Shifting HR to a Technology-Driven Mindset
By Rachel Barker, Product Marketing Manager, Qualtrics
But introducing new technology to collect employee and organizational data can be daunting—especially if your HR department isn’t accustomed tech-driven processes. So how does a HR leader today shift to a digital mindset in order to keep pace with a technology-savvy, and ever-changing workforce? Here are four proven strategies we see our customers adopting:
1. Know which technologies your employees already use
Before implementing a glitzy technology with lots of bells and whistles, find out which tech products and channels your employees are already using. For example, don’t try implementing an employee feedback tool with a built in messaging app if your employees prefer using Slack or Google chat. Take stock of the channels and tech that works already and integrate those channels with new, more effective processes.
2. Utilize technology that resides in employees’ native environment
If you’ve ever launched an employee survey or engagement program, you know that getting employees to engage with the process and respond can be challenging.
Technology is quickly becoming the foundation of efficient and effective HR. Without it, your people strategies will eventually fail
To address this challenge find ways to integrate new technologies and feedback processes into employee’s native environments. We have one customer who allows employees to launch a 360-degree assessment by simply clicking a button on the homepage of their employee Intranet. Another customer places survey iPad stands throughout entrances of their corporate offices to gather one-question sentiment feedback from employees as they check-in for meetings. Great technology should live seamlessly in existing environments—it should not interrupt the flow of an employee's life.
3. Use technology that enables the right people with right data
While technology is a powerful tool for collecting and analyzing organizational and employee data, that data is only useful if people can access it and take action. When looking for an HR tech software—whether an you need an applicant tracking system or an employee feedback platform—make sure the technology you select makes it simple view, share, and act on data or results. At Qualtrics, we’re constantly innovating to make sure our customers can access role-based dashboards that deliver only relevant employee experience data to the right people. This not only makes it easier for leaders and managers to view the data that matters—leaders are also more likely to drive data-driven actions because they can easily view, analyze, and share the insights.
4. Use technology to message announcements or results of organizational initiatives
Infusing technology and data-centric processes into your workforce is much more effective if your employees also get to see view data and see the results of your initiatives. But cutting through the noise is difficult and sending an email isn’t always enough. Find out which technologies your team is most receptive to (See item #1) and use those channels to communicate key data and organizational messages. We have one client who utilizes video tutorials to teach employees how to incorporate new softwares or products into their processes. That same client has also placed digital screens throughout their offices to display employee experience and operational data to their employees. Remember, email isn’t the only effective way to share information with your employees.
Technology is quickly becoming the foundation of efficient and effective HR. Without it, your people strategies will eventually fail. As transform your organization into a data and technology-driven organization, look for technology partners who streamline, simplify, and integrate with processes that are already working well.
Founded in 2002 and headquartered in Provo, UT, Qualtrics allows organizations to manage the four core experiences of business—customer, product, employee, and brand experiences on one platform.