HR Tech Crisis

3 Ways to Avert an HR Tech Crisis in Any Organization

The recent HR Tech crisis at Amazon has caused quite a stir in the HR community and in the corporate world. It is indeed intriguing that a company of this scale that fulfills the tech requirements of the world had to go through these struggles. 

There were paid parental leaves that were not marked correctly and other benefits were withheld for months leaving employees struggling to pay their bills on time. The first reason that can come to our mind as the reason for this mishap is the large size of the company presently at 1.3 million. However, Josh Bersin, a global HR industry analyst quoted.

“This is not a size problem. Companies like IBM, Deloitte, Unilever, Nestlé and many others handle these employee programs exceptionally well” 

Did Amazon’s rapid growth as a tech giant make the leaders neglect HR technology? This can happen to any organization and hence, leaders must carefully decide and adhere to the procedures for managing and cultivating their employees. 

Changes take time and Amazon has said that technological changes are underway and should be completed by March 22. 

Doing What Amazon Failed To Do So….

Creating a system that caters to the needs of the employees and at the same time does not lose focus on the data should be the focus of the leaders worldwide. The HR community needs to be empathetic with the employees and must be willing to adapt to the technology changes around them.

Here are a few key takeaways from Amazon’s HR tech crisis that can make a difference in our HR strategy and its implementation.

  1. Connect Data Across Systems: The HR data must go online for better analytics and visualization. What is even more important is its access must be properly defined and designated accordingly. To sum up, the data must be valued and readily accessible to the concerned departments. It also must undergo elaborate analytics so that better conclusions can be made. Lastly, the data must also be secure so that it is not misused.
  2. Listen & Communicate Effectively: Managers and leaders need to listen to their employees and make decisions based on their inputs. When employees see that their opinion and suggestions are being listened to and valued productivity increases. Listening can become a difficult task as teams increase in size and are spread across locations. Technology can play a big role here to level the playing field for every employee, make sure every voice is heard and is acted upon democratically. . Berry, a deep learning employee voice platform can help you by listening to your employees and giving you actionable insights based on rigorous sentiment analysis. Book a demo now.
  3. Own The Experience: Every organization is unique in its ideals and values. Hence every organization will have a different set of ethics and work culture. What must remain consistent however is that the protocols must be carefully defined and followed. Always ensure that you define your company culture and identify the moments that matter to your employees. Employees changetheir designations and experiences change and so do the moments. Hence there must be a system in place that allows for this flexibility, makes every employee feel valued, and ensures that the company culture remains intact. To sum it up, create your own culture to own the experience right from Day 1 to the day the employee’s exit. 

There are problems and then there are solutions. Amazon’s HR crisis shows us that it is not the technology alone that can make or break employee management. However, the company culture can. Investing in the right technology and building the right culture is all it takes to create the experience.

Lastly, start listening!

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.