1.
• Sr. Managing Partner, HCM Strategic Advisory
• Strategic Advisory Board Leader
• 22+ years in HCM as Leader and Consultant
• Former IT Director at Columbia HCA Hospital
• Former Systems & Support for the
Department of Defense
Teresa Smith
SHRM PMQ, FPP, HRP, PFA, FDS
@teresagarrison

2.
2021 in Review

3.
What We Have Learned
The future still remains
unclear.

4.
of US workforce is
currently looking
for new
opportunities.
55%
Bloomberg, August 2021
4 Million
In July, a record
Bureau of Labor Statistics
US employees quit
their jobs.
The Great Resignation

5.
Resource: Gallup
51% Work-Life Balance
1
43% Career Advancement Opportunities
2
41% Compensation & Benefits | Employer Ethics & Values
3
36% Continuous Learning Opportunities
4
34% Organizational Stability
5
Why Are They Leaving?

6.
• Engagement
• Retain & Develop
• Trust, Transparency, & Stability
• Diversity, Inclusion, Belonging
• Multi-Generation, Gig, & Temp Workers
• Technology Empowered
• Cloud-based
• Mobile First
• Real-time Data & Analytics
• AI-Driven Automation
WORKFORCE
WORKPLACE WORK
THE RULES OF WORK HAVE CHANGED
• Flexible Work/Schedules
• Modified Work Weeks
• Remote
• Hybrid
• Work-Life Integration

7.
You MUST
adapt to survive.
Resilient organizations
have accelerated their adaptability
in order to stay competitive
The future is going to require a
new approach!

8.
The good news is…
We can build better & stronger!

9.
•People
•Stability
•Trust
•Technology
The Modern Workplace
4 primary areas of focus:
Reimagining HR for the
Augmented Age. It’s Time.

10.
People
in the Modern Workplace

11.
We Need to
Understand & Serve
our People in a New
Way

12.
Understanding Expectations

13.
The Psychological Contract
Employee
Expectations
Everyday
Experiences
Psychological Contract = The relationship between
an employer and its employees, concerning mutual
expectations of inputs and outcomes. The fairness
or balance as perceived by the employee.

14.
Key Moments that Matter
The Employee Journey
DAILY
WEEKLY
MONTHLY
YEARLY
ONCE
Apply for a job
Interview
Get hired
Onboard
Enroll in benefits
Set performance goals
Get paid
Access pay stub
View schedule
Request time off
Clock in/out
Swap a shift
View accrued hours
Take a vacation
Attest to hours
Submit timecard
Request leave of absence
Ongoing training
Take a sick day
Complete assigned tasks
Review performance
Learn and develop skills
Get promoted
Retire

15.
Hear the Employee Voice
The first step in building a great
workplace culture that engages,
motivates, and retains employees is
understanding what they care about.

16.
Create a People First Culture & Build Connections
Keep employees at
the center of your
decisions
Offer flexible
options to balance
work & life
Ensure they know
their impact to the
company mission
Understand what is
important to
employees
Utilize AI-
powered
technology
Build peer
networks

17.
Stability
in the Modern Workplace

18.
EMPLOYEE SYMPTOMS
Low Engagement
High Attrition
Low Productivity
No Commitment
Low Quality
Poor Customer Service
Toxic Culture
Bad Manager
No Recognition
No Work-Life
Balance
Lack of Purpose
No Growth
Opportunity COVID 19
Civil & Social
Office vs Remote

19.
Cultivate a Stable and Engaged Workforce
Remove obstacles
preventing success
Promote
wellness
Promote ongoing
development
Evaluate total
compensation
packages
Deploy DEI&B
initiatives
Offer competitive &
equitable
compensation

20.
• Organizations Must Understand
the Whole Person
• Organizations are Looking Inward
• Organizations Need a Wellness
Strategy
Stability in Wellness

21.
Stability in DEI&B
DEI&B
Employee Engagement
Engages & Reflects Local
Communities
Financial Performance
Reduce Employee Turnover
Brand and Reputation
Better Decision Making
Addresses Skills Shortages
Innovation

22.
Stability
in the Modern Workplace
Space for new ideas, contributing to innovation and a growth mindset.
Employees’ ability to make mistakes or fail without feeling judged.
Not be punished or humiliated for speaking up with ideas, questions,
concerns or mistakes.
Source: Amy Edmondson, Harvard Business Professor

23.
Stability in the Remote &
Hybrid Workplace
How you serve your employees
• Be Flexible
• Establish Boundaries
• Set Clear Expectations
• Deploy Technology & Tools
• Provide a Fair & Consistent Experience

24.
A Good Hybrid/Remote
Employee
• Create structure in their workday.
• Self-starters who look for what needs to
be done and take decisive action.
• Problem solvers who find solutions for
the inevitable issues that come up.
• Effective relationship builders, even from
a distance.

25.
Bring Out the Best in Hybrid/Remote Employees
1= Low – 10 = High 1 2 3 4 5 6 7 8 9 10
Home Office: How comfortable are you with your setup
at home?
Accountability: What is your preference/need around
accountability for work-related tasks?
Social Interaction: What level of social interaction do
you prefer while working from home?
Communication: What is your preferred means of
communication while working from home?
Productivity: Do you have the tools & technology you
need to create structure for you workday and set
priorities?

26.
Trust
in the Modern Workplace

27.
Transparency
T
R
U
S
T Trusting
Security
Understanding
Relationships
Build A Culture of Trust
Source: Teresa Smith, Making TRUST the foundation of your HR leadership strategy

28.
RANSPARENCY
T

29.
ELATIONSHIPS
R

30.
NDERSTANDING
U

31.
ECURITY
S

32.
RUSTING
T

33.
Trust is the Foundation, it Affects so Much
Brand and
reputation
Belonging and
wellbeing
Attracting &
retaining talent
Stability in the
organization
Productivity &
engagement
Relationship
building

34.
37
Technology
in the Modern Workplace

35.
Workforce Ready
The HR Transformation Journey:
Optimizing the People Part of Your Business
Automated
• Paperless environment
• Standardize processes
• Disparate systems
Manual
•Paper and spreadsheets
•Complex requirements
•Errors and fines
Strategic
•Integrated systems
•Attract, hire and develop
top talent
•Communication and
collaboration
Data-Driven
•Unified platform
•Actionable data provides
insight
•Measure the impact your
people have
•Employee engagement
and retention
Compliance
Concerns
Centralized
Administration
HR is a
Business Partner
HR is a
Business Leader

36.
Concerns with Embracing Smart Technology
34%
________
Fear of losing job
Being replaced by
automated processes
31%
________
The company
wouldn’t
benefit fully because
human intervention
is always needed
29%
________
Our every move
would be tracked, so
management would
know exactly how we
spend our time at
work
25%
_______
It would create more
work for us as we
would have to
monitor the
automated processes
and do checks
Source: Workforce Institute@UKG

37.
Where Smart Technology Would be Embraced
64%
_______
Simplifying &
automating internal
processes
64%
_______
Better
balancing
the workload
61%
_______
Increasing
fairness in subjective
decisions
61%
_______
Helping
company
Improve the
bottom line
profitability
60%
_______
Completing
more work in
a regular shift
Source: Workforce Institute@UKG

38.
Evolution of
HR Technology
Systems of
Connection
Understand us and anticipate our needs—
systems that reach out to us to make us better
Systems of
Insight
Make us smarter and faster—
making high-quality decisions in context of daily work
Systems of
Engagement
Create technology people want to use
Systems of
Automation
Reduce manual processes—
be more efficient
Systems of
Record
Store a single source of truth about your
people—compliance is key

39.
…so what does it take to
meet the needs of people
with technology?

40.
Feel safe, informed, and
prepared to get my job done
Understand expectations and be
treated fairly
Know that I am valued and that
my voice is heard
Look out for me and my family,
especially in times of need
Schedule my team efficiently and
fairly
Give my people the time away they
need while staying productive
Ensure my team is aligned to wider
business strategy and goals
Avoid administrative hassles and
minimize mistakes
Look out for my people’s wellbeing
and keep developing top talent
Keep the company compliant with
all the latest labor laws
Recognize where my managers are
succeeding and where they need
help
Cut down on busywork to become
a strategic business partner
Executives Employee
Set strategic priorities for my
organization
Assess and address risks and
understand business costs
Create a thriving company
culture and recognize my best
people
Keep an eye on the pulse of my
business quickly in the moment
Manager HR

41.
Create more meaningful and connected work
experiences for all people
Understand and support people
in a meaningful way
Recognize and reward
people thoughtfully
Strengthen skills
and relationships
Build an inclusive culture
Ensure continuity of
people operations
People
Focused
Technology

42.
People Focused Technology
Communication
& Communities
Predictive &
Prescriptive
Analytics
Check-Ins Mobile First
Surveys &
Sentiment Analysis
Natural Language Processing
Machine Learning
& AI Capabilities

43.
46
Where do we go from here?

44.
47
4 Priorities
Know your people
Humanize the experience
Create a culture of TRUST
Deploy technology

45.
Priority 1
Focus on your
people

46.
Prioritizing and Understanding Your People
Employee Continuum of Needs
Survival Security Fulfillment
Safe and
ergonomically
sound working
environment,
promise of
continued
employment.
Achieving full
potential.
Experiencing
flow.
Compensation
and benefits.
Emotional safety
and security.
Treated
respectfully and
being heard.
Actualization
Accomplishments
and
achievement.
Exploring new
possibilities.
Inspiring and/or
leading others.
Autonomy
Trusted to work
autonomously
and manage
work time and
place.
Relationships
Healthy
relationships at
work, particularly
with supervisor.
Company
reputation.
Opportunity to
lead or serve
others.

47.
Priority 2
Humanize
the employee experience

48.
A Better Place to Work
For All Workers • Ensure employees are engaged.
• Create a culture of trust.
• Offer self-service.
• Set clear & achievable goals.
• Recognize & reward employees.
• Monitor burnout & fatigue.
• Offer flexible options.
• Monitor training & skills.
• Manage overtime effectively.

49.
Priority 3
Cultivate a culture of
TRUST

50.
Build a
Culture
Founded on
TRUST
Be transparent in your communications.
Understand your people.
Provide emotional and physical security.
Trust your employees again and again.
T
R
U
S
T
Nourish good working relationships.

51.
Priority 4
Create a great
Digital Experience

52.
Deploying Technology
Identify Identify gaps with your existing workforce and help you
develop, retain and hire the best talent moving forward
Influence
Highlight your organizational best practices with applicants and
employees around performance and succession planning,
development programs, benefit offerings, DEI&B, etc.
Align
Align the needs of your people with goals of
your organization.
Measure
Analytics and key performance indicators that
proactively alert you on trends that are happening with
your business and your people.

53.
4 Tips

54.
Tip 1: HR’s Role
• Business as usual has changed – Maybe Forever
– Time to rethink strategies.
• Personalized employee experience is critical to
meet employee needs and personal
development.
• Hiring and talent management strategies are
still key to attract and retain top talent.
• A culture of trust must be your foundation.
• Technology is no longer a nice to have.
• Change is necessary.

55.
Tip 2: Humanizing the Experience
Clear Expectations
People Focused
Technology
Flexible Work
Options
Balance of
Life & Work
Mental Health
&
Well-Being
Networks &
Communities
Innovation
Trust
Diversity, Equity, &
Inclusion

56.
Tip 3: Attracting Talent
• Fix What is Broken/Lacking
• Improve Company Website
• Increase Online Presence (Social Media, internal
external job boards & Other Outlets, etc.)
• Enhance Employee Referral Programs
• Revamp Job Postings (Remove Bias , Inject
Empathy, multi-lingual, etc.)
• Review Application Process
• Be Explicit About Work Locations (In-office,
remote, hybrid, flex work, etc.)
• Revisit Compensation Structure (competitive &
equitable pay)
• Re-evaluate and Promote your Benefit Offering
(Flexible work, DEI&B, Health, Wellness,
Communities, etc.)
• Promote Growth and Development
Opportunities
• Highlight Workplace Culture
• Share Business Values and Behaviors
• Train Managers Up (how to interview,
questions to ask, what a new hire can expect)
• Help Candidates Succeed (tips on resumes,
interviews, etc.)
• Create a Great Onboarding Experience
• Digitize the Experience (mobile friendly,
scheduling, resume parsing, candidate match,
offer letters, accept offer, pre-employment
checks, etc.)

57.
Tip 4: Managing Change
Pick 1 or 2 areas that will make the most impact.
Start Small
Align expectations regarding the scope of the change as well as
timing and business impact.
Define
Understand how the change will impact stakeholders and design
a strategy to help them navigate it.
Plan
Engage with leaders and associates to execute the change.
Implement
Work with leaders and employees to track adoption, make
adjustments, and drive lasting change.
Sustain

58.
The Way Forward
Show your
employees and
the world that
you’re on the
side of good
Be more
transparent
with your
people and
extend trust
Let your
employees join
in the direction
and incorporate
their voice
in the Modern Workplace

59.
Leading
in the Modern Workplace
Reactive Proactive
Monitors productivity metrics Supports outcomes-based culture
Gives public statement decrying racism
and inequity
Publicly sets diversity goals & ties success
to performance goals
Recruits only when people leave Creates a company brand
that attracts & retains top talent
Uses automation to replace
human capital
Develops, reskills & upskills people
to evolve alongside technology
Invests solely in tools which manage
organizational processes
Invests in tools which truly serve
their people
Conducts occasional engagement surveys Deploys programs to address employee
mental, physical, financial health

60.
Making the Connection
“I feel valued
and
listened to”
“I feel secure
that I am
working for the
right company”
“I feel
empowered and
confident about
the future”
“I feel a sense of
belonging and
control”
Understand &
support people
in a meaningful
way
Ensure trust &
stability are
core of your
business
Strengthen
communication
& relationships
Create a
compelling
employee
experience