It’s been a busy year here on the Saba Blog! This time last year, we were a much smaller team, but now we have the combined power of Saba and Halogen working together! We’ve rebranded the blog, added new contributors, experimented more with vlogging, read great books, and engaged our readers in discussions about what it takes to create a great work experience for themselves and others.
Whether talking about learning and development, performance management, employee engagement or other related topics, we’re focused on delivering the latest thinking on talent management. And the same goes for our amazing contributors! So we asked them:
“Of the articles you contributed to the Saba Blog this year, which one do you feel really defined 2017 when it comes to HR and talent management?”
Here’s what they had to say:
Sharlyn Lauby: give employees the tools they need to be successful
“Talent management in 2017 was about giving employees the tools to be successful. I think my post “An Employee’s Guide to Successful 1:1 Meetings with Your Manager” is representative of that. Organizations have been focused on giving managers training, development, and resources to have great conversations with employees. And that’s very important. But, this year, we saw the realization that employees play an equal role in performance conversations and need the same level of development.”
Tim Sackett: how managers can truly help their employees grow
“In a lot of ways, 2017 was all about the ‘what’s in it for me’ way of thinking about managing talent. Sure, you can talk about everything from engagement surveys to espresso machines and everything in between, but really, what are managers doing to help their employees further their careers and improve their day-to-day. That’s why I talked with Kris Dunn about the concept of career agents on our TalentTalks video series.”
Julie Winkle Giulioni: how organizations can make the most of informal learning
“2017 has been the year of informal learning. For decades, L&D professionals have tried to simultaneously sell their organizations on its value and crack the code around how to leverage it for learning outcomes and business results. This year, we’ve reached a tipping point – given the volume of remote workers, bulging workloads that struggle to accommodate formal learning opportunities, and the general consensus that competing in today’s complex, uncertain and quickly-changing world requires that everyone at every level continues to evolve their skills and abilities. My article, Infusing Accountability into Informal Learning, offers a perspective on making the most of informal learning. It will become a more critical development strategy in the years to come.”
David Zinger: the increasing value placed on work engagement
I believe my post From Burnout To Work Engagement: An Interview With Dr. Wilmar Schaufeli resonated well with talent management in 2017 because we are seeing the fusion of various functional silos to make work in HR more manageable. It appears work can make us well and I especially appreciate the focus on how work engagement can prevent employee burnout. The other factor making this a key post is reaching out to academics and their research to enhance HR delivery.
David Creelman: the importance of prescriptive advice as a coaching tool
"My post The Value of Prescriptive Advice in Performance Coaching hinted at something central to the future of management. Not only can prescriptive advice be more helpful than general guidelines, we are entering a world where smart systems can guide us to the right prescriptive advice. In an era of millions of how-to videos, great search engines, and easy access to online experts we can rely more heavily on specific tips rather than vague guidelines. More and more managerial intelligence will sit outside the head of the manager."
Susan Mazza: why organizations need to cultivate “everyday leadership”
In 2017, more than ever, I’ve seen an increased focus on the need to develop leadership capabilities at every level and earlier in people’s careers. Rather than waiting to invest in leadership development once someone reaches a position of leadership, today’s organizations need to cultivate what I call “everyday leadership.” One thing leaders must learn if they truly want to develop talent is to let go and empower others to step up and take ownership of their actions, their ideas, and their results. That’s why I chose 3 Ways Laziness Can Pay Off For Leaders as a post that defined talent management in 2017.
HR in 2018: all about the employee experience
Where talent management is headed in 2018 centers on the growing importance of HR as talent strategists. HR pros are uniquely positioned to help organizations meet the new expectations employees have about work by creating talent management experiences fully integrated into the flow of work, in a way that doesn’t feel like work. This ultimately is why there has been growing emphasis and discussions about creating a great employee experience.
I asked David Mennie, Saba’s VP, Product Marketing and Strategy to share his perspective on what this employee experience translates to:
It’s a sum of all the interactions employees have with their employer and their peers, and it’s more than culture and engagement, although both are extremely important. It’s about supporting employees through learning, performance, and development experiences that they can discover, share, and are accessible anytime, anywhere.
Micro-learning and informal learning are becoming more mainstream – these are two of the best and most engaging ways to embrace the self-directed learner. When organizations let go of how and where employees learn (e.g., YouTube, TED Talks, mobile, etc.), employees should be empowered to help curate those experiences themselves.
This creates incredible autonomy around learning and development, but it doesn’t dismiss the need to track and measure what makes a difference in organizational and operational performance. Nor does it mean dismissing accountability for formal learning experiences either. It becomes a balance. And it makes perfect sense that HR drives this shift to a new approach to how learning is applied and drives performance.
In 2018 I believe we’ll also see HR looking at how technology can support these new forms of learning but also how it impacts performance and leads to better engagement in different ways. We’re going to see more discussions around personalized recommendations from virtual assistants and leveraging predictive analytics to help suggest the best-next action an employee can take to stay more engaged. These are exciting shifts in the industry that are all focused on helping the employee grow both professionally and personally.
With 2018 rapidly approaching, we know that many of the trends and technologies outlined here are already impacting the HR industry. It’s not too early to invest time and resources to understand how they may affect your employees and start preparing for the future today.
Where will you take your talent strategy in 2018?
With all of the innovations in HR strategy and technology, it’s definitely an exciting time for this industry. And one we at Saba are excited to be a part of. Wherever you take your talent strategy in 2018, we wish you the greatest success in creating a work experience for your people that’s engaging, inspiring and empowering.
This is our final post of 2017! We wish our customers, blog readers and contributors a wonderful holiday season and a successful 2018!