Why tomorrow's management solutions need new HR content
Modern organizational management will increasingly rely on self-organization, empowerment and employee motivation in order to remain agile, innovative and thus competitive.
Management solutions therefore need content that makes the importance of "soft" factors for corporate success measurable and comprehensible.
Have you ever wondered what the added value of an annual employee satisfaction survey is if there is no reference to day-to-day business and the company's results?
Employee satisfaction surveys cost a lot of money and require a lot of effort to interpret the results. Nevertheless, they only represent an excerpt of the current emotional situation.
In addition, the results are still in other systems, without a connection to the company's own data.
In operational business, key figures such as staff turnover or absenteeism must then serve as an indication of the satisfaction level and commitment of the workforce.
Culture-oriented instead of performance-oriented
For the working world 4.0, an integrated and continuous determination of employee satisfaction could bring advantages. In the discussion about the working world 4.0, a paradigm shift from a performance-oriented to a culture-oriented organization is emerging.
The latter is credited with being the better organizational form for sustainable business success in a dynamic and networked environment.
In order to remain adaptable, to be able to offer innovative products or services, or to open up new business areas, it is all the more necessary to have committed employees who are willing and able to support lasting changes in the company.
A culture of trust, a cooperative management style, and self-organization should be the guarantor for increasing the degree of emotional attachment of employees to their employer, thus providing a fruitful basis for their commitment and motivation at work.
Imagine if it were possible to continuously measure the degree of emotional commitment or the satisfaction level of the workforce. And on top of that, to know which factors influence emotional commitment and engagement - be it personal factors, leadership reasons or external events.
And one step further: integration into the company data would give you information at any time about the state of satisfaction along organizational units, hierarchies, personnel structures, needs profiles and employer offers, and finally, at the highest level of aggregation, make a correlation to the company's success transparent.
How easy and time-saving it would be now to recognize causalities and fields of action in an organization designed for self-organization, cooperation and individual diversity, to derive options for action and to accompany the cultural development of an organization in a consistent, culturally compliant and flexible manner.
The development of executives is of particular importance in transformation projects. Not every executive will be able or willing to rely on his or her common sense or coaching experience.
Moreover, in decentralized and dynamic organizations, direct exchange with employees is not always possible. It would be helpful for managers to have information about team needs, suitable measures and options for action made available digitally.
Information on the level of satisfaction of teams would provide suitable feedback to secure their actions and also to be able to develop personally.
Thinking further, one can find a wide variety of use cases that demonstrate the extent to which HR content built on the continuous determination of employee satisfaction can help organizations remain competitive.
The technologies for developing such content already exist. Its use will depend not only on the added value for all parties involved, but especially on the trust in the correct handling of the information.
