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Archive for June, 2013

Using the right tools at the right time for the right purpose with the right goal

June 11th, 2013 Martin Raske No comments

According to a recent McKinsey report on social business, each major industry has the ability to improve its margins between 60-100% by leveraging social technologies. Those improvements are based on a fundamental change in the way people work, feel about their work and collaborate.

I do not know if the numbers are right - to be honest, I doubt they are - but I am convinced that our way of communicating within and outside of our companies is about to change dramatically. While a lot of us still think that E-Mail is the best way to communicate anything, many have started to realize that you are much more efficient to not use the same communication channel for everything but rahter explore the whole bandwidth of options, depending on the message, on the target group, on the time zones, etc.

Get to know the 7 habits of highly effective social leaders by Daniel Kraft is President and CEO of NewsGator Technologies :

http://www.wired.com/insights/2013/06/7-habits-of-highly-effective-social-leaders/

Employability versus Job Security

June 10th, 2013 Martin Raske No comments

Well, I am sure you will ask yourself:

a) why has he not written anything new for more than a year? Doesn't he know that blogs are only read if they produce a constant flow of information?

b) why does he even dare to think about the topic he is about to enter into?

I can assure you: I know that blogs should be fed regularly - and at the same time I think I do not have to follow common principles all the time. And the reason why I want to write about Employability versus Job Security is that I heard an senior HR Manager talk about it at a recent conference.

For many years of my managerial work-life I have always told my teams to not hope for job security any longer. I always was very transparent about my own view: Loyalty is a high value. I expect loyalty to the company for the duration of the contractual relationship. However, this relationship can come to an end - it is not a promise for a lifetime. Therefore it is crucial to always be conscious of one's employability: In case the relationship ends - voluntarily or unexpectedly -, you would want to be able to enter a new one. Therefore an investment in the development of your own skills should always also be an investment in your long-term employability. The paradoxon I have seen happening: When I encourage my teams to invest in their own employabilty, in order to be ready to do something else, once the day comes where the relationship with the current company ends, they tend to be even more loyal than before. They realize that the company cares for them - which increases their willingness to stay.

I am happy to see that his concept is now starting to get noticed and implemented in other companies as well. It is the right approach for today's workforce and for the future we are facing.

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