HR Focus 2015 #7: Social, Mobile? Business as Usual
In 2015, for the first time Millennials will make up the largest portion of the workforce according to the U.S. Bureau of Labor Statistics. Millennials are extremely tech-savvy and spend a lot of time online on mobile devices. They don’t use their smart phones to make calls; they rely on apps to communicate with their friends and peers. Where websites used to be the norm, now mobile access is becoming the defacto standard. Many people in the world (especially in Asia and Africa) completely skipped the PC revolution and moved to mobile right away. They are used to the speed and simplicity of consumer apps. As private and office lives are converging, users now expect the same ease of use from enterprise solutions.
If social and mobile were differentiators before, they have now become business as usual. Social media has been integrated in many applications, and social user accounts are needed when signing up for a specific service, thereby bypassing email accounts. It’s not a matter of if you will offer social and mobile in HR, it has become about how you offer social integration and mobile HR.
This development also signals a profound change in the way we communicate. Where HR professionals used to document everything in long-read policies, employees simply don’t look at those anymore. Information has to be delivered in bite-size pieces, in line with the way people communicate in their private lives: in pictures, in videos, in 140 chars texts. That is not to say that we have to oversimplify everything in HR, but if you want your message to be heard, it needs to be in line with the expectations of your audience. That means adapting your communication to the way employees are most likely to absorb it. A video might therefor be a much better resource than an email explaining all the details – people never read past the first paragraph anymore.
With social and mobile comes gamification. Gamification takes the essence of games—addictive playing, competition and fun — and applies that to live HR processes. In doing so, gamification serves to increase employee levels of engagement. Gamification rewards employees for positive behavior. Rewards can be virtual, in the form of badges or recognition, or real, when presents are awarded based on results.
In 2015, employees expect their employer to be fully mobile and social when engaging with them and to understand what that means: not only as external marketing tool, but also internal. In the private life of many employees, digital transformation has already been completed and they expect the same in their work life. If you offer customer service on Twitter 24/7, then your employees expect the same service from HR. Talk to your marketing colleagues to understand how they made social a part of their business as usual and learn from that.
On a related note, read our blog post ‘3 Savvy Smartphone Sociability and Simplicity Tips for HR Leaders’
For part 1 of this post please visit: HR Focus 2015 #1: What will 2015 bring for HR Technology?
For part 2 of this post please visit: HR Focus 2015 #2: Hybrid Leads the Charge
For part 3 of this post please visit: HR Focus 2015 #3: Integration is Back, with a Vengeance
For part 4 of this post please visit: HR Focus 2015 #4: Cloud Fuels BPO
For part 5 of this post please visit: HR Focus 2015 #5: Corporate Security Will Be a Topic of Conversation, as Will Privacy
For part 6 of this post please visit: HR Focus 2015 #6: HR Focus on Outcomes