Happy Friday from Beem!
We’re back with our Weekly roundup to ensure you guys know what’s been shaking the Tech, Comms and HR world this week. Before we dive in: don’t forget to send us an email to email@example.com if you have a story you want to share! Whether it’s about leadership, HR, innovation, company culture or communications or even your own story, we’re keen to learn, so share it with us and we may feature your post in our upcoming issue.
Right, what’s been making waves this week? Check this out and join the discussion below!
Tracking your phone’s gyroscope, scanning your messages and giving your data to third-party companies. These are just three of the things you agree to when signing up to some tech companies’ apps and sites. BBC research has found some of the language used in privacy policies and terms requires a university education to be understood. But dig down beneath the jargon, and there are some surprising realities about how your data is used.
For example, your location is tracked – even if you don’t allow it; companies pass your data to affiliates; Facebook keeps your deleted searches and tracks you even if you’re off the app and so many more thing it’s worth to take a look at this article!
No one wants to hire the wrong person. The recruitment, interviewing, hiring, and on-boarding of even one new employee is a time-intensive process every manager takes seriously. It’s also one of the hardest skills for a new manager to learn, in part because you typically don’t get a lot of practice with it. When you don’t have a lot of opportunities to practice, it’s easy for your learning curve to remain flat.
While there are many issues you’re likely to be consciously aware of when you’re hiring — like the specific skills the new person will need, and the tasks you want them to perform — each of us also has a subconscious mind at work. Before making your final choice about whom to hire, bring your subconscious and emotional motivations to the surface for examination as well. How are you hoping to “feel better” as a result of a new hire; what pain points do you expect to heal? If you onboard someone who can do the functional job you need to be done, but can’t do the emotional job, no matter what they do, you will not be satisfied.
There are lots of great resources out there on how to improve employee engagement across the organization. But for most of us, it’s not so much the big interventions that make a difference to how we feel about work, it’s the small things – the day-to-day ‘stuff’.
Rather than wait for the latest organizational initiative, there are lots of small steps we can take each day to help create a climate of engagement. We can all play a role in making the workplace a slightly better place to be. The brain likes small steps. They feel less daunting to achieve than big goals or targets, and achieving them gives us momentum. Here are five small actions we can all do today, tomorrow, or this week to help create a sense of engagement.
Did we miss something? Let us know in the comments section below and we’ll feature your article in next week’s Roundup!
Also, let us know what type of content you guys want more or less of, we’re all ears!