The HR and L&D landscape is evolving, and it is important that we acknowledge and adapt to the changing demands of the new ways of work. Both businesses and employees now require more innovative approaches to thinking and a fresh perspective on how people are seen, heard, and led. Below I share my insights with five key points that emphasize these changes and explore how we can meet them within this evolving space:
Employee Expectations have Changed: The dynamic nature of work has resulted in a significant shift in employee expectations. Today’s workforce seeks a holistic and personalised employee experience that goes beyond traditional HR and Leadership practices. Flexibility, meaningful learning opportunities, and a sense of purpose are now prioritised by employees. It is essential for us to explore innovative approaches and technologies that can effectively address these evolving expectations.
The Importance of Connection: Establishing meaningful connections with employees is necessary for success in the modern workplace. As HR professionals, we must embrace various communication mediums, such as podcasts, video blogs, and interactive platforms, to effectively reach and engage employees, whilst giving our Leaders the opportunity to use the same platforms effortlessly. By leveraging these platforms, we can foster a culture of transparency, collaboration, and continuous learning. Remember technology plays a pivotal role in today’s workspace and in facilitating effective communication and engagement.
Adapting HR Structures: To effectively support the future of work, HR structures need to adapt and evolve. Traditional HR practices are giving way to more strategic and people-centric approaches. It is time for HR professionals to transition from being viewed solely as a transactional support function to becoming strategic partners. Aligning HR practices with the organisation’s overall objectives and strategies is essential. By focusing on long-term workforce planning, talent management, and employee development, we can drive positive change and create an environment where employees thrive.
Leader-Led Interaction: Leadership plays an important role in shaping the employee experience within organisations. Leader-led interaction is fundamental in creating an inclusive culture where employees feel valued and engaged. Leaders should take accountability for cascading crucial information directly to their teams, fostering transparency and trust. They should also act as cheerleaders, motivating employees to empower themselves through diverse learning opportunities. By embracing leadership behaviours that promote learning, empowerment, diversity, and inclusion, leaders can inspire their teams and drive positive change within any organisation.
Leveraging Technology for Learning and staying connected: Lastly, innovation and technology have revolutionised the field of learning. The introduction of digital learning platforms, mobile apps, virtual reality, and artificial intelligence has opened up endless possibilities for enhancing employee skills and capabilities. It is imperative for us to tap into the latest advancements in technology, equipping ourselves with the knowledge and tools to create engaging and impactful learning and connecting experiences. It is time to move away from outdated approaches that no longer resonate with our diverse and global workforce.
Join me and other inspirational speakers as we shape the future of work and corporate learning at South Africa’s first HR & Tech Fest. Together, let’s unlock the full potential of people, businesses, and the world by connecting the interaction of HR, and technology.
About the Author
Antoinette Roberts is the Group Executive: Human Capital and Transformation at Blue Label Telecoms. Her current role entails supporting the organisations subsidiaries in building for the future and fostering engagement across the business. Additionally, she sits on the boards of various non-profit organization partnering with Blue Labe Telecoms, where she drives the organisation’s commitment to giving back to the communities. Antoinette’s passion for socio-economic development and education has led her to build capability programmes that use learning to drive change. Her willingness to understand people has contributed significantly to her success in the human capital industry. before joining Blue Label Telecoms, Antoinette’s career of over the 30years spanned various industries that include technology, finance, sales and sales development and process. While within the IT industry as a sales development manager, Antoinette was part of a team that set up the first data warehouse in the FMCG industry. Her passion for building capability programs, ensuring the delivery of long-term value, and embedding of change through learning; and her interest in the psychology of people, have made her a force to be reconned with in the Human Capital space. Antoinette holds an MBL and PhD in Business Leadership and an array of business leadership qualifications from the GIBS Institute. An entrepreneur and visionary at heart, Antoinette believes in empowering individuals to uncover their authentic selves to live up to their full potential.