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5 Internal Communications Trends for 2019

5 Internal Communications Trends for 2019

Illustration: Studio Fee Overbeeke

Internal communications is changing slowly. We still see many newsletters and magazines with the usual content (Interview with the CEO, Our office in Dubai, We ran for charity in Zurich and The secret hobby of ….). These newsletters and magazines hardly ever excite employees. Employees want to be heard, employees want to be taken serious and employees appreciate quick and honest communication.

What are some of the trends we expect to influence internal communications in 2019? The 5 M’s for 2019.
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Demand for both digital & human-based experience

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Source: Soumyasanto Sen

Digital technology has transformed our consumer habits. This is not only true with the customer experience journey but also with the consumerization of HR. Consumerization of HR actually refers to creating a social, mobile, and consumer-style experience for employees inside the company in their entire employee lifecycle from stages selection to the separation process.

Today organizations are aiming to provide their people with positive touch-points at all stages of the employee lifecycle. Consumerizing the employee service experience can be a win-win scenario for both workforce and companies. The experience comes from consuming HR functions, job, leadership, and culture. And the last but not the least, the technology, workplace, and the digital experience.

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Is it time to replace your CHRO?

Is it time to replace your CHRO

Illustration: Studio Fee Overbeeke

I was talking to a client about the profile of the new CHRO (or Chief People Officer) they wanted to hire.

The CEO asked me what my observations in other organisations were. In my answer I covered seven elements I have seen many times.

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Employee engagement and experience driven by culture first

Beware of the negligence path of Digital Transformation Journey

Source: Soumyasanto Sen

This is no more a secret that engaged employees are more likely to perform better and improve organizational success. And as the companies move more towards agile organizational models, there will be more increase in the employee engagement rates.

Employee Engagement refers to an employee’s job satisfaction, loyalty, and inclination to spend discretionary effort toward organizational goals. Companies measure engagement through an annual employee survey or by a continuous feedback culture.

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Five trends to improve your selection process

Five Trends to improve your Selection Process

Source: Studio Fee Overbeeke

Selection process often still very poor

In many organisations the quality of the selection process is still very poor. The unstructured interview is still the most used selection instrument, and there is not a lot of evidence that interviews are a good instrument. The selection criteria are most of the time not based on thorough data analysis, but more on lists made by HR and managers based on their gut-feel, common sense and experience. Improving the quality of the selection process of candidates seems to get more attention, and of course that is a positive development. Selecting candidates in a professional and scientific sound way, is a basic requirement for creating high performance organisations. Five trends that can help to improve the quality and attractiveness of the selection process.

Digital transformation may sound easy, but it’s not. Currently there are so many different perception of this buzzword around the world.

Off course it’s a journey which will change with the technologies you adopt and also bring it to the people, processes and culture associated with your company. But before understanding this buzzword, it is important to know what not a Digital Transformation is.

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Beware of the negligence path of digital transformation journey

Beware of the negligence path of Digital Transformation Journey

Source: Soumyasanto Sen

Digital transformation may sound easy, but it’s not. Currently there are so many different perception of this buzzword around the world.

Off course it’s a journey which will change with the technologies you adopt and also bring it to the people, processes and culture associated with your company. But before understanding this buzzword, it is important to know what not a Digital Transformation is.

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10 talent management trends for 2019

10 Talent Management Trends for 2019

Illustration: Studio Fee Overbeeke

In November last year, I had a discussion with a team of HR professionals of Deutsche Telekom, about the future of talent management. In this conversation we covered the following important talent management trends.

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An auslanders view of recruitment in germany

An Auslanders view of Recruitment in Germany

Illustration: Pixabay

After a year of working and living in Germany, and after being part of a HR team in a company that was both rapidly scaling and had a high turnover of staff, I’ve come to know the quirks and nuances of the German recruitment landscape very well indeed. Not just the company I worked for either. As my interim role neared its conclusion I approached and was approached by several companies and got to see much of the recruitment culture from the other side. So what have I learned? Let us dive in and take a look.

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Rehumanizing people in the digital economy

Rehumanizing People in the Digital Economy

Illustration: Soumyasanto Sen

The digital economy is shaping the aspects of society, including the way people interact, the economic landscape, the future of work and business transformation empowering with fast-changing technologies.

The Fourth Industrial Revolution is distinguishable from the others because it is where humans meet the cyber world; where technology and people are not distinct, not separate. The Fourth Industrial Revolution will change not only what we do but also who we are. It will affect our identity, role, responsibility, a way of leadership and our mindsets.

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Latest trends in employee mood measurement

Employee Mood measurement is evolving

Illustration: Studio Fee Overbeeke

Not too long ago the main instrument to gather data about the mood of the employees in the different parts of the organisation was the annual employee engagement survey. Once per year, or one every two-years, a long questionnaire was distributed to the employees. 50-70% of the employees responded.

The answers were analysed and often months later the reports were ready. Management discussed the outcomes, and a summary was communicated to the employees. Focus groups discussed the outcomes and made some suggestions for management. And so on, and so on. Even writing the complete process down, takes too long. Employee mood measurement has fortunately moved on. Nine trends we see.

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