Each year, participants in our Annual Leadership Survey share the challenges they face keeping their organizations competitive. Recruiting great talent, maintaining employee health & wellness, improving diversity and inclusion, navigating generational differences, managing social media and branding, and a myriad of employee engagement related issues aren’t just “HR issues”. For most organizations, they’re success/fail issues. They top the list of business challenges for the entire C-Suite, not just the CHRO. As we learned at the Praxi Alliance Global Summit this month, these are also global issues.
For the most part, the global economy is on a tear, and over and over, leaders tell us that finding and keeping talent is their primary constraint to growth. Some tell us that everyone who wants a job, has a job, and yet there are more than 7M open opportunities across the US alone. Leaders are drinking out of the proverbial firehose of change and opportunity but can’t capitalize on it. They know they need talent people who are collaborative and independent; precise and flexible, cautious and creative. They need to be competent and deliberate in the way they solve complex problems, but please, “be quick about it” too.
Our most recent Leadership Survey (2018) included responses from almost 1200 participants across 46 US States and nearly every industry, up from about 400 participants during the previous year. With the 2019 survey, we’re swinging for the fences. We’ll be embarking on a huge experiment in crowd-sourced problem solving by CEO’s, CHRO’s and other leaders who wrestle with workforce challenges every day.
The expanded effort will deploy in more than 8 languages and will deliver greater reach and dimension into issues like recruiting, diversity and inclusion, workplace safety and talent management as well as a broad range of engagement-related topics.
We’ll also explore the intersection of talent and technology and take the pulse of HR Tech around the world. Cloud-based HR Tech has delivered the promise of speed, efficiency and a transformed employee experience, but we’re only just scratching the surface of its potential. Interesting applications, like facial recognition-based time and attendance systems, are making workplaces more friction-free and more secure than ever. Technologies like organizational network analysis are letting managers see how work is getting done – how people are collaborating, who is being excluded from the conversation, and where friction is getting in the way of people doing their best work. In a post-industrial era where all many managers see is a team staring at their laptops, simply knowing what people are actually working on, and who they’re working with is a challenge. Now, by analyzing network traffic flows, an organization can quickly illuminate the strength of relationships between individuals, teams, departments and groups, identifying key organizational influencers (as well as potential bottlenecks). It’s a fascinating picture and helps early identification of diversity & inclusion issues, disengagement and flight risk.
The 2019 GattiHR Leadership Survey will collect the views of global community of business and HR leaders who are trying to identify opportunities to bridge gaps, strengthen relationships, and build better workforces. Please watch for the survey’s planned deployment in early December. We welcome your participation and value your input. To be sure you’re included, please click this link to confirm your interest. All participants will receive an advance copy of a comprehensive global survey report.