with the basics.

So what is an employer brand anyways?

An employer brand is the organizational identity related to the employee experience. It is what you are known for as an employer.

“Brand is not what you say it is. It’s what they say it is.” Marty Neumeier

While this quote is absolutely true, an organization continues to have the ability to shape its brand. Brand is built through a variety of tools, stories, and experiences. The practice of employer brand management is the art and science of helping to share an organization’s story and shape its reputation. The first step in employer brand management is getting at the helm. Brand or be branded!

Gone are the days when employer branding was optional. Today, 59% of organizations are investing more in their employer brand (LinkedIn). This is because employer branding is more than a talent attraction tool that helps create a pull strategy. An employer brand can also unite an organization.

So how do you get started in employer branding?

  • Understand your business objectives. Where are you going as an organization? What are your critical talent populations? This step is fundamental in creating a brand that will hit the mark and attract the talent that the organization requires now, as well as in the future. The practice of employer branding is a strategic endeavour. Plant the seeds now for the harvest your organization will need in the future.
  • Understand your employee value proposition. Who are you as an employer? What are the critical attraction and retention drivers for your talent population? This is discovered through your people. Talk to talent you wish you could clone in order to find the magic in your organization.
  • Determine your brand personality, visual identity, market positioning, key messages, etc. A brand matures through the stories we share and the experiences we create. Consistency creates brand trust. Once you determine your visual identity, brand personality, and key messages, it is important to train your ambassadors. There is no point in investing time, money, and energy in brand management only to have a hiring manager erode it through a poor candidate experience or inconsistent messaging. Train your team to deliver the brand experience.
  • Get your employees involved! At Powerhouse Talent, our Brand Foundation Program is as much an exercise in employee engagement and organizational self-discovery, as it is in employer branding. Making this a top down exercise will not deliver the desired outcome. Having employees aware and participating at every stage helps with authenticity and employee advocacy.
  • Select ideal channels for your target talent population. You don’t need to be everywhere. Be where it matters and consistently show up. Channel selection is critical.
  • Use real images. Sorry stock image lovers, but if you are looking for authenticity and to ignite employee pride, glossy stock images will not do your brand justice. Get your employees involved! Capture the real you!

Remember that employer branding is a journey. This is crawl, walk, and run! Through consistent steps, your team will be EB rock stars soon enough!

 

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#HumanBeforeResources