I recently came across an interesting article touting the death of Talent Management. The concise introduction to the growing focus on Employee Experience was thought provoking. Unlike the attention seeking headlines about performance management being dead we too often read of these days, I think the shift to Employee Experience is a legitimate and productive application of human-centered design to employment.
Today, the demand for skilled talent outpaces the supply of capable employees in a growing number of areas. Many of the terms of the employment contract desired by job seekers have also changed or at least have become much more variable (e.g., by generation). Some organizations have shown the agility to respond to this consumerization of employment, while many others, particularly slow changing organizations in industrial and highly regulated industries, are struggling to accept that the change is even necessary.
In 2014, HBR printed Ram Charan‘s proposal that it’s time to split HR into two groups – HR Administration (HR-A) and HR Leadership & Organization (HR-LO) with HR-A reporting to the CFO and HR-LO reporting to the CEO to focus on improving the people capabilities of the business. Dave Ulrich is known globally for helping the HR profession develop the capabilities and structures needed by their changing organizations and environments. While few argue that the field of Human Resources is changing and requiring innovation to compete, the reality is that making the right changes fast enough is difficult.
Ziggy Stardust was a short-lived persona adopted by David Bowie that allowed him to explore, then taboo, topics in his art. As Ziggy, he was able to venture into territory where David would never have been heard. Similarly, Employee Experience is an outcome to focus on much more accessible than many of the topics organizations have to face to consistently produce great employee experiences and compete for talent. Employee Experience has the potential to enable successful changes aligned to a common interest. Much like focusing your operations on value streams or your marketing and technology teams on user experience (UX), integrated strategies to optimize Employee Experience could enable organizations to make bold moves where current functional strategies such as Talent Acquisition, Talent Development, Talent Management, Total Rewards, etc. will fall short.
Employee Experience has the potential to be what Edgar Schein calls a cultural island. To overcome the subcultural issues that he credits as the real problem in many organizations hindering their ability to make needed changes. A cultural island is a happening where the norms, rules, interests and virtues of a culture can be suspended to try something new because the environment is exceptional enough to allow for it.
I have begun to think about this notion of cultural islands. Where can you actually get multicultural units into a talking relationship with each other so that they can begin to explore their common ground? It is not going to happen in the daily work scene. I think that we have to create cultural islands to allow that kind of communication to occur. ~ Edgar Schein
Talent Management is not dead. To the contrary, there is a deficit of competent expertise available to help organizations grow and develop. Employee Experience is a useful concept to most organizations that can help overcome current circumstances and the energy that goes into keeping your organization as it is. Even if, like Ziggy Stardust, the useful life of Employee Experience is short, it has the potential to make a significant difference mobilizing management teams in alignment to a shared priority.
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Perhaps our application of the Positive Employee Relations Program could be seen as tentative first steps towards a more holistic Employee Experience approach..