Exit Interview By Patrick Donegan #116

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

Microsoft's new Teams ?? app is almost here, and the press previews have some users on the edges of our seats, given how Teams (or Slack) has become, for many, their digital HQ. The updated Teams app introduces improved video layouts, personalized meeting spaces, and enhanced ?? search, all aimed at seamless collaboration for hybrid work models.?

The most important, impactful, and intriguing thing about the details being released is Microsoft’s description of how interwoven user feedback was throughout the development process:?

“We listened carefully to customer feedback, taking time to digest research insights to help us assess and validate blockers…It was only by dialing into what people were saying that we could affect meaningful change, which is what we hope you’ll see in our latest design.”

All that to say: It’s a great example of human-centric digital transformation. ?? When redesigning a major offering (like a PAAS with over 280 million monthly active users), the #1 driver for innovation and development is finding out what creates the best user experience — not the best product. Because the true value of enterprise technology is not derived from how capable a tool is at completing a task but how effectively people can interact with it. After all — what good would your communications platform be if it was impossible to use? ?? And conversely, buying all the “best” products will get you nothing more than a hefty invoice if it’s not compatible with your team, or if your team doesn’t know how to leverage it.?

Just some food for thought. We’re a Teams company here at SEI, but more importantly, we are a company that lives and leads human-centric digital transformation — so we’re counting down the days until the rollout, knowing the positive impacts it certainly will have.

Tech Innovation

Paycom, a well-known provider of human capital management (HCM) software, has announced the rollout of its new HR tool, Global HCM: a comprehensive solution for managing and optimizing international workforces. ?? ?? ?? ???? ?? The tool offers a wide array of features designed to address the unique challenges faced by HR leaders whose policies and workflows have to be, in a sense, globally compliant. It has all the bells and whistles of any high-performance HCM (workforce analytics, talent management, multi-currency payroll) and all the other good stuff you need for a bird’s-eye view of an international workforce. ???

The ever-growing presence of ChatGPT ?? ?? in our work lives has finally collided with the only other hot topic of equal magnitude: Gen Z. Hopefully, we’re all in agreement on the merits of incorporating ChatGPT and similar tools into HR functions. Now, those possibilities are starting to take shape, like one idea to use AI chatbots to bridge mentorship gaps for Gen Z. Financial arguments include the efficiency gains and cost savings of automating processes. And there’s also the new level of personalization that’s possible with AI-driven solutions. But many are also raising concerns about removing the “human” element of human resources, even if it can be effective at reducing costs in an uncertain economy.?

The Changing Workplace

Despite this year’s steep drop in venture capital funding, angry tech workers impacted by mass layoff waves are striking out on their own to launch their entrepreneurial endeavors. For some, sudden unemployment was just the motivation they needed to finally bring their ideas to market. ?? But established venture firms and startup accelerators have become weary of investing in the new wave of entrepreneurs, finding that many haven’t truly considered the demands of running a startup and eventually returned to a regular job. These “revenge startups,” as they were coined in a tweet by a well-known podcast ??? host, while not always fruitful in and of themselves, have succeeded in carving out space for smaller investment funds as more startups search for funding in a tight market.?

A New York pizzeria ?? is facing a lawsuit from the Equal Employment Opportunity Commission (EEOC) ?? for creating a hostile work environment and allowing several incidents of workplace harassment for a transgender employee. In addition to continued, purposeful misgendering, court documents state the restaurant’s owner asked several (very) invasive questions about the employee’s transition, openly denied his gender identity, and turned a blind eye to similar incidents from other staff members and managers. It was found that the restaurant owner had no process for reporting incidents, nor were employees required to participate in workplace harassment training. In addition to wage compensation, the EEOC is requesting that the restaurant be required to institute policies, training, and reporting practices that will protect future employees from enduring the same harassment.?

All About Data

Talent optimization platform The Predictive Index partnered with HR Dive ?? to gather insights on how companies are managing today’s challenges surrounding company culture, hiring, attrition, and engagement. Here are a few things their survey ? ? of over 150 HR executives revealed:?

• Less than 25% of HR leaders have a credible way to account for future team dynamics when hiring. And only ? say they have objective behavioral and cognitive data on their applicants.
• Only 33% say their organization’s business strategy aligns with their talent strategy.
• 30% are considering or have adopted flexible candidate qualification policies to bring new skill sets onto their teams and create more opportunities for promising applicants.?

Download the full report here.

Research and consulting firm DDI’s 2023 Diversity, Equity, and Inclusion report revealed some troubling trends ?? in corporate DEI initiatives:

• The number of companies that do not offer DEI programs has increased from 15% in 2020 to 20% at the time the research was performed. It found similar results in other DEI surveys affirming that momentum has slowed over the past year.?
• Minority women at all levels of leadership are most likely to believe they need to leave their current company in order to advance their careers.
• 47% of minority leaders working in fully remote environments said inclusion is a strong part of their culture, compared to 36% in hybrid roles and 38% in in-person environments.?

See all the data in an interactive report here.

Mid-year reviews ?? ?? are coming up, and ADP has some insights on what employers can expect to discuss when sitting down with employees, including compensation increases and well-being in the workplace:

• 83% of workers expect a raise this year, with the average increase sitting at 8.3% (how serendipitous!). 34% expect a raise of at least 10%.
• Male respondents both anticipated and received bigger raises than female respondents in the past 12 months but are also more likely to believe they’re underpaid.
• Workers with hybrid schedules are most likely (60%) to be happy with their level of flexibility, compared to only 50% of in-person employees.?

Get executive summaries, a video report summary, and the full 25-page report here.?

Editor’s Picks

• Chick-fil-A proves they don’t need to be your employee to be a good employer.
• Philadelphia Mothers of Creation Group turns maternity leave into career opportunities.
• 20 years of “I’m excited to announce…”: Looking back at LinkedIn’s path to success.
• Indeed Hiring Lab’s March Jobs Update.

#HumanResources #ChatGPT #DEI