The very nature of getting people back into the office is changing - productivity norms are changing and giving way to collaboration opportunities. That's the shift.
Get the full conversation - listen today only through UNLEASH.
Share
Listen above or read an excerpt of the transcript beneath, which has been edited for clarity.
+++
Kate Graham: We’re having these conversations with HR leaders and the HR community every day, it’s where we’re live, you know, two or three times a week in webinars or roundtables. So where we used to have to wait six months in between events to hear directly from some people, we’re [now] having these conversations every day. And that helps us really create content that is working on current pain points, current challenges, celebrating current wins
But things like partnering across the business, there’s that stakeholder piece that’s become really interesting and really diverse, because things like facilities are now part of that conversation in a way that they never were before. Because the very nature of getting people back into the office is changing, because people want to use them as collaboration spaces, not just rows of booths and desks anymore, because people can do that thing from home – for knowledge workers anyway.
So I think all of that discussion of how you tap into some of those other stakeholders across the business. And also, I think it’s those in the current situation, or what’s happened in the last two years as part of HR in the spotlight, like never before. And you’ve got the C suite. And CEOs asking for numbers around attrition or churn or employee satisfaction rates and employee listening has taken off like a rocket, because it’s never been more important to hear what people are saying and how they’re feeling and what they’re doing.
So being able to make the most of that opportunity, as well, and really put the people agenda at the very top of the list of the C suite is huge. And we know that some of the stories that we’re going to hear over those two days are going to reveal some real gems on how to achieve that. So it should be invaluable.
Jon Kennard: Yeah, agreed. I spoke earlier to Casper Moerck from Dematic. And he was saying…well, I’ll say now what I said to him, which is that I think it’s good that HR, like you say, is in the spotlight more and is more important than ever, and I hope it stays that way. We’ve had this huge acceleration, complete transformation of how people work, and HR plays a crucial part of that…
KG: …and I think when it comes to the learning piece, right, where it’s being couched in terms of yes, the skills agenda, but how does that then translate into scalability and growth? And to Peter Hinssen‘s point about the reinvention and the rising from the ashes and the resilience and adaptability that organizations now need, learning isn’t just about that ‘nice to have’ any more, about that training course or a piece of elearning.
And I think, talking about design and development, especially on the digital front, it’s obviously got its place, but to pick it up and the lens that we’re looking at it through is that strategic lens of – how does it play into that bigger picture? What does the CEO want to be looking at? And I think somebody said on a webinar recently; if you’re still worrying about completion rate or bums on seats, then you need to be having a long hard look at yourself. It’s how it impacts things like growth and business performance, resilience, adaptability, all of those things. And I know a lot of those are buzzwords but again, HR as a whole has an opportunity.
But when we look at learning; obviously I’m biased because I come from a strong learning and development background, but I really feel that the learning agenda has the opportunity to really power the people and the performance of organizations going forward. And I’m really excited to see how people have been unlocking that and hearing some of the detail on that.
