SLC TEST

Who: HR Manager, Director, or VP; Director of Organizational Development

Who you work with: Facilities, IT, Finance

HR establishes policies to help implement changes instituted by Facilities and IT. The benefits of flexible working arrangements can only be achieved if the workplace is flexible and agile as well.

Key responsibilities

A company’s greatest assets are its employees, and HR is the guardian of these assets. But this requires more than just defensive manoeuvres - HR must be forward-thinking, innovative, and strategic, planning for business growth and the changing nature and expectations of the workforce. All the while, they must also:

  • Attract, train, retain, and engage employees

  • Increase employee performance and productivity

  • Establish policies to achieve business objectives and to shape corporate culture, while also taking leadership of change management procedures

Why should you care?

The workplace is changing and if your organization does not address the challenges of today, it won’t be around to face the challenges of tomorrow. The oldest of the Baby Boomer generation reached retirement age in 2011 and over the next 15 years, large numbers of employees will leave the workforce. Millennials will become the overwhelming majority of employees, with a very different set of expectations, demanding flexibility and choice in their professional lives.

What keeps you up at night?

How do I attract the best talent and keep it, once hired?

The workplace is the embodiment of an organization’s brand and culture, the body language of a business. As such, it is an extremely important factor in attracting and retaining top talent.

 

A stand-out benefit, particularly to those of younger generations, is flexible working arrangements. Flexible working arrangements require treating your employees like adults – you trust them to get the job done, and done well, without requiring them to sit in a cubicle all day.

 

To effectively adopt this at your organization, be sure your HR policies are updated to reflect this new reality. Additionally, ensure employees are equipped with the right technology to work how they want, when they want, and where they want. These tools also help build and maintain a team connection, which can be a challenge with remote workers.

There are three generations of employees in our organization. How do I keep everyone happy?

Flexibility is key. Each generation likes to work differently so make sure there are workflow options to suit everyone’s needs – phone calls, meetings, emails, instant messages.

 

But how does this reconcile with remote workers? Today’s video conferencing technology makes it possible to feel as though all participants are in a room together, even if they are half-way across the world. Boomers can have the personal connection, and Millennials the flexibility, they desire.

In order to stay on track with our business growth goals, employee productivity needs to increase. How can I help with this?

Work, and innovation, requires people to get together to exchange ideas. Individuals no longer sit alone in their cubicle for 8 hours, pounding away on a typewriter.

 

Improve organizational productivity and performance, while also decreasing employee dissatisfaction, by ensuring employees have the right tools to connect with their teams whether everyone is in the office, or some are working remotely.

 

There are inherent challenges to acquiring skills and transferring institutional knowledge as a workforce becomes more dispersed. Workplace design, technology, and policies need to be designed to work together to facilitate skills development and transfer of institutional knowledge.

 

Employees keep expecting more and more from their workplace. How do we satisfy their needs?

Leverage technology to create a modern and flexible work environment, with innovative tools and progressive business practices. This will appeal to younger generations as well as lead to more satisfied, committed, engaged, and productive employees.

 

Technology can help build team togetherness, through solutions such as video conferencing or instant messaging.

Next Steps

Plan

Plan: The first step is to determine where you are and where you need to be. As part of this, survey your workforce. Next, clearly define your goals and how success will be measured. With this in place, you are ready to work with your Facilities and IT counterparts to create a concrete plan of action.

Implement

Implement: Cisco’s Advisory team and Partners can work with you to determine the right solution for your organization today and in the future. We have trials and proof of value that you can test in your environment. We will work with you on applying the right rules and policies.

 
Adopt

Adopt: Share updates with all levels of the organization so everyone understands the changes in store and are ready to make the transition. Take the opportunity to start a reverse mentorship program – have younger employees work with older employees to show them how to use the technology. Not only will this increase adoption, it will help build intergenerational relationships on a more equal footing.

Ask yourself:

  1. Do you have difficulty attracting the right job applicants?
  2. Do you have the tools to support a flexible workplace policy?

Products to consider

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