Earlier this week we explored the first 5 hot trends from Bersin's research about to top 10 disruptions to watch in HR technology for 2015. Now let's look at the final 5 so that you can get your head around the HR software of the future. Discover how technology can and will enable better engagement, more intuitive assessment and understanding of employees, and more synchronised alignment between an organisation and its employees. 

The HR technology landscape is on fire with new growth and innovation. In this final Blog series before the silly season kicks into high gear, we've brought you an overview of the latest from industry leaders about HR technology trends in 2015. Bersin by Deloitte offers extensive research in this space, and their latest report on the trends in HR technology for 2015 outlines what’s hot for the coming year and beyond. 

Here’s the bottom line about the best organisations; according to Gallup, those brands who deeply integrate employee engagement into their everyday business procedures, processes, strategies and activities, outperform, outshine and are generally leaps and bounds ahead of those that don’t.

Leaders incorporate employee engagement into their organisation in the following four ways without fail, and Gallup believes that it is these things that give such organisations their edge.

If you've had a look around our website recently, you will have noticed that the Subscribe-HR website has grown. Technology evolves pretty quickly these days, and as a technology company, we need to be able to keep pace with how tech changes, not just for our customers, but also in our own back yard. Our new website is part of an evolution we've undertaken to stretch ourselves beyond what has gone before, by creating an image more aligned with who we are as an organisation as we evolve and change.

Now that we’ve taken a deep dive into employee engagement and the enormous potential available through a commitment to facilitating such engagement, let’s take a look at the benefits this will produce for your customers. According to Gallup's  research, when organisations successfully engage both their customers AND their employees, they experience a 240% boost in performance-related business outcomes. Yes, that is a zero after the 24, not a typo – 240%.

In last week’s blog we outlined the avenues for improvement that Gallup recommend for increasing employee engagement. According to their research, Gallup’s knows that factors such as EPS, profitability, productivity, and customer ratings are all key indicators in determining an organisation’s health and its potential for growth. These factors are also significantly impacted by engagement levels.

It is clear that concentrating on employee engagement can help an organisation withstand, and potentially even thrive in challenging economic times.

Let’s pause and really think about this quote from Gallup’s State of The Global Workforce Report for a moment:

‘Low levels of engagement among global workers continue to hinder gains in economic productivity and life quality in much of the world.’

So what exactly does Gallup mean when they talk about engaged, not engaged and actively disengaged employees? It’s wise to get clear on exactly how each of these levels of engagement look in action. Having an awareness of / being able to know something when you see it, makes it easier for you to know what to do to transform the situation if needed (in the context of not engaged and actively disengaged), so let’s dive a little deeper.