Exit Interview By Patrick Donegan #114
For some time, I’ve been looking for one “source” that curates modern takes on HR Tech, perspectives from the people who build it, and its impact on enterprise — something that’s tailor-made by professionals for decision-makers.
I never found it — so I decided to build it.
Every week, I’ll be sharing fresh insights on tech platforms, design, data, and the future of work — straight to your inbox.
My Thoughts?
As companies continue to navigate the challenges of economic uncertainty and changing workforce dynamics, it's easy to get lost in day-to-day operations and stop focusing on your team. One company, &Open, a curated gifting ?? platform, took this question seriously during a critical time: the launch of a new pay-as-you-go service, On-Demand. The company's leaders took three tangible steps to prioritize their teams during the launch: foster connection and collaboration, involve employees in company decisions, and recognize hard work through thoughtful gestures.?
To build a community of connection and togetherness, &Open created open communication spaces for employees, including public Slack channels and meetings to air out challenges, troubleshoot solutions, and encourage collaboration. ?? ?? And employees who went above and beyond were rewarded with additional acknowledgements. ?? These practices helped show that leadership fosters supportive environments and demonstrates that all employee input is valuable.
It might seem simple (because it is ??), but this is a great example for other companies to follow. &Open has proven that it’s possible to maintain regular business operations while prioritizing employee experience. By fostering a sense of community, involving employees in company decisions, and recognizing hard work, businesses can create a positive workplace culture that benefits both employees and the company as a whole. Companies that prioritize their teams will benefit from more engaged employees who are more committed to their work and more likely to stay with the company for the long term. ?
Tech Innovation at Work
Digital coaching platform CoachHub just launched AIMY?, the world’s first conversational AI career coach ?? that offers a highly personalized approach to career development through voice and messaging interactions. AIMY uses natural language processing to provide tailored guidance on a range of topics, including career development, job searching, and work-life balance (similar to AI-based cognitive behavioral therapy apps). Unlike human career coaches ?? ??, AIMY is available 24/7, making coaching accessible to people who need flexibility outside normal working hours. And its ability to learn from its interactions with users means it becomes more effective over time. AIMY has the potential to revolutionize the way people think about career development, providing a highly accessible and convenient option for those looking to enhance their skills and improve their career prospects. It’s in beta right now, and CoachHub is giving anyone a chance to try it for free. Try it for yourself here. ??
领英推荐
Continuing on the subject of AI firsts, HR SaaS organization Beamery has become the first organization to announce generative AI tools specifically for human resources and talent management. ? TalentGPT can create high-quality job descriptions and talent profiles with AI-generated content. This tool is designed to streamline the hiring process and allows HR professionals to generate accurate and compelling job descriptions in just a few minutes. ?? ??? TalentGPT also helps identify top applicants by providing insights into a candidate's skills, experience, and work history through AI-generated talent profiles. Now, HR professionals can save time and resources, focus more on candidate experience, and still attract the best talent for their organization. Win-win-win. ??
The Changing Workplace
The entrance of Gen Z into the workforce has been marked by headlines about intergenerational conflict. Office attire ??, communication norms ??, and political polarization ?? are just a few of the headline themes populating news sites more and more over the past three years. Some of the arguments (like whether it’s acceptable to sign off an email with Lukewarm regards) are arguably somewhat superficial. Others, though, like a disconnect in work-life balance expectations, are a significant barrier to healthy relationships within teams and direct reports. A recent article from Atlassian peels back the layers ?? of generational differences in the workplace, defining the global events that shaped each generation to help debunk superficial stereotypes and help people learn to walk a mile in their teammates’ shoes. ?? It was a great read — check it out here.
Pay transparency came out of the gate swinging this year, with multiple states and local governments enacting salary disclosure laws and supplemental legislation to create more fair workplaces. As momentum continues, calls for vertical pay transparency and the documentation of salaries at all levels of an organization are joining the chorus. Harvard Business School ??? researchers have been closely studying the pros and cons of this level of visibility — and they’re seeing mostly pros. Vertical pay transparency can help employees understand their earning potential and lead to a more engaged and satisfied workforce. It also reduces pay gaps, fosters a culture of trust, reduces perceptions of favoritism, and is one more tool in the belt for closing wage disparities. Plus, companies that implement vertical pay transparency are viewed more positively by potential employees and customers, leading to better business outcomes. Hard to argue with those points, don’t you think? ??
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