with tools that make it easier to connect
people to purpose, accomplishment and
one another. Loneliness can be replaced
by feelings of belonging, friendship and
camaraderie when people are united by
a common cause. Celebrating victories
large and small, and seeing how one’s
work makes a difference in the world,
helps unite people. The good news is,
HR leaders don’t have to go it alone.
Gone are the days of cobbling together a
positive employee experience out of a few
Q: What emerging technologies are likely to have the greatest
impact on HR effectiveness and business
A: A new breed of culture-focused software and service companies are
bringing together apps and solutions for
managing the employee experience from
hire to retire. They integrate onboarding,
reward and recognition, wellbeing,
leadership, loyalty and events solutions
onto a single, easy-to-use platform in the
cloud. These products enable leaders and
employees to have meaningful, ongoing
conversations. They set people free to
connect and show appreciation for extra
efforts and great work, without regard to
position or titles. They show employees
that the company cares about their overall
wellbeing as people both in and out of
work. They connect employees to purpose,
accomplishment and one another. In short,
they build a culture that companies want to
Companies that have this type of
• 53 percent more likely to have highly
engaging workplace culture are:
• 54 percent more likely to have
employees that are Promoters on the
standard NPS scale;
• 29 percent more likely to have
employees innovating and performing great
• 27 percent more likely to have
increased in revenue last year; and
• 25 percent more likely to have grown in
team size in the last year.
(Source: O.C. Tanner Institute)
Q: How can HR leaders ensure smooth and successful implementation of
these culture building technologies?
A: 1. Ensure you get ongoing feedback about company culture,
team culture, purpose, belonging and
2. Implement tools that are smart, easy
to use, and powerful. Your culture-building
platform should offer unrivalled employee
experiences that impact every phase of the
3. Make sure tips, training and coaching
on how to contribute to a great work
environment are built-in features of your
4. Provide meaningful experience and
rewards to recognize great work.
5. Run real-time analytics to keep track
of what is happening in your organization.
6. Integrate these culture technologies
with apps and tools you use every day.
For example, give people the ability to
recognize others via Outlook without even
visiting your recognition website.
7. Communicate, communicate,
communicate. Leaders need to know what
is expected of them. Employees need
to know what is available and what is
Technology can help your organization
find momentum and success, if it is used
the right way. Leverage culture-enhancing
tools that connect employees to your
business and one another.
And help your organization thrive.
The modern workforce is disconnected.
Global workforces, remote workers, and
contract workers are changing the shape
of the work environment. We are working
together. But we’re moving farther apart.
Gallup finds 31 percent to 43 percent
of employees work remotely in some
capacity—and that doesn’t include people
in satellite locations where employees
naturally feel remote.
It’s easy to think that technology helps
us stay connected. We have collaboration
apps, messaging tools, project tracking
tools and video-conferencing technology
that lets us talk to anyone, anytime at the
push of a button. With all that technology
assistance, we should feel more connected
than ever. Yet the Harvard Business Review
reports that 40 percent of adults feel lonely,
including one half of all CEOs.
The problem is not a lack of technology
or tools. The problem is that we rely on
these tools to interact with our peers in
place of human interactions. We text a
colleague sitting across the table. We email
instead of walking over to a team member’s
desk. Technology should encourage,
not replace, human connection in the
Q: Where should HR leaders be focusing their HR technology
investment in the next 12 to 24 months?
A: HR leaders need to focus technology investments on
enhancing the employee experience—
David Sturt, Executive
Vice President, O.C. Tanner
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