HRO Today November 2016 - 57

Workforce Management
work that they find personally meaningful, or is it the
employer's responsibility to match them with meaningful
opportunities within the organization? Arguably both
sides need to invest in the time necessary to find the
perfect match.
There are two main ways employers can connect people
with meaningful experiences at work: get to know them,
and keep them engaged. A one-size-fits-all approach
to work relationships never works. Managers should
ask questions to better understand their employee's
personal motivations, natural abilities, career preferences,
work-related weaknesses, and cultural backgrounds. For
example, Millennials want to be tangibly connected to the
higher purpose of the organization-not once a year but
constantly. This means regular communication about how
the organization's goals are evolving, how they tie to each
individual's work, and why these changes are happening.
Communication should vary by employee preference.
Younger workers tend to favor technologies that allow
short, non-intrusive interactions like IM or texting versus
more traditional forms of collaboration like in-person
meetings and phone calls. This approach essentially breaks
" the golden rule: " treat others how they want to be
treated.
Organizations like eHarmony are addressing this concept
with their Elevated Careers offering. The solution
leverages the same assessment technology that matches
singles with compatible partners, nut in this case,
matching people with the perfect job. The majority of
workers have taken some form of an assessment at some
point in their career, and they frequently reveal one
or two characteristics that prove to be surprising. For
example, individuals may not realize that they have a very
low acceptance of authority or that their optimism can
lead to over-confidence, which can result in mistakes.
Unfortunately, most organizations rarely take the time to
get to know people well before they decide if they should
hire them or not, and what role is the best fit for their
behavioral DNA. But forward-thinking hiring managers
are beginning to recognize the opportunity to use big
data, analytics, and assessments to help people find the
elusive meaning they are looking for. The aggregation
of information pulled from HR systems, assessments,
performance metrics, and even social media can create a
holistic view of each individual, enabling organizations to
personalize their experience throughout their career.
73%
of Millennials believe businesses can
have a positive impact on the world,
but they think today's companies
aren't doing a very good job.
Source: Deloitte
After defining that meaning, it is important to maintain
it. In professions like nursing and social work where
deep purpose and meaning are tied intrinsically to daily
activities, organizations should offer intentional and
proactive opportunities to remind people of 'the why'
behind their work. For instance, at Mayo Clinic, every
meeting starts with a story about a patient whose life
was impacted by their Mayo experience or a story about
how a Mayo employee exhibited one of their core values.
These act as reinforcements of the culture they seek to
maintain. Or consider the case of heart valve manufacturer
Medtronic. Once a year, workers from their assembly
lines, who spend long-hours focused on menial tasks, are
connected with the actual recipients of the heart valves
they helped to create. The tangible fruits of their labor
are on full display through the in-person stories of the
patients they helped.
Finding meaning at work should be a high priority for
everyone. Life is way too short to spend time without it.
Napoleon Hill arguably said it best: " Success in its highest
and noblest form calls for peace of mind and enjoyment
and happiness which come only to the man who has found
the work that he likes best. "
NOVEMBER 2016 | www.hrotoday.com
[57]
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HRO Today November 2016

Table of Contents for the Digital Edition of HRO Today November 2016

HRO Today November 2016 - 1
HRO Today November 2016 - 2
HRO Today November 2016 - 3
HRO Today November 2016 - 4
HRO Today November 2016 - 5
HRO Today November 2016 - 6
HRO Today November 2016 - 7
HRO Today November 2016 - 8
HRO Today November 2016 - 9
HRO Today November 2016 - 10
HRO Today November 2016 - 11
HRO Today November 2016 - 12
HRO Today November 2016 - 13
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HRO Today November 2016 - 15
HRO Today November 2016 - 16
HRO Today November 2016 - 17
HRO Today November 2016 - 18
HRO Today November 2016 - 19
HRO Today November 2016 - 20
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