Leadership teams have always worked to keep their organizations aligned and all rowing in the same direction. Meeting that need used to depend primarily on face-to-face, in person connections.
Now, the workforce is changing fast. The demographics are different. So are the demands. And because organizations are focused on growth at home and around the world, that changing workforce is also more disparate than ever. The open talent economy puts pressure on traditional HRIS system to leverage people technologies to open new channels of communication and collaboration.The workplace now can features new technologies, ways of communicating, and communication preferences – all designed to help address the open talent challenge, but just as often the sources of challenges all their own. How do you keep everyone in sync and give leaders confidence that strategies will be delivered and results delivered?
Organizations with new interpersonal channels need to develop new capabilities in their current and emerging leaders to make sure connections are made and engagement is managed. Leaders need to fine-tune their emotional intelligence enough to navigate these challenges and dynamics confidently. This is a skill we are only beginning to understand, but if anyone needs to get out ahead of it, its employers.
Bottom line? It’s a mistake to leave technology out of the connectivity puzzle, but it’s just as misguided to think of it in terms of technology alone. If people can find meaning in work, they do better work. And people are more likely to find meaning in work when work is about other people.