The theme for Day 2 is employee experience. It’s a theme coming up in many areas, as the conversation around what it means to work human expands to include the day-to-day experience of the employee at work.
Creating a positive employee experience has evolved from employee engagement as the new global measure of a human workplace and its impact. But in today’s multigenerational work environment, that transition is not so easy.
The closing keynote on Tuesday afternoon was an intimate chat with Michelle Gielan, positive psychology researcher, and Chaz Bono, LGBTQ advocate, actor, author and lecturer. Read our top 5 quotes from Bono.
Cesar Villa, director of total rewards at The Hershey Company, and Dave Bond, director of total rewards and talent management at The Minto Group, quickly walked through key value points of social recognition during their Lightning Talk session late Tuesday afternoon.
Connectional Intelligence is about breaking down silos and tapping into the intelligence within – and outside of – organizations. It combines knowledge, ambition, and human capital to forge connections on a global scale – and drive breakthrough innovation and business results.
Are you bringing your whole self to WorkHuman? I’ve been thinking about the connections I’ve made over the last three years and how when you bring your whole self, others are invited and welcomed to mirror that behavior.
Along with WorkHuman 2017’s lineup of inspiring celebrities, our agenda also features an all-star cast of some of today’s top HR practitioners and leaders. We’ve highlighted five of these thought-leading visionaries in an eye-popping infographic. Can you guess who they are?
Are you taking the right steps in hiring, developing, and recognizing the next generation of original thinkers? WorkHuman 2017 speaker and best-selling author Adam Grant has some ideas that might surprise you.
Do you know an undergraduate or graduate student with a passion for building a more inclusive, human workplace? Two essay writers from North American universities will be chosen as our WorkHuman Fellows, and flown to WorkHuman 2017 in Phoenix, Arizona to help us live-blog the event.
Did you know there’s a special group rate for WorkHuman? You can bring your whole team for an offsite in Phoenix – we’ll even help you plan it. At the same time, your team can earn SHRM credits for attending the conference.
Do you ever think about the kinds of people who get promoted in your organization? Are different personality types – both extroverts and introverts – represented in that group, and made to feel like they belong? New research shows that introverted leaders, in some cases, are actually more effective in inspiring and motivating people.
Building trust may be the decisive factor for success in business management in the future, in HR as well as in sales. Trust constructs are shifting from personal/in person relationships to digital connections and, this alone, is creating a new dynamic environment which may inspire insecurity, fear and suspicion from many.
Did you know that as much as a third to half of people are introverts? That means potentially half of our workers require time alone to recharge and autonomous environments to be their best selves at work.
In 2016, I wrote about the transformation happening in human resources and I called it the “Consumerization of HR,” referring to how companies create a social, mobile, and consumer-style experience for employees. Now, as we enter 2017, the next journey for HR leaders will be to apply a consumer and a digital lens to the HR function creating an employee experience that mirrors their best customer experience.
You’re on board with the idea of creating a more human workplace, but you’re wondering what exactly you’ll get out of the experience? We’ve outlined the top five reasons WorkHuman is the must-attend HR event in 2017.
I spoke to Eric Mosley, the CEO and cofounder of Globoforce, about why employees want more regular feedback instead of annual reviews, why we need to start treating employees as people and not “human capital,” how to maximize the human experience, his predictions on the future of work and his best advice to you.
Why do we WorkHuman? Simple – how else could we possibly work? We are human, after all. And yet, our workplaces or work experiences often aren’t structured to honor, support or encourage the very humanity we bring to the office.
General Electric Co. is getting rid of ratings. The industrial giant’s salaried employees will no longer be given one of five labels—ranging from “role model” to “unsatisfactory”—as part of their annual performance review.
In an era of viral negativity where clashing political candidates and nameless cyber bullies rule the web, conversations about positivity and happiness seem few and far between. Americans are working harder than ever and continually finding themselves more and more stressed out.
At the WorkHuman conference this spring, I took a very Zen approach to connecting with people. It worked out beautifully. Over the course of three days, I met several fascinating people who had interesting things to share about their world. In turn, I was able to share my knowledge as well, providing information that would be useful to their areas of interest.
Last week I had the distinct pleasure of attending WorkHuman 2016, hosted by Globoforce in Orlando, FL. The conference – in its second year – was action-packed, engaging, and fun. While there were many exciting, fun activities, speeches, and breakout sessions, I would be remiss if I didn’t address my favorite part: experiencing Michael J. Fox.
Last Wednesday, Michael J. Fox bounded up the stage stairs to thunderous applause and a standing ovation. Then he settled in to a club chair on the stage (his first words: “This is a comfy chair!”) and proceeded to school the nearly 1,000 people in attendance on what it means to be human.
A week ago today, I was at the WorkHuman Conference, hosted by Globoforce. Today, as I was facilitating a workshop on Leading Innovation and Change, I was still basking in conference afterglow. Workhuman was packed with insights with some of today’s best thought leaders.
“I can’t believe how lucky I am to be here,” Michael J. Fox told us on Wednesday. We can’t believe how lucky we are to have one of the most beloved actors and dedicated philanthropists join the WorkHuman movement.
Over the course of three days, we heard from educators, researchers, business leaders, and human resource officers who presented on a wide range of approaches to the goal of having a more “human” workplace. The thing is, it sounds great—by all means, human workplaces for everyone! The alternative is a nightmare, right? But what is this human business really all about?
Jennifer Miller from The People Equation explores the life lessons shared by Michael J Fox at WorkHuman 2016, including thoughts on optimism, choice and circumstance, doing your best life’s work, and finding gratitude.
I’ll admit it, I was already sold on Globoforce’s WorkHuman 2016 conference before I ever set foot in Orlando. Word of the inaugural event in 2015 had spread like wildfire in my HR community, with many of my conference-weary colleagues proclaiming this event one of the best—if not the best—conferences they ever attended. High praise indeed.
I’ve been researching and writing about the WorkHuman conference speakers for many months now. And I’ve always been fascinated with Gary Hamel’s title—iconoclastic business thinker. The word iconoclastic means, “characterized by attack on cherished beliefs or institutions.” After seeing Gary deliver the closing keynote on Wednesday, I think the word attack is spot on!
We know that everyone likes to feel appreciated. But how can you ensure you’re getting the most from your recognition program? Here are a few tips Traci Pesch shared to make your “thank you” extra powerful.
Agile workplaces give us the freedom to choose where and how we work. At KPMG Australia, space is shared, not owned. They even have an Everyone Agile Policy that states, “Agile work focuses on performance and outcomes rather than presenteeism, embraces innovation rather than bureaucracy, and creates trust-based relationships rather than hierarchies.” And get this, there are no offices in their building!