Tag Archives: talent-management

Driving talent engagement through social

Talent is the biggest challenge organizations are facing in today’s environment where the millennials are taking charge. Employers all over the world are looking to find ways to keep employees engaged. Gallup research shows that only 13% of employees around the world are actively engaged at work, and more than twice that number are so disengaged, that they are likely to spread negativity to others.

If people are not engaged, how can leaders attain those business objectives that are critical to improving organizational performance? And, at the same, we need our leaders to engage employees.

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An engaged employee becomes an asset to the team, department, business unit and organization by continuously thinking about the bigger picture. In his book, Getting Engaged: The New Workplace Loyalty, author Tim Rutledge explains that the truly engaged employees are attracted to, and inspired by, their work (“I want to do this”), committed (“I am dedicated to the success of what I am doing”), and fascinated (“I love what I am doing”). Engaged employees care about the future of the company and are willing to invest the discretionary effort – exceeding duty’s call – to ensure that the organization succeeds.

Talent engagement is not a goal, it is a state of being; focus should stay on sustaining it.

Most organizations have an annual employee engagement survey which helps leaders assess the engagement levels but it’s…

Read the complete article on People Matters or on LinkedIn.

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24 Awesome #Talent Quotes for You

Here is a list of quotes for you to learn and share. I will continue to add more from time to time.

  1. #WorkCulture – Leaders enable, employees sustain it. [Tweet this]
  2. Working with a good manager is like having fresh food – anything after that tastes bad!
  3. Not sure if employees leave because of bad managers, but for sure employees stay back for good ones.
  4. Leadership isn’t about you but about people, their culture and your ability to take them along.
  5. Organizations need to focus on work culture and experience.
  6. The crux of life is to learn something new, everyday and share it with others!
  7. Leadership isn’t about others but you! Learn to lead yourself ethically and others will follow.
  8. Organizations forget the ‘L’ and provide ‘earning’ which only fulfills the material demands. Make people hungry for learning and growth. [Tweet this]
  9. Work Culture is made by Leaders. If you want a certain culture, be prepared to walk the talk. [Tweet this]
  10. Don’t invest in technology and use people. Rather invest in people and use technology. [Tweet this]

11. Data is not Analytics. Its use to solve business challenge is. [Tweet this]

12. Mentoring isn’t about you, it is about the mentee. Don’t make your clones.[Tweet this]

13. Some people make your worklife misreable. How to deal with them?

14. Never give up but give up foolishness. [Tweet this]

15. Learning is the easiest thing one can do – the most difficult one is taking the first step. #Growyourcareer #Talent [Tweet this]

16. The best way to succeed in life is to act on the advice we give to others! #Life #Talent #Career [Tweet this]

17. Our super-charged, hyper-connected workforce needs active, #social and open #leaders. Cherish or Perish! #socbiz #Leadership [Tweet this]

18. Talent is not what you have, but what you do with it. #Success #Leadership [Tweet this]

19. Talent alone will not take you there, start working on your #Attitude #Success #Life [Tweet this]

20. Even the hardest #sellers have to understand the soft client issues. #SalesTip #Success [Tweet this]

21. Create a plan & assign importance – then learning will become a ‘part’ of your life rather than just a part of your routine. [Tweet this]

22. Money isn’t everything in life. Those who get this are always happy. Those who don’t are sometimes happy [Tweet this]

23. The most interested people in any meeting are the ones who hardly care! #Ironic #workplacefun [Tweet this]

24. Employee engagement is not a destination but a journey #Talent [Tweet this]

Feel free to add your quotes if you wish me to include them here under #QuotebyKhalid. Please only share your original quotes.

Leadership is NOT about designation, but compassion! Do you have it?

My last few weeks have been really busy and I have spent a lot of time at work, which presented an opportunity for me to observe people and their leadership styles. My current focus at work is to lead the ‘Early Professional Hiring and Journey’ for IBM India Sales and Distribution and under this exciting strategical effort, we are inducting a cohort.

An illustrated lot of leaders is interacting with the group and sharing their priceless information. Along with that, I am nudging the group to look for skills and characteristics which appear beneath the surface but impact the leadership and the leader; and more so, people who work with the leaders. And then imbibe those.

Leadership Khalid Raza #SocialGlamor

While I can create a fancy laundry list of actions each leader need to be cognizant of but I am not a guru and no one is a disciple here. Let’s uncomplicated it. You must have read in Talent Mantra: People should lead – People. Rest is just waste! that even if people have great roles, they may leave the organization if the people they work with create a hostile environment.

Compassion is the only differentiator between a designation and a leader who gets respected and admired. While talented people grow, sometimes those who just stick also move up the pyramid. However, at the top, compassion becomes a strength and the only key to engage and drive people.

I would also recommend you to read this blog in which a lot of people shared their idea of a good leader: What makes a good leader?

Read this small story about a person working with a freezer plant.

It was almost the day end. Everyone had packed up to check out. A technical snag developed in the plant and he went to check. By the time he finished it was late. The doors were sealed and the lights were off. Continue reading

Talent Mantra: People should lead – People. Rest is just waste!

The ability to connect with people and understanding their emotions is the key to people management. Some managers miss that point. – Khalid Raza

I was listening to Karan Thapar yesterday where he had a panel talking about employment and engagement. One of the panelists, Aruna Jayanthi, CEO, Capgemini India Pvt Ltd, shared how ‘people should be leading people’ and that this should be the mantra. She asserted that even if people have great roles, they may leave the organization if the people they work with create a hostile environment.

Especially managers play a great role. We all have been hearing this since dogs were tied with sausage how ‘people leave managers’ and yet managers pay least focus on people. Some of them are oblivious and some do not care – in either case they cost organization more than they create value. In turn these managers become the biggest cost heads for organizations.

People lead People Khalid Raza #SocialGlamor 1Let me also share this short story which I got as a forward in one of many Whatsapp groups I am part of..

There was a king he had 10 wild dogs. He used them to torture and eat all ministers who made mistakes. So one of the ministers once gave an opinion which was wrong, and which the king didn’t like at all. He ordered that the minister to be thrown to the dogs. Continue reading

I think social is overhyped!

Exactly, I think social is overhyped!

KhalidRazaSocialLoveThat’s what a lot of leaders say to me, subtly, and they are not the only ones. Oops, mebbe I should not have mentioned it. Well, I feel social is over-engineered but not overhyped. Tim Collins, Director, HR Talent, Development & Resources, and #socialHRsuccess (an effort to enable IBM HR Professional and processes be more social) a leader, shared this with me in his brilliant blog, HR Globalist (IBM internal blog):

“According to Vala Afshar, CMO of Extreme Networks: Don’t do social, be social. 

Sincere
Open
Collaborative
Interested
Authentic
Likeable

Social is not something extra you do on top of your regular work.

Who has the time to do more? I certainly don’t. To be social, you have to change the way you approach your job. For me, social is where real work gets done — sharing, collaborating across time zones and geos, networking, finding knowledge and great ideas wherever and with whomever they reside. It can be done in public, in the open, and when the situation calls for it, in private, 100% secure, restricted communities, wikis and activities. When done right, it democratizes the organization, breaks down silos and hierarchy, improves both speed and quality.”

Isn’t it super simple. This line, “To be social, you have to change the way you approach your job.” That for me is the crux of what social is all about.

This week, I was creating a new archive (yes I still use emails), like I do every year and started to wonder – how many emails did I get/send in 2014? I did a quick check and I was surprised at what I found. Take a look:

Email graph

The traffic has reduced so much for me. From 2012 till today, I have got 9000 less emails! And, if I would have spent 1 minute per email (average), I would have saved 9000 minutes. Of course not all of this is because of social, considering that I switched roles, moved projects etc, but this is a staggering number! Obviously, I, like other #socialangels who put in efforts to take non-confidential conversation to the ‘open/social’ platform IBM Connections, our Enterprise Social Network.

Now, I have not calculated exactly how much time I must have saved, when people ask me a question on my Connections profile and when my network chips in to respond, saving time for not only me but for the person who asks the question. This aspect of mutual knowledge empowers us to find information faster, work better and live happier.

Imagine a scenario where you need a solution and you do not know who can help you. What will you do? Spend time to find out an expert (only if you are able to find one, who for sure knows the answer to your question), send them an email and wait for them to respond to you. Really!

What you can do is just go to your social network profile and post the question and someone in your network will help you – but before you become selfish and incline only toward extracting information, you must also spend time to help others. Now, that would be a good thumb rule!

Let me share this screenshot which clearly demonstrates the power of social and how it helped me save time and find a solution. Check this out:

image

And, this is not it – there is much more, the private activities where I document my 101 with my manager, the private wiki where I document three quarterly highlights, (which eventually help me with my PBC (IBM’s annual employee appraisal, immensely), private/open communities where I ask/provide answers, internal blog and #SocialGlamorthe list just goes on.

Final thoughts: I see social as a tool to help us become more productive, faster and efficient in what we do. Share your thoughts and let me know how social has changed your work day!

Edited by: Vanitha Poojary

 

Does Social Media help in Recruitment?

IBM TalentVine

Find Jobs in IBM

The time is here, now, when Social Media (SM) is transforming all the work processes, internally too, and Human Resources (HR) is in the middle of it, leading the transformation. While CHROs and other HR Leaders are getting to the grips of it, SM is beginning to not only amplifying the benefits; it also presents some challenging turfs.

The key ingredient in applying SM to internal processes is people/employees who lead this transformation (supposedly). Lot of organizations are jumping on the band wagon and forgetting to address this inevitable and pivotal element – the employee workforce. Successful implementation of SM thrives on the understanding of capabilities SM brings. One size fits all, calls for the dooms day.

Let’s look at SM in recruitment. This comes naturally to all organizations and helps them tap talent using various tools and portals, allowing amplified reach through passive talent hunting. A new opportunity for companies to engage in a mutual, two way communication, is the new normal, allowing not only information dissemination but also a way to listen to what is being said.

In a recent research, Universum highlights, “Companies have yet to realize the promises of social media. Building followers and likes becomes simpler every day, but building engagement and community is undervalued. There is still a limited focus on the internal aspect of social media, i.e. using it to build engagement among employees and find ambassadors.”

Trends that impact talent attraction and employer branding

Trends that impact talent attraction and employer branding

IBM is leading in this space, once again, and is using existing employees to act as ‘ambassadors’ in attracting talent. IBMers across the world are actively engaged in not only growing their own careers but also helping attract talent within their networks and communities. Read: Recruiting Socially! How IBM is hiring.

In his recent article, Steve Hewitt, head of HR at Lumesse, highlights the challenges of using social media for recruitment purposes. He quotes a recent global research report by Universum of 19,000 students which found that most do not apply for jobs through social media channels but through a company’s website itself, raising the question as to whether social media is a destination or direction for hiring the most talented graduates. In fact, the survey found that only 13% of students received a job offer through these channels and that, in the UK, many students (36%) thought that live webinars with hiring companies worked better as an engagement channel for students than social media channels (28%).

So the question remains – is SM the solution to the recruitment challenge or a strategy to find the solution? Does your organization use SM to find talent? If yes, what are challenges being faced. If no, then you have a bigger monster to tackle!

Recruiting Socially! How IBM is hiring.

How to get a job in IBM?

IBM TalentVineOrganizations are tapping the power of social and world leaders like big blue are pioneering the change. IBM recently announced a unique way to attract talent – using social media power of its employees. IBM’s TalentVine site allows IBMers to share their personal links on social networks and allow their friends and families to apply for positions. And earn extra money too.

It shows how the big blue has transitioned from an uptight big-brother-corporate organization to a nimble-social-ecosystem.

IBM’s Connections suit already is the 2nd quickest to reach a million users worldwide.

ConnectionsThe chart on left shows that only Facebook reached the first million users faster than one of the leading social intranet platforms – IBM Connections. LinkedIn, Pinterest and Twitter needed considerably more months to reach their first million user.

Peter provides few more clarifications to understand this better:

  1. The IBM Connections numbers refer to users outside of IBM.
  2. The IBM Connections numbers are based on “Authorized users of licenses sold”. I.e. not only licenses sold.
  3. Arguably the different platforms reached their first million users at different points in time, but that does not change the point I want to make: exciting stuff is going on behind the firewalls and it’s probably happening faster than most people think.

So if you are looking for a job in IBM, all you have to do is visit IBM’s TalentVine, search for a role, and apply. Isn’t life simpler now – thanks to Social!

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