The Rise of the Super Star Employee

Artificial Intelligence is changing the future of work, but there’s one thing that AI won’t be able to do. AI will not be able to create more ‘geniuses’.

A recent study by MIT professors found that as the digital versions of labor grow and will continue to grow, and labor will be able to reproduced cheaply in a number of industries and positions, but the one thing that can’t be duplicated by digital technologies are genius employees. Those employees who are your truly lift your organization to another level.

We all know those rare superstar employees. The one person who has built a product for your organization that will be the future of what you do. The one person who sells 40%+ more than any other person on your team, consistently, year after year. The one person on your team that consistently attracts A players to your team and great talent from other organizations want to work for.

These aren’t your 20/80 employees. 20% of your employees do 80% of the work. These are your employees who are above that. They would rank as your number one employee out of that top 20%. These are the employees that if you had an employee draft on who starts a new company, these folks would always be number one pics.

Our reality as HR leaders, TA leaders, organizational leaders is we will have to start focusing on how do we keep and attract superstar employees. Right now we really work to fill roles with solid hires. Basically, that’s the goal. With the rise of AI-driven automation of transactional work, it will be critical for us to hire a few superstars, more than a bunch of rank and file.

I have a feeling the future of TA team design will have a component of superstar recruiting. In college athletics, the superstar recruit is a 5-star kid. There are very few 5 stars. If you get one, you hit a grand slam in recruiting. Very few schools get 5-star kids. Most schools will be fighting for 3-star and 2-star kids.

I had a feeling that Sourcing automation was going to kill sourcing as a function, but I now see this design where really high-level sourcers will continue to have a very valuable role in finding not just ‘a’ person to fill a position, but finding ‘the’ person to fill a position. Where it will be the job of a part of the TA team to discover who are truly the superstars in certain skill sets across an industry and then work to attract those few potential 5-star employees.

AI will take away a big subset of work that can be easily automated. It won’t be able to take away genius-level, superstar work because those individuals create the future and make things work that aren’t working. They solve unsolvable problems. They predict the unpredictable. You need them more than most of your other employees.

The future of TA is your ability to find, attract and hire superstars. Not everyone will get one. Some will get more than one. The real value of great TA in the world of AI is your ability to hire 5-stars.

Career Confessions of Gen Z – Quit Catfishing

When I graduated from college, I remember being so excited to start my job search. I was convinced that I was not going to settle for a job and that I was going to search until I found the right fit for me. Though I was determined, finding the right fit took a lot longer than I expected. Granted, I was not in any big rush. I had put my two weeks into my current job and was going to enjoy a break without working for the first time since I was fifteen. However, my once excitement for the job search quickly faded and turned into frustration and skepticism of job ads and companies. Below are the main causes of frustrations I ran into during my search for the right job:

  1. The job title included the word, “marketing”, but the description exposed that the job was actually not marketing but instead sales, customer service, or something else not marketing.
  2. The job was an entry-level position that had a billion requirements that made me feel unqualified as a new grad and that the right applicant actually needed like five years of experience.
  3. The job ad sounded like just what I was looking for so I applied, landed the interview, and then learned that the job was NOTHING like the description in the ad but something completely different.
  4. The job ad sounded great, I researched the company and the company looked great, I applied, got an interview, and then realized I was catfished. The environment, culture, and people were nothing like how they had sounded or appeared.

I felt like I needed to hire Nev Schulman, the host of Catfish, just to determine if the job ad was a scam or not before applying.

After looking for and applying to jobs, taking interviews, and being exposed to just how many companies try to make their job ads appealing by not being transparent, I was sure to tell my friends of my experiences so that they would not fall for the same lies that I did. These companies lost my trust, respect, and potential to ever apply again. They also lost other potential applicants due to negative word of mouth. Today, I often see these same companies constantly having the positions that catfished me always open and with the same job ad. If I had to guess, they are still struggling to fill the positions. So, was the lack of transparency really worth it? Probably not. Had they been real and transparent from the start they would likely have found someone that is the right fit for the position and saved their reputation from damage. Will these companies ever be transparent? I don’t know, but I sure hope so to prevent others from going through the same experiences that I did.


Hallie Priest is a digital marketer for HRU Technical Resources, a leading engineering, and IT staffing firm based in Lansing, MI, using her skills to create content to serve all involved in the job seeking/hiring process. When she is not strategizing campaigns, going over analytics, or talking about her dog you can find her at the nearest coffee shop fueling her creativity. Connect with her on LinkedIn: www.linkedin.com/in/halliepriest

 

Your Weekly Dose of HR Tech: @Trakstar_hr Employee Evaluation Software Simplified

Today on The Weekly Dose I review the employee evaluation technology Trakstar. Trakstar is a dynamic end-to-end performance management software built for SMB employers who are looking to move their paper process to the cloud and modernize their performance practices across their organization.

The biggest mistake employers make in driving great performance is setting great goals for individual employees to achieve. The core of Trakstar is built around this understanding that great goal setting leads to the potential for great employee performance.  Trakstar is built around three core products: Performance management (evaluations), 360 reviews, and goal setting.

The difficulty we all face in HR around performance management is getting our leaders to follow the process and deliver great feedback to employees that drive higher performance and higher engagement. Trakstar has built an intuitive technology that makes this process easy for our leaders and allows us to hold them accountable to the process as well.

What I like about Trakstar: 

– Super clean UI and an easy to use UX, which actually makes it intuitive for our leaders to drive better performance through the process without even thinking about it. Within a very short period of time, your leaders won’t even realize they’re actually working in a platform as this will become a business tool they rely on to manage their teams.

– Super easy to use 360 feedback tool that allows you to request feedback from anyone within the organization, so get more robust feedback across the organization and the real impact an employee is having.

– Goal setting that is bi-directional between employee and leader and tracked continuously throughout the year. As well as easy to set automated reminders, so that both sides can stay on top of these goals and not let them slip to the side.

– A succession planning tool that is built around a 9-box grid that I love! Gives your leaders an instant view of high performers and up-and-comers across the organization in an instance.

Trakstar has built a performance management tool for SMB that rivals many of the enterprise level performance management technologies. Cloud-based with an open API that allows you to integrate it into any HRIS system you might be using now. Trakstar is designed for organizations where employee performance and increased performance of the organization is a priority.

Well worth some time to look at a demo, especially if performance management is a priority within your organization. Trakstar is the best end-to-end performance management technology for SMB that I’ve seen on the market.


The Weekly Dose – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on The Weekly Dose – just send me a note – timsackett@comcast.net

Want help with your HR & TA Tech company – send me a message about my HR Tech Advisory Board experience.

Dark Horses – Being Successful When You Shouldn’t!

Just got done reading a really good book recently by Todd Rose and Ogi Ogas, titled, “Dark Horses: Achieving Success Through the Pursuit of Fulfillment“.

The main author, Todd Rose, had a unique journey to becoming a Harvard Professor and graduate. He was a high school drop out with a pregnant girlfriend and no real ambition in life, going down a complete path to failing at life.

He found out you could actually go to community college without having graduated high school and decided he was interested in psychology and just started taking classes while working full-time dead-end jobs. So, when he writes about ‘dark horses’ he’s writing from something he knows very well. He was the ultimate dark horse!

We all know people, or have met people, that when you hear their story there is no reason in the world they should be successful. They didn’t have the breaks they needed. They weren’t overly talented in any one thing. But somehow they made it go through and ended up on the other side to become successful.

Rose and Ogas did a bunch of research to find out why. Why do these dark horses become successful? What is it they do differently from others in similar positions to achieve success? They found four main behaviors and traits that set dark horses apart:

1. They know very specifically what motivates them. 

It might be some video game, or weed, or stars, or sneakers, etc. It doesn’t actually matter what the ‘thing’ is that motivates them, but the clearly understand they are motivated by this one thing and they are going to follow through on it until the end.

2. They know their choices and make choices that will allow them to do more of what motivates them. 

If you’re motivated by sleep and choose to sleep constantly, well, you’re just an idiot. If you’re motivated by getting a perfect night sleep and you start really researching what makes a perfect night sleep, and then you start a mattress company to build the perfect night’s sleep. Well, then, you’re a dark horse. We all have choices. Dark horses make the choice that keeps them chasing what motivates them, every time. They don’t get pulled off course.

3. Dark horses are great at trial and error as it relates to finding the strategy that will lead them to success. 

There are a million ways to skin a cat, as the saying goes. Turns out there isn’t one right way to do anything. Dark horses will keep trying to new strategies to achieve what motivates them, eventually finding the strategy that fits them perfectly. It might not fit you or I, but it does fit them. The key is to keep testing strategies until you find the one that fits you.

4. Ignore the destination. 

Dark horses don’t focus on an end. In fact, they probably don’t even realize there is an end. They love ‘something’ and they just want to keep doing that something. There isn’t this mythical end where they cash out and retire. In their mind, they are doing what they love and they are just making the next decision to keep doing what they love, or chasing after what they love, perfecting knowing perfection will never be met.

This is who I am. This is what matters to me. This is what I’m doing next. 

That’s a super powerful mantra to life!

We are told constantly to begin with the end in mind, but for many people that approach isn’t satisfying. If I love what I’m doing and it matters deeply to me, why would I focus on an end?

Well worth the read, go check it out.

The Judy Rules!

For those who don’t know my mother passed away unexpectedly late last week and earlier this week, I gave her eulogy. Thank you to the hundreds of friends who reached out to me. I completely overwhelmed by the outpouring of love and support.

For those who don’t know my mother started the business, I run today, HRU Technical Resources, and was a big part of the business for forty years. Click on this link and take a look at the picture of my Mom – that was taken the first week she started the company. She was 32 years old! 

As you can imagine, as a son, I never in a million years thought of giving a eulogy to my own mother, and the woman I’ve worked for, for nearly two decades. At work, she was Judy, at home, she was Mom. Growing up, I’m sure my boys were very confused!

She was the queen of rules and so when I sat down to write the eulogy I came up with the Rules that I think symbolized her life the best. I wanted to share because I think there’s learning in them for all of us. Enjoy:

Rule #1: It only costs a little more to go first class.

So, she told me she stole this from my Poppi (my grandfather). And for those who travel, you actually know this is far from true! It costs a ton more to go first class!

But she said this all the time, and for her, it really meant if you’re going to do something, do it right, do it “first-class”. No one wants second-class, so if you have the time and resources, go all the way.

It’s really a great way to live your life. First-class doesn’t mean the most expensive. For Judy, it was more of how you made others feel and what experience you could give them. When the grandkids came to visit, she wanted them to feel special, she wanted them to have a first-class experience.

Rule #2 – You have to say Yes to adventure.

Judy was fearless! When she was younger she road motorcycles, water skied, did all kinds of crazy stuff. She wanted to live on the edge and experience things. We have pictures of her riding jet skis, snowmobiles, mopeds, etc. She loved speed.

She also loved to travel and see all kinds of places – mostly in the U.S. She often said that there were so many places to see in the U.S., she couldn’t see flying all over the world, when she still had so many great places to see right here at home.

Judy was that person who was pushing you do stuff you probably didn’t want to do, and she was such a great salesperson, you usually ended up doing it!

Rule #3 – Call them again.

I remember coming into her office one day when I first started working as a recruiter for her. I had called an entire file of resumes and no one wanted the job I had to fill. I went in and said, no one wants this job, I called every single one, I don’t know what to do next.

She simply looked at me and said, “Call them all, again!”

But I already called them! Are you listening to me!

Yep – call them again.

So, I leave, pissed off, and go back to my desk and I’m like what the heck am I going to do calling all these guys again. But I did it. I called them again, and I’m like, “I’m sorry, I know I just called you, but I really need to find someone for this job. Is there anything you can do to help me?” And guess what, they did!?

Judy knew if I called them again and asked them in a different way, or asked them different questions, they all had some piece of knowledge that would help me. I didn’t do it the first time. I only asked them the one question – do you want this job. They didn’t. But Judy knew they knew someone who might or someone who knew someone, etc.

While you would think this is only a recruiter story it isn’t. It’s a life story. It’s about getting something positive out of every interaction you have. Yes, they had something I needed, and if I could give them something they needed, it would most likely work out for both of us.

Rule #4 – People have no idea how successful they can be until you push them out of their comfort-zone.

This was more of a core philosophy of Judy’s then a rule!  Judy saw something in most people that they didn’t see in themselves.

She really didn’t know anything else. If she knew you, and she cared about you, she was going to push you past a point you felt comfortable with. What she knew in her soul was that each of us had the ability to be successful, but the vast majority of us are unwilling to push ourselves to the point of being uncomfortable.

So many people hated my Mom for doing this. They thought she was a tyrant! But some actually had that lightbulb moment afterward and got it. “You know, I never would have reached this level if it wasn’t for Judy pushing me beyond a point that I never thought I could reach!”

I think this is what she enjoyed most out of running a company. She LOVED to see people succeed beyond a point they never thought they could achieve. There was no greater joy for her. Even beyond her own success, what she really wanted was to see those who she cared about succeed.

Rule #5 – Only you can decide what attitude you have. No one else can choose that for you.

My mom was mostly a positive person. If she caught herself feeling down, she would force herself back to positive. If those around her were negative, she would get very irritated by that and work to get them to be positive.

Without knowing it, she was actually using a very good psychological trick. Have you ever watched a video of a baby laughing? The pure joy of that. No matter what attitude you’re in, you can’t help but to smile or even laugh yourself.

Judy knew that even if she wasn’t feeling positive, if she made herself be positive, it would actually change her brain chemistry and she would start to feel positive, and once she was feeling positive, she would be positive.

It seems too simplistic to work, but it works! Turns out, if you want to be positive, just start acting positive and pretty soon positive stuff will start happening!

Rule #6 – You don’t need a man for anything, unless there’s a car door, then you need a man to open your car door!

Remember when they were full-service gas stations!? The guys would come out and pump your gas why you stayed in your car. Clean your windows, etc. Now everything is self-service.

When self-service gas stations first came into vogue – Judy would drive up and just sit there and wait. Eventually, someone guy would get out of his car behind her and come up to her window and ask if something was wrong. She would say No, and hand him $20 dollars telling him to fill it up! And they would!

Don’t get me wrong – my Mom loved men. She loved being chased by men. She loved them getting her flowers and gifts. She loved them taking her to dinner and dancing. She loved the game. But it was a game for her. There were very few things in life she needed from a man, and she loved that feeling!

Rule #7 – If you force me to make an immediate decision, you’re going to get an emotional decision. If you give me time to contemplate this decision, you’ll get a much better decision.

This rule saved my relationship with my Mom/my Boss. For those who don’t know. My mom fired me. She fired me because I was young, and stupid, and full of fire and emotion (thankfully she hired me back a decade later!). I forced her to make decisions at the moment, and Judy did not like to be forced to do anything.

Upon my re-hire, many years later, we sat down and had some really great conversations and learned how to communicate with each other, and I learned this was something she actually needed. Judy was street smart, she wasn’t book smart. So, many of the things I wanted to do, as the business evolved were complex and she needed time to think about them and understand them.

If I gave her time, she almost always came back and we would make a better decision. Sometimes we don’t have the time, but if you do, give it and let the person do some thinking on it. 

Rule #8 – If you look unsuccessful, you’re most likely going to be unsuccessful.

My mom hated causal Fridays!

She wanted all of us to wear suits and be clean shaven and smell good. Wear a gold watch and drive a Cadillac, and that car better be clean, inside and out.

Now, you might look at this as old school thinking, but what she knew was it wasn’t about you. It was about how others view you. We all have a choice of who we work with. Do you want to work with a slob or someone who took the time and care to make themselves look great for you?

The world changes – but this still holds true. Why the fashion of the day changes and the world has become more casual in general. We are still drawn to people who have that look like they have their shit together. Especially, if we are going to be spending some money with them!

Rule #9 – When in doubt, laugh.

Something most people don’t know, my Mom loved laughing! She loved watching stand-up comedians, going to comedy clubs, watching comedy movies. Anything that could make her laugh, she was all in.

That’s where I come in.

I truly believe God put me on this earth to not only make my Mom laugh but to make all of these women in my life laugh (My grandmother is the matriarch of our family, my Mom was one of five daughters and my sister was the first grandchild, I was the second). Their lives haven’t always been easy. Quite frankly sometimes life sucked and was hard. There will probably be some hard times to come. Today is a hard time.

But, when I get them around the kitchen table and we start telling stories, I can get them laughing so hard they are literally crying. My mom loved to laugh and my gift to her was being able to make her laugh so often throughout her life.

This great big dance we do in life comes with some hard times and great times, and all along the way, when in doubt, laugh at it all!

 

The 1 Thing You Need to Do to Get the Job You Always Wanted!

Last week I got a call from an old work friend. He wanted to have lunch.  He just left a position and was in transition.  Not a bad or negative job loss, just parted ways.  When you get to a certain executive point in your career, it’s rare that bad terminations take place. It’s usually, “hey, we like you, but we really want to go another direction, and we know you don’t want to go that direction, so let’s just shake hands and call it a day, here’s a big fat check.”

Executives get this.  For the most part, there aren’t hard feelings, like when you were young and lost a job. I usually find that the organization the person is leaving from are super complimentary, and usually takes the blame for the change.  Executives in corporate America are like NFL coaches. You get hired with the understanding that one day you’ll be fired.  It’s not that you know less, or aren’t going to be successful in your career, it’s just that the organization needs change, and you’re part of that change.

Welcome to the show, kid.

My friend decided that he was going to find his next position not through posting for positions online, or trolling corporate career pages, he was going to have lunches.  About two per week, with past work friends. Let’s connect, no pressure, we already know each other and I want to catch up.

You see, in 2019 you don’t find great jobs by filling out applications in ATSs and uploading your resume to Indeed. You get great jobs because of the relationships and personal capital you’ve built up over your career.  Having lunch and reconnecting turn on a relationship machine. I believe that people, innately, want to help other people. When a friend comes to you with a situation, and you have something to offer or help, you will do that.

The problem is most people who are looking for great jobs don’t do this. They lock themselves in their home office and apply to a thousand jobs online and get upset when nothing happens. Great jobs aren’t filled by ATSs and corporate recruiters.  Great jobs are filled through relationships. Every single one of them.

Want to find a great job in 2019?

Go out to lunch.

Can we blow up Demos already? #HRERecruitTalent

Sat in on a great opening session at the Recruiting Trends & Talent Tech Conference yesterday that was called Ideas and Innovations. Quick five-minute talks. Disrupt-style, where you have five minutes and some slides moving on their own.

Looking at the TA pros and leaders around me you could easily see the engagement and interest. People like being told about cool stuff in a very quick and efficient manner. Some of the stuff might spark them to want more, some stuff might spark them to know it’s not for them. Either way, they didn’t have to invest much to get there.

I constantly hear from recruiting tech companies that they want to do more demos, because they know demos lead to organizations buying their stuff. The problem is we all feel we don’t have the time to do demos, and we don’t want high pressured sales pitch. So, we disengage all together.

It’s a problem on both sides, the vendor and the buyer. Buyers actually need to do more demos and should be looking at more options then they do, and vendors need to get in front of more buyers. I’m not sure why conferences don’t do this, but I would love to see a session that is just 6, ten minute demos of technology I might want to take a deeper dive into.

Hundreds of people in the room, watching quick demos and deciding is this something I want to go and find out more about. Seems like it makes total sense for both sides! Yet, it doesn’t happen. Why?

I think there’s two issues (both of which are basically false):

  1. Vendors don’t feel comfortable doing a demo in front of potential competition, because they feel somehow they’re giving away their secret sauce.
  2. Conference providers believe attendees don’t want to view this type of content.

The truth is, there is no secret sauce with your demo. I’ve done a thousand demos and while some are better than others, that’s mostly do to the person doing the demo, not the actual demo.

Attendees want to learn stuff they don’t know and want to be able to take back knowledge to their organizations that makes them seem smart. No, they don’t want to hear for an hour how ACME Inc. implemented Oracle. But, they would be interested in seeing what the hell this new Oracle Recruit product is, especially if I’m not being sold to.

I think the modern demo should be really broken into two parts. One of those is just show me who you are and what you do in 5-10 minutes. The second one is your dog and pony show.

I think vendors are afraid to do the short-range demo because they don’t feel buyers will truly see who they are. The reality is if you can’t tell your buyer in 5-10 minutes who you are and what you can do for them, you shouldn’t be in the space.

Recruiting Trends and Trends and Trends… #HRERecruitTalent

I’m out this week at the Recruiting Trends and Talent Tech Conference and guess what I’m speaking on!?!?! Recruiting Trends!

It’s pretty insane when you look at the recruiting landscape. When I was doing research on what trends I should talk about at the conference my initial list had over 50!

That becomes the big question – what’s really a trend and what’s mostly B.S.?

We think we can spot the B.S., but it turns out we are all pretty dumb when it comes to spotting bad trends. Remember QR codes in Recruiting!? How many of you had, or still have, one of those on your recruiting materials!?

Video Interviews! That’s a fad, no one will do a video interview! Until it becomes fairly normal. You should be texting candidates! No, you don’t understand Tim, “OUR” candidates wouldn’t respond to text.

Um, yeah, how’s that working out for you!? Everyone responds to text! I can’t call my parents anymore, who are in their 70’s, but they’ll respond in seconds to a text! Hourly workers, executives, nurses, truck drivers, everyone responds to text.

So, it would seem like the big one is A.I., Machine Learning, chatbots, etc. All of ‘that’ stuff. That automation, the machines can do your job better and faster than you technology stuff. Yeah, that’s a current trend for sure, but in one way it’s not.

We’ve been automating in Recruiting since we have had recruiting. So a major part of the A.I. trend is just next generation, evolution of automating the recruiting process. It’s definitely something to be embraced and understood, the reality is most of the technology you are using probably is already leveraging it in some form.

When I take a look at the landscape from the point of view of someone who follows this stuff way too closely I think the biggest trend is confusion. The in the weeds TA team and leaders are overwhelmed by options, by decisions.

The vendor community is so focused on selling you their ‘one’ product, solution, that they miss helping their clients on the bigger picture of how it should all fit together. The ‘buyer’ of our trends, hasn’t changed. They need to fill jobs, faster, with better talent.

Most will already have some semblance of a tech stack they are being forced to use, and they aren’t sure how you fit in and make it all work better. At the very least they probably have a core ATS who is telling them they can do it all, when in reality they probably do 25% of what’s needed to be competitive.

The winners in the recruiting technology space will be those who can make it idiot-proof. If you’re a TA pro/leader don’t take that as a put down. The reality is every leader or practitioner just wants tech that works, without thinking about it.

I have a job I need to fill.

I turn on your switch and the tech makes it easy for me to fill this position.

We aren’t launching the Space Shuttle, we are filling roles. Ultimately, the TA Leader in me doesn’t give a hoot about your trends! Trends are for early adopters. Work through your issues. Find what works and what does’t. Then let’s talk.

Unfortunately, we don’t live in a world where the trend is selling stuff that just works…

Career Confessions of GenZ: Flexibility as a Benefit!

Statistically, Generation Z makes up the largest population of any other age grouping in the United States of America. Most companies already realize this, and if not, they probably should be reading this post. Companies are almost obligated to structure their environments so that they are appealing and welcoming to our generation. If they choose not to conform, they will likely deteriorate as Baby Boomers simply cannot work forever. There is often much speculation about what is most important to us when it comes to choosing a company. Based on my peers and experience thus far, the best thing a company can offer a Generation Z individual is flexibility.

When I say flexibility, this can encompass a few things. For some of my peers, flexibility can mean the ability to work from home once or twice every other week. I’ve noticed that this is something that is engrained in most start-up cultures as they fully understand the impact Generation Z is going to have on the workforce. For other people, flexibility could present itself in a lenient dress code. Most of these companies have something written in their policy that tells employees to dress appropriately if you have meetings with clients or other third parties. I advise against wearing your normal t-shirt, jeans, and gym shoes combo if you are scheduled to meet with important stakeholders in the company. But, hey that’s just me!

Another area where a company can be flexible is with a food budget. There is nothing more appealing to people in my generation than free food. Granted, almost all generations would be happy with a free meal. However, people in Generation Z are transitioning from college campuses where Ramen Noodles and peanut butter jelly sandwiches could frequently be dinner for the night. At my workplace Rivian, free lunch is served every Monday and Thursday in addition to free dinner four days out the week. Probably one of the best perks that I’ve encountered so far.

While a couple of the topics that I just discussed are certainly great perks, flexibility for me is a company’s ability to adapt to the changing environment. What I mean is that even if a company has been doing something a certain way for 50 years, how resistant are they when a more efficient way is introduced. A company who is set in their ways can be very frustrating to a person in Generation Z because we often bring new and innovative ways to get things done.

In today’s day and age, businesses have to be dynamic in their ability to change because of how rapid society is changing. Technology is progressing at such a fast pace, companies who do not adapt will be left in the dust. I like to think that companies bring people of my age in for a new and fresh perspective. When a company doesn’t respect or appreciate your opinion, that’s almost a deal breaker in most situations. The business world is changing before our eyes and Generation Z has a lot to do with that. Companies like Google, Facebook, and LinkedIn have created environments that breathe flexibility and creativity. Generation Z is taking over the workforce whether you want to believe it or not, what is your company going to do to in response?


Jonathan Sutherlin is a human resource professional with experience in the engineering and automotive industry. Currently going for his Master’s in Organizational Change Leadership in a hybrid program at Western Michigan University. He is very passionate about reading, philanthropy, basketball, and fitness. You can connect with Jonathan on LinkedIn or through email at jonsutherlin@gmail.com. When Jonathan is not at work trying to impact lives, you can either catch him in the gym or nose deep in a good book!

Career Confessions of Gen Z: Culture Conundrum- Employee Engagement Platforms

In 2019, we’re on the cusp of a frontier where an army of digital pioneers are laying claim to their stake in the exponentially advancing market of E-HRM. If you’ve sat in the HR department of any business, you’ll get what I’m talking about here. You’ll have found yourself answering a cold-call or ten from that salesperson who’s likely on their 67th attempt of the day, so you take pity and hear them out.

What they’re offering to you, is a miracle solution to the employee engagement woes that supposedly keep you up at night. An all singing, all dancing, cloud-based platform that will sky-rocket your employee engagement! But wait, its get’s better… All of this can be done at the flick of your finger, using cutting-edge algorithms and technologies that will automate the entire process!

From employee feedback to recognition, appraisals or organisational commitment, benchmarking & analytics, many engagement platforms really claim to automate it all, taking out the hard work for me and you. So why shouldn’t we cut a cheque and sign on the dotted line?

For baby-boomers and Generation Z alike, it’s easy to fall for the trappings of today’s technology that promises to streamline our lives both at work and at home. From Amazon’s Alexa to Musk’s self-driving car, it’s not hard to see how these gadgets are already permeating life faster than we know. However, some things, cannot be so easily automated just yet.

Truth be told, the automation of employee engagement sounds like the ultimate paradox to me; to the extent that it removes the integral element of authenticity. Any organisational culture worth its salt is value driven from the top down. Values that employees can align with, engage with and embody as they carry out their role. Online platforms & wired connections are nowhere near as powerful as the above, making the connection between real-life engagement and values, perhaps the most powerful disincentive for the excessive use of cure-all engagement platforms.

More importantly, an organisational culture of engagement and much of the meaning and satisfaction accrued from it, lies in our relationships with others. Indeed, there are elements of these online platforms that are social in nature, but I’d argue it limits the richness and authenticity of our interactions at work, keeping relationships at an all too comfortable distance.

Of course, I’d be ignorant to entirely discount the value of technological integration into employee engagement. For example, it certainly has its place in strategies and structures of organisational feedback and transparency. To a certain extent, even corporate social media platforms are now an undeniable force in shaping recognition and communication practices.

Nevertheless, to place the labyrinthine system of what makes a top-class engagement culture in the hands of automated algorithms, notifications and screens seems naïve and technologically premature. For platforms to claim they can automate it all whilst the everyday HR professional gets on with ‘the important stuff’ doesn’t do justice to the strategic importance nor the complexity of employee engagement in organisations today.


Josh Milton-Edwards is a fledgling HR professional mad about all things culture, engagement and wellbeing. I work for an award winning best-practice culture department based in the UK. Soaking up every last bit of the experience before completing my HRM degree in 2019/20. Aiming high and can’t wait to see what more opportunities arise for the taking!