Listen to two executives' perspectives on technology for talent management.
While organizations have been moving to a more digital-first approach for years, their use of technology has accelerated over the course of the pandemic. Focus has shifted from technology for supporting business functions such as customer management and logistics to tech used for talent management, including tools for team collaboration and communication, performance management, talent recruiting, and learning.
CTDO recently spoke with two experts about how organizations can embrace new technology solutions without losing the human element—what some call a high-tech, high-touch approach.
Chris Willis is senior product manager for digital learning solutions at InVision Group.
Willis warns that although technology can increase productivity and enable worker autonomy, it can also erode connectivity and trust among teams and with the organization itself. Forward-thinking companies actively insert high-touch interactions that create connection and support transparency.
To ensure your organization is incorporating the right types of connection, Willis suggests asking employees what high touch means to them and find out how they're using the tools to communicate and collaborate.
Wayne Turmel is co-founder of the Remote Leadership Institute and author of several books, including The Long-Distance Leader: Rules for Remarkable Remote Leadership.
Because employees have so many tools at their disposal, it's tempting to let their interactions with one another become completely transactional. Turmel says that, although information and knowledge is transferred, those exchanges don't meet the human basic need for connection.
He reminds that work—and learning—are largely social. Technology needs to be part of the equation, but organizations must also calculate how much human-to-human interaction is required to ensure an engaged workforce.
Read more from CTDO magazine: Essential talent development content for C-suite leaders.