Know Your Personas: Some HR solutions support tailored talent management practices, but what matters is in how you personalize. If you do it strictly by job or employee category, you’ll miss important nuances like seniority, extroversion v. introversion, or individual goals and not surprisingly, the process will work better for some than others. Like marketers, HR should view employees as customers and personas to be served up a tailored and personal experience.
Design Thinking: HR people love to talk to other HR people and that’s awesome because it marks them as curious, friendly, and open. However, it’s also important to get out there and talk to your internal customers about how you can better serve them. If you got out there more, you might have dodged the open office bullet. Stop falling for fads and best practices and go talk to people!
Note that none of these suggestions require high tech solutions to get started. The HR journey begins – like any journey of discovery – not at a conference but with a piece of paper, a sharp pencil, a pack of sticky notes if you’re feeling agile, and your customers.