Employee engagement has risen to the forefront of the minds of today’s business leaders and workers alike, leading many organizations to review and adjust their approaches to modern human resource management. Now more than ever, businesses view HR as a factor in economic success and thus hold it highly in corporate planning. Oracle CEO Mark Hurd has stated that HR “touches everything we do” and that “it's the company's lifeblood. It drives the company.” Accordingly, employee engagement has become an integral component of many HR plans, with 87 percent of organizations citing it as a top priority issue.
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Cognitive computing is here to stay and it is revolutionizing healthcare, the way we shop, and the way we work. Data analysis in human resources (i.e. people analytics) is having a surprising impact on corporate profits by way of increasing job satisfaction, retention and productivity, which has made executives take notice. Over time, HR leaders are thinking more like owners, as HR departments adopt cognitive HR systems to increase hard numbers (like profits) with softer ideals (like job fulfillment). According to an American Statistical Association report on the SHRM website:
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Business leaders today have a lot on their plate, maybe more now than any other time in history. As both blessing and burden, today there’s a plethora of resources (theoretical and practical) at a leader’s disposal to help him or her manage, engage, and build teams. Because technology is a driving factor in the workplace and is continually advancing, management practices and workforce conventions are always in flux to incorporate the latest trends.
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Continuing in our series of workplace behavior and predictive hiring analysis, another interesting observation happened during a recent client training session. In fact, this has been a common observation ever since we started implementing the BAI (Behavioral Attitude Index with DISC) and the I-SPEAK report.
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A DISC report is a great way to understand the motivations, stressors, and conversational style of everyone you encounter. It’s a perfect method for measuring compatibility and helps you anticipate any potential stumbling blocks you might have when communicating with others. That said, you’re bound to run into situations where it would be incredibly helpful to know the DISC style of a person you’re interacting with, but it’s not possible to administer a full DISC test. (“Why, yes… I’d love to go on another date with you. Would you mind first taking this quick personality test?”)
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While most business owners and managers understand that people are different, including their employees from one to the next, and their employees when compared to themselves, this often takes on a negative connotation. Different is viewed as bad, or wrong.
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Yahoo! CEO Marissa Mayer recently instituted a controversial company-wide policy declaring that Yahoo! employees will no longer be permitted to work from home. The announcement has been met with an extremely mixed reaction from the American public. In a recent CNN poll, over 16,000 readers weighed in on the controversy. Their votes on the issue of whether or not Mayer made the right decision by banning telecommuting are split evenly right down the middle: a 50/50 division.
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Conflict with a coworker: It’s bound to happen sometime. In an office environment, you’re often thrown together with people that you would never normally choose to spend eight hours a day with. Even if you enjoy spending time with your colleagues, working closely with the same people day in and day out is bound to occasionally cause a little friction. Unfortunately, small tensions between individuals can, over time, blossom into full-blown conflicts. The good news is that you can easily resolve most inter-office personality conflicts using DISC theory.
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How do you spot a disengaged employee? Unhappy employees criticize without offering constructive solutions, don’t pull their weight on team projects, have a consistently negative attitude in the workplace, and just seem to be getting by doing the bare minimum required of them.
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