Millenials at Workplace

millenials

Image Source – http://whymillennialsmatter.com/

By 2025, Millenials will compromise 75% of the workforce acc to World Economic Forum.  Millenials are joining the workplaces in large numbers . Today , if you talk to any of the HR Leader, the top most question on their mind is How to Manage and Engage the Millenials.
Millenials are the people born after 1980. While earlier generations ie Baby Boomers, Gen X followed the top down corporate structure, Millenials like to operate in Networks .
Their mindset is all about networking . They have grown up with new technologies . Social Media is their way of Life. Therefore , Gen Y or Millenials expect different employment experience . They are more comfortable with flat structures vis a vis hierarchies. Command and control style of management doesn’t work with millennials therefore Managers will have to learn to give up control. This is a new management shift that managers will have to deal with caused by rising number of Millenials in the working population. Millenials grew up in an environment where they have a say in everything from electing Leaders to choosing vacation destination for Family.
They want their voices to be heard and have the need to have their inputs in collective decision making. They are not comfortable with decisions being taken at the top and thrown at them which affects their lives directly. The need to lend their share of voice is greater.
At IBM, the policy to use Uber for transportation was shaped because a Millenial wrote a blog that UBER is cost effective . Leaders took note of his blogpost and within 24 hours , policy decision was accordingly modified and adjusted. You cant ignore millennials .
The employer culture, salary, every aspect of working environment is openly discussed at Glassdoor by Millenials. If they don’t like something, they highlight it . Leaders are paying attention to glassdoor in terms of what is being said about their Brand, culture, management, leadership.
They embrace technology just like fish to water. Their working lives doesn’t have 9 to 6 schedule but are connected 24 by 7 . In this hyperconnected world, they demand flexibility – the ability to do work anytime, anywhere. Hence more companies are offering Telecommuting or flexi work or work from home to their employees.
Millenials have also started occupying Leaderahip positions at workplaces. So we see, a new breed of startups , and fresh thinking coming up at big corporates. They bring new perspectives of how work gets done . They have underlying desire to shape workplace policies, to make a contribution, to play a role which contributes to society. Their communication style is open and transparent. They are open to be mentored , place emphasis on networking to succeed at work and at life. They demand flexibility and use mobile phone and apps for routine and specific tasks. In fact , they are the ones who are building these new apps for making lives easier.
Millenials are different and shaping up the Future of work and workplaces. It wont be prudent of any Leader to ignore this pool of Talent, to move the organization forward. Invest in Millenials, develop their Leadership skills and learn to include them in decision making to ensure they remain engaged , productive and effective at workplaces.

When we tell people to do their jobs, we get workers. When we trust people to get the job done, we get leaders – Simon Sinek

 

Open Letter to All Students of Life

Happiness lies in action , in showing up.
Be Thoughtful & Maintain a Bias for Action
Do hard work and smart work both as situation demands consistently
Navel gazing doesn’t  move mountains but produces qualitative thought
Reflection and Quiet time is necessary for creativity / innovation to occur
Question everything . Don’t be afraid to ask questions
Stay true to your friends
Connect with people from closely knit communities
Passion is the fuel to realize dreams
Talent is God given, Stay humble
Master your craft
Value & seek the company of wise folks
Love your parents & thy neighbor
Spot Comedy of errors. Comic relief is a must.
Learn to laugh at your mistakes but never repeat them
Develop A sense of humor to bear the cross
Remember fondly of folks who adore you
Make moments count, Be memorable
Take pride & interest in your career , no matter however humble or great.
You are the child of God meant to do stuff as you will
Being is enough
Read great literature and poetry
Gratitude is the best kept secret to healthy relationships & happy mind
Praise & appreciation works wonders. It makes 2 people happy -the giver & receiver
Stay curious , Stay hungry. Remain a student of Life.
Boss is always right & you are the boss of your Life 

Social Media is the talk of the Town

Social Media explosion is the talk of the town. Almost every business , industry, company is trying to tap into the opportunities that explosion in Social Media provides for improved business outcomes.
Leveraging Social Media has become imperative for companies to engage with customers, employees and business partners. Marketing & comms department has been the first to jump on the bandwagon to engage in 2 way communication models to reach out to customers. In the age of information overload, attention becomes the currency and Branding acquires centre stage.
How can HR remain immune or impervious to this excellent opportunity. Broadly speaking, when it comes to Talent Management – HR function is about Capacity planning, capability building, engagement and retention. What I see is rise in the HR Job roles that has components of Social elements embedded into it.
For example , if you are a L&D professional, you must be thinking how to utilise newer models eg Flipped classroom into learning process.
Recruitment is not left behind either. We have newer roles in Recruitment eg Recruitment Branding , Recruitment Marketing . After all the job of hiring managers is to sell the “work” ,Organisation “culture ” to the prospective candidates.

Social networking phenomenon revolutionises the recruitment experience for both candidates and employers. Companies are rethinking their social media strategies to make recruiting processes more transparent and to tap into and engage with the talent pools. More and more companies are on the lookout for know how on how to leverage social networking sites eg Facebook, LinkedIn to advertise jobs, increase brand awareness, showcase Company culture and provide a glimpse to candidates about the working environment, growth , learning, career and development opportunities.
Both candidates and employers are using the digital footprints to research about each other and find data points for better decision making. Hiring can be viewed as a Match making process . More the data points, assumption is, better would be the decision ie final outcome for both employers and candidates.

In my experience, I see 2 kinds of recruiters & hiring managers. On one end of spectrum, we have recruiters who has invested in self learning , acquired new skills to use social networking for sourcing, engagement, building relationships with candidates. On other end of spectrum , few hiring managers & recruiters are wondering and still pondering over the risks. Social networking adoption Benefits far outweigh the risks, ask any candidate or HR Professional who has reaped benefits from this new medium. Technology is neutral. A fool with a tool is still a fool.  Recruiters and hiring managers must enhance their understanding on the value Social media and social networking adoption and invest in self education and self learning. They must learn from recruiters who are using Facebook graph search, Linkedin recruiters license and reaping great benefits to minimise agency dependency and reduce costs & generate value for organisation with fewer resources. They are the ones who are innovating on the field. These recruiters understand Social Recruiting . Social Recruiting as a concept is relatively new. Talent can not be hired, it can only be courted.Go figure – how. Simply put, Hiring in other words , is a long & extended conversation. For hiring managers, Hiring is about channel mix too. Employee Referrals is another process which can be disrupted using the social networking platforms. Much scope to bring Efficiencies and Effectiveness  into the Hiring process and to disrupt the existing models and evolve new Hiring Models. Employer Branding has nuances and implications understood by the privileged few. Employer Branding and Social Recruiting is bound to witness growth in coming years.

Sage advice from Social Business gurus ~  Get Social. Do business
As Dr Marshall Goldsmith says ~ what got you here! won’t get you there.
If you are still wondering why, what, how ..then remember, Self education is the key. Follow and Learn from Thought Leaders. .  I tweet and share insightful stuff on Social HR through twitter (@rucsb) and my blog ~ HR Gurukul.

Bonus ~

What IBM Recruitment is upto –
1. Integrated Social approach to ATS ( Applicant Tracking System)
2. Employee Referral Program empowered by Social Referrals
3. ROI of Social Recruitment measured through  Influenced and Direct Social Hires
4. Hiring Processes enabled & powered through Analytics
5. HR Leaders Rely on Data than on Gut. Better Decision Making on part of HR Leaders. Improved Business outcomes.

3 Key Actionables to get started on Social HR (Recruitment) Journey
1. Invest time  in building your own Linkedin and Twitter Profile.
2. Socially Network with Thought Leaders in Social Recruitment
    Tony Rustell
    Matt Charney
    Todd Raphael
    Sarang Brahme
3. Invest in your Learning and Development. Join IndiaHRLive, IndiaHRChat, TChat, SocialHRSuccess  discussions on twitter . Connect with & Learn from HR Leaders and Practitioners. Learn about Social HR from  Meghan M Biro, Abhijit Bhaduri, Khalid Raza, Gautam Ghosh , Self Promotion Alert : Ruchi Bhatia

I can be contacted via twitter @rucsb

 
 
 

Future Ready WorkForce


Future Ready Workforce will constitute Individuals who are LifeLongLearners, who have the ability to learn, unlearn, relearn and reinvent themselves. Who are agile, and make  investment in self education and acquiring new skills.
Future ready workforce also mean networked and collaborative workforce. They know how to collaborate, create trust in virtual environment, reach out to experts across borders and locate expertise quickly at the tip of fingertips to create value for clients. 
Future ready workforce means individual employees may not have all the answers to client problems however have the skills to find the answers and reach out to experts.
Who knows what , who knows whom and who knows what you know  becomes utmost important , hence the value of networks.
Future ready workforce know how to manage work & get work done in a borderless economy.

Open Educational Resources for HR professionals


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MOOCs offered by Coursera, Udacity , EdEx have gained much popularity over last few months. Corporations have started to experiment with MOOCsfor skill development and as a low cost innovative solution to manage learning needs of the employees at large scale . When it comes to Open Online Educational Resources , HR Professionals need not look far for their own professional development. Through this blogpost, I share some of the useful OER for HR Professionals.  
  1. IndiaHRChat – Hosted by Dr Tanvi Gautam  every month. #IndiaHRchat is a monthly twitter chat aimed at creating conversation with/for the Indian HR community. Every month a guest is invited as Expert and a chat discussion follows for an hour on a predetermined HR topic . Insightful knowledge nuggets get generated in real time during chat discussion.  As the saying goes, The smartest person in the room is the room , IndiaHRChat is a demonstration of collective intelligence & represents true power of a community. Dr Tanvi Gautam has wider network and interviews experts across the globe & share insights through Podcasts which are my absolute favorite.  Hashtag #IndiaHRchat
2. IndiaHRLive – Hosted  by Nisha Raghavan . IndiaHRLive is a live TV for HR professionals. Nisha interviews HR & Industry experts every week . You are likely to meet key HR & Industry experts and get to hear them live.  Hashtag #IndiaHRLive
3.  Gautam Ghosh BlogGautam Ghosh has earned reputation as a Thought Leader in Social HR . His blog is a great resource to stay current on various aspects of Talent,  HR and Design of Open Transparent Organizations. Gautam curates and highlights interesting HR initiatives through his blog posts and shares his insights on HR trends & initiatives across the industry through his blog.
4. CiteHR Community – Hosted by Nabomita Mazumdar , offers real world insights through collective professional intelligence on Human Resources. Do you have a question, problem or a situation in the field of HR you are grappling with, chances are your questions would have already been answered on CiteHR , or you will find several HR professionals coming to your rescue to provide solutions to your problems or specific situation. HR members openly share their knowledge and experience. I Thank Nabomita  for tagging me sometimes to engaging & interesting HR discussions happening on the forum.
5. Abhijit Bhaduri BlogAbhijit  Bhaduri is the author of 3 books & Chief Learning Officer at Wipro. He writes interesting blog on variety of HR , business and current topics.   Abhijit writings are influential , not just limited to  HR , and is reflective of wide range of interests across Movies, Books, Music . Abhijit is queit selective in what he tweets.  I am appreciative of  Abhijit ‘s twitter curations too.

6. Meghan M Brio Blog – . Meghan writes a popular HR blog on Forbes.  Meghanthrough her writings cover  leadership, career, HR tech and social enterprise .  

7. Luis Suarez Blog – Professionals who have a deep interest in KM, Social & Open Business, Social Learning, Enterprise 2.0  may already know Luis. He is a popular and  well known Thought Leader on Social Media . He writes an interesting blog which covers aspects of Collaboration, Knowledge work, Communities, Social Learning and Open & Transparent Business .Luis and I have worked together for a brief period of time on Social media adoption across the enterprise and I have picked his brains a lot while working together on the key initiative. I look for opportunities to work with him as there is a lot to learn about Communities, Collaboration, and Open Business and Changing nature of work from him . Few years back,  I had my first novel experience of participating in online sessions organized by Luis where hundreds of global IBMers participate and exchange in online knowledge exchange in real time ( similar to twitter chat discussions). Luis shares his deep knowledge & expertise through his blog regularly.  
8. Jane  Hart Blog A must for all Learning & Development professionals to learn concepts of PKM ( Personal Knolwdge Management) and emerging Learning Frameworks.  
9. Khalid Raza Blog  –Khalid is a dear friend and colleague at IBM. He shares his experience, observation, opinion along with practical tips and advice on social media through his blog Social Glamor. I & Khalid worked together to conceptualize initial framework for India HR Hub – A community for India HR professionals @ IBM India. Khalid is involved with Social HR Programs and initiatives at IBM. He knows how to keep the audience engaged and make online communities work. I look for opportunities to work with Khalid as work is fun and engaging with him.
10. Dr Lynda Gratton Blog – I revere Dr Lynda Gratton’s work for her insights, strategic HR trends , studies on organizational behaviour & research on Future of work.

For guidance on  Who to Follow on Social Media , refer to SHRM list or  Top 30 HR, Recruitment and Social Media Industry Professionals to Follow on Twitter  , a list curated by Kunjal Kamdaar.

 

Which HR people you follow & learn from on Social Media ?

 

What I am still learning…..

1. Catch ’em young. (Newcomers )

2. Learn how to fish ( What we won’t teach you but expect you to learn )

3. The Art ~ not to loose sight of “People Equation ” while managing business

4. The perpetual debate ~ Great Managers /Leaders are born or made ? Fit versus Flexibility approach

5. Plenty of opportunities ~ ~ Globally connected people’s economy
key skill required ~ Imagination

6. Let’s talk beyond compensation – what motivates ~ Autonomy, Mastery, Purpose ( Daniel Pink’s video on Ted Talk – surprising truth about motivation )

7. Chuck the 3 year 5 year Career plan .Allow room for new experiences, improvisation and serendipity .

8. Belongingness ? ~ Join communities of interest to stay current on an industry

9. Mantra for success – Don’t be shy to ask for help , Volunteer to share your expertise , Help a newbie Succeed, Professional giveback .

10. Leaders are not afraid to follow. Be both a follower & a Leader.

Learning Organization

Peter Senge must be very happy with the growth and proliferation of Social Media and social networking platforms. After all , the gentleman pioneered the concept of Learning Organization decades back in 1994

Let me take this concept of Learning organization to next level.

To my mind, in future the word organization would be replaced by word “Networks “.Let me highlight Key characteristics of Learning networks

1. Mashup of people with diverse skills, experience, competencies and capabilities
2. Woven into a matrix to solve key business issues / challenges on real time basis.
3. Real time Flow of information & valuable content embedded in context.
4. Co creating and consuming value together to achieve aligned business goals and objectives
5. Enabling participation and contribution and transparency on solid foundation of systems thinking.
6. Powered by Analytics for meaningful callouts, opportunity areas, insights to make it an iterative process.