Productivity has not suffered by the shift to remote work, according to a Mercer survey of 800 employers. Zillow is among the companies that previously discouraged remote work but have changed policies, as "old preferences have been debunked during the pandemic," Chief People Officer Dan Spaulding says.
Canada-based Rogers Communications has leaned on its values of helping customers and keeping employees safe during the pandemic, and Chief HR Officer Jim Reid discusses the communication and safety measures the company has taken in recent months. "Those HR teams that have stepped into the crisis and partnered with leaders to set the tone for the organization have a big opportunity to shape culture and drive business performance," he says.
Business-minded executives and employees with no HR background can make effective chief HR officers, write Claire Harbour and Antoine Tirard, who highlight HR leaders at Barry Callebaut, Lego and Flipkart. "Our subjects had a powerful impact as CHROs through their common humility, deep knowledge of the business, strategic perspectives and the desire to learn," they write.
The pandemic has shown how a sense of urgency can bring about change, but businesses don't need a crisis to take the same type of approach, writes Ron Ashkenas. Think about new efforts as small, quick experiments with real-world effects, rather than serving as thought exercises.
Companies should overhaul their management approach and focus "on human-centric principles," write Gary Hamel and Michele Zanini, co-founders of the Management Lab. "We need a new organizational paradigm -- one in which human beings are no longer viewed as 'resources' or 'capital,'" they write.
Scientifically validated personality assessments are better at helping employers choose the right leaders than traditional hiring techniques, argues Ryne Sherman, Hogan's chief science officer. "Using personality assessment to make leadership personnel decisions increases fairness, diversity and inclusivity," he writes.
The manufacturing concept of mass customization can be applied to learning and development, especially when personalization is focused on improving performance rather than just increasing knowledge, write Edward Boon and Robert Brinkerhoff. "Focusing on personalized coaching provided by our busy sales managers using microlearning, e-modules and a virtual role practice platform, we've seen wonderful results," says Builders FirstSource HR executive John Foley.
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