Discover highlights from our series of free talks at the 2019 event
CIPHR’s series of free learning talks extended into day two of the 2019 CIPD Festival of Work, with experts sharing their knowledge on everything from organisational culture to hiring and learning and development.
If you missed the live presentations, catch up with part two of our highlights below. Click here to read part one.
“An effective workplace starts with understanding your people”
Holst’s Grant Taylor made the case for understanding your people in order to better understand your culture and employer brand. “Many organisations don’t truly understand their people, and they don’t understand that they want different things,” he said. “To understand the people you want to bring into your organisation, you need to understand the people who are already in your organisation. People might want to join an organisation with a games room and free drinks, but do they really want to join for the right reason – your culture and brand?”
“Employees tend to do interesting stuff if you give them the space to do so”
Employers shouldn’t be afraid of their people talking about their workplace experiences on social media, said Broadbean’s Josh Willows. “Your employer brand is only as powerful as the perception of you in the wider market,” he said. “With websites such a Glassdoor, employees already have a platform to talk about you as an employer. If your culture is so bad that you’re worried about them posting about you on social media, then you’ve got a much bigger problem than just the fact that employees are talking about you online. If you choose to shut down or prohibit discussions, that lack of information about your company and culture could set off alarm bells for applicants.”
“L&D teams’ importance to successful digital transformation is often overlooked”
When thinking about digital transformation, we have a tendency to focus on systems and platforms – not the organisational culture that ultimately determines if change will be successful, said CIPHR’s Megan Hope. “New platforms and content are only effective when supported by a learning culture,” she said. “Learning has completely transformed from something that’s reactive to something that enables change and transformation; it’s less about closing specific skill gaps or solving performance problems, and instead it’s become a key enabler for organisations. We can’t just tell people that change is coming – we have to guide and engage employees with that change.”
“People analytics isn’t about number-crunching – it’s about using evidence to make better decisions”
People analytics can help HR teams to provide the right evidence, to the right people, at the right time, so the likelihood of them making the right decision increases, said Nigel Dias of 3n Strategy. To identify opportunities to use people analytics, first consider the question being asked, who is asking it, how often they might ask the question, and how they make the decision. Then you can begin to compile evidence to help them answer that question more effectively. “Ultimately, you’re aiming for the sustained adoption of analytics as an HR practice, not just treating analytics as an HR technology,” he added.
“Finance is one of the key ways to improve workers’ lives”
More than half (55%) of UK families can’t cover a £250 unplanned expense, while 22% of the UK population have less than £100 in savings, revealed Wagestream CEO Peter Briffett. “Financial stresses are constant for workers: 46% say that financial or money challenges are a major source of stress. That means that improving access to finance is one of the key ways that employers can improve workers’ wellbeing.” Giving workers access to their earnings at any point – rather than once a month through a traditional pay check – not only means they’re less likely to need to rely on payday loans, it can also result in improved loyalty and productivity, he added.