Time to prioritise in 2023. Why did we suddenly quit Twitter and Facebook!
Dan S?dergren
Inspirational professional keynote speaker / trainer and author about the #FutureOfWork, #Technology and #AI Hire Dan as an inspirational #keynotespeaker / corporate trainer or as your private workshop provider.
WE OUTTA THERE.?
The new year is a great time for resolutions. Which I am not a great believer in. BUT here are some top HR people’s resolutions for good measure. However the new year is a good for thinking about what went well and what perhaps didn’t go so well. It's a good time to take stock. Which is what we did at Your FLOCK the people support platform this month.?
We looked at everything we were doing.
And what worked and what did not.
The events we produced and the ones we went to. (Huge thanks to everyone that invited us to talk at their events. And that came to ours too)
We looked at all our marketing and sales channels. And used the Eisenhower Matrix (Time Management Matrix) to work out a plan of action.?
The Eisenhower Matrix?
If you don’t know what this is then. The Eisenhower Matrix is a task management tool that helps you organize and prioritize tasks by urgency and importance. The Eisenhower Matrix is a helpful technique you can use to prioritize your tasks. It is also known as:
- the Eisenhower Box,
- the Eisenhower Method,
- the Urgent-Important Matrix,
- and the Time Management Matrix.
Using the tool, you'll divide your tasks into four boxes. Based on the tasks you'll do first. The tasks you'll schedule for later, the tasks you'll delegate, and the tasks you'll delete. You can use the task for everything. From business planning to college workload management. From your dating life to your financial fitness.
It’s something I have been doing for years. And that other successful entrepreneurs at Tech Nation were taught the other day. At the New year New You workshop too.
Thanks Varun.
So with the old "important / urgent" understanding.
We, at Your FLOCK, realised that social media on Twitter and Facebook were heading into the time-draining world. Of "not urgent" and from a business POV "not important".?
We also noticed with disdain the changes being made by Elon Musk to Twitter. And so we have decided to cease using Twitter for business (and not pay the ￡10 a month charge.) And also stop doing Facebook posts as well.?
And instead DOUBLE down on LinkedIn.
Which is where most of our engagement and client relationship building is already. If you don’t follow Your FLOCK on there already - please take this opportunity to do so now.?
The point of this newsletter is not to persuade you to join us on LinkedIn. Or to stop you doing Twitter or Facebook. But perhaps for you to look at your own life. And your own business (if you are the business owner) and do a quick assessment of where you are at.?
WHAT’S IMPORTANT TO YOU??
Did you know that this year marks the 60th anniversary of the Equal Pay Act? Which is fitting considering that employment experts predict 2023 will be big for pay transparency.?
Over in America, job postings of California-based companies with at least 15 employees now must disclose salary ranges. According to new statewide rules. New York City, Colorado, Washington, and Rhode Island have their own rules in place. Washington requires companies to disclose benefits along with pay ranges.?And Europe, too, is redoubling efforts to enforce more equitable pay. And more and more people in the UK are saying this is the way forward to.
But is it important to you? Not only the amount you get paid but knowing that you are paid fairly compared with your colleagues.?
As? Maggie Hulce, executive vice president and general manager of enterprise at Indeed, tells Yahoo Finance.
“The momentum going into 2023 is encouraging that real change is ahead – not only in areas where laws are taking effect, but increasingly at the national level as well”?
“More employers are also starting to see it as a competitive edge to attract talent in a tight labour market. And pay transparency can also help close pay gaps that still exist across gender, race, and ethnicity.”
Companies benefit, too, with more:
- trusting work environments,
- better employee engagement,
- and higher productivity,
According to research.?As Wellfound point out pay transparency:??
“Could help curb the so-called Great Migration by making workers less likely to quit. Whether or not someone feels they’re paid fairly is a key predictor of employee satisfaction.”
It sounds like a win win win. But there is a flip side to this argument too. So will 2023: Be The Year Pay Transparency Becomes a Much Bigger Deal. And if so where is it in your Eisenhower Matrix?
One thing that is increasing in our urgent and important box. Is the employee engagement levels for so many companies. So it was interesting to sit down with an HR specialist last week and explore. ?
领英推荐
How to Use Feedback to Enhance Engagement and Results
The HR expert did not wish to be named. But has allowed us to reproduce the conversation here and I think we learn a lot nonetheless. I asked them the following questions:?
What do you see as the biggest challenge for companies when it comes to engaging employees?
I believe the biggest challenge for companies is understanding which strategies will work best for their employee base and company culture. Companies need to be aware of their overall corporate culture as well as their individual team and department cultures in order to ensure effective engagement. A lot of companies have shifted to using feedback loops as a tool for engaging their employees, which can be very effective if done right.
Could you explain what you mean by feedback loops?
Feedback loops are simply a way for companies to get feedback from their employees on a regular basis. This feedback can be in the form of surveys, interviews or focus groups that solicit information on how employees view their job satisfaction, career path, company policies, etc. By creating a system where employees can easily provide feedback on an ongoing basis, companies can gather valuable insights which can help inform decisions about how to improve engagement and retention rates.
(Edit - Which is kinda what Your FLOCK - the people support platform does too. SO…)
How can companies use this information to effectively enhance engagement?
The key is to use this information to create actionable steps that can be taken to improve employee engagement and retention. Companies should focus on creating a workplace environment that fosters collaboration, trust and respect between employees and managers. Leaders should also take the initiative to actively listen to what employees are saying about their experiences working at the company and use this information to make thoughtful changes that show they value their employees' perspectives.?
Additionally, companies need to be able to quickly take action on any feedback they gather; if they don’t act quickly, it could result in disengagement from their workforce or even high turnover rates.
What are some specific changes companies can make when it comes to leveraging feedback?
Well, first off they should focus on providing employees with more frequent opportunities for meaningful dialogue; surveys alone won't cut it! Through regular check-ins with managers or even peer-to-peer sessions, employees should feel valued and heard by everyone within the organization. Regardless of position or seniority level.
Companies should also prioritize initiatives like flexible work hours, remote work options and even mental health benefits that can help foster connection between teams and boost morale within the workplace.?
Secondly, technology solutions like YourFLOCK.co.uk can help further streamline your efforts by allowing you to manage feedback loops more effectively so you can take action faster for skilled data analysis & strategy formation based on your needs & goals..
Do you have any final tips for businesses looking to effectively enhance engagement through feedback?
Absolutely! My final tip is that businesses need to remember that when it comes down to it, it’s all about creating an environment where employees feel valued, respected and appreciated - because when they do they are much more likely to stay engaged and keep producing high levels of quality work. Ultimately that's what leads to better results and higher retention rates in any organization!
And you can’t say that isn’t a win win win.?
Now what I find the most interesting about this interview is that…
The person I interviewed wasn’t a person at all. But ChatGPT. Who I asked to imagine it was an HR expert and I was interviewing them for a video or podcast.?
What’s spooky is how well it did that.?
And how well already - only after a couple of months of training - it is starting to be able to do a great many other jobs too.?
The thing for me is that:?
“In the past, it was people that didn't know how to use computers, got replaced by people who did. Then it was people that knew how to use the Internet. Then social media. It's now just gonna be people that know how to use #AI and #ChatGPT that will replace people that don't.”
Including my own job too.?Hopefully not of the wonderful people speaking at our event next month on How to make your marketing agency somewhere people will LOVE to work.
Which you can sign up for - for FREE - on LinkedIn - with one click.
We promise NONE of them are robots.
In fact, the whole discussion I think we be around the things that robots cannot do.