I’ve been a technology marketing guy for my entire 20+ year career, most of which has been spent in this dynamic human capital management space. There is just something immensely gratifying about enabling organizations to create better, more equitable, more positive work environments for their teams and, as a marketer, I’m doubly-blessed because I also have an opportunity to help those organizations tell their stories to the world. It really is a win-win, personally and professionally.
Another guilty pleasure I have as a “marketeer" is getting in early to our HR industry trade shows (such as WorldatWork’s Total Rewards Conference, wrapping up right now in DC) and watching the event come together. I love taking an empty floor space and a pallet full of boxes and transforming it into our “home away from home” for the duration of the event. Nerdy? Sure. But there’s a method to my madness…
Going to these events as the booths, demo rooms, and meeting spaces are literally constructed around me, I have a great opportunity to meet and chat with a pretty wide range of workers across multiple crafts – electricians, carpenters, transportation pros, etc. – and better understand what their day-to-day work is like. As you can imagine, transforming an empty exhibit space into a bustling trade show within a matter of days is no small task, one which requires an immense amount of coordination, collaboration, and a steady stream of “in-the-moment” coaching to make sure everyone is moving in the right direction.
This notion of “continuous coaching” has been gaining traction and momentum for the past couple of years – at all levels of an organization and in virtually every industry – and if this week’s Total Rewards Conference is any indication, it was a hot topic on the show floor as well.
This approach is a tried-and-true way to help employees up their game professionally. The “apprentice / master craftsman” relationship has long been the preferred way to ensure talent continues to grow and flourish within an organization, but as the nature of work shifts and as technology continues to make deeper inroads into our day-to-day lives, many organizations are challenged to extend this learning and performance model into new types of work, into new employee populations, and into processes that can be standardized, measured, and tied to compensation (and business outcomes) in a meaningful and impactful way.
In the coming weeks, PeopleFluent will be exploring this concept in greater depth and we’ll share with you some of the ways we’re facilitating this process. We’ve got some great new e-books and a webinar coming up, so if you haven’t done so already, take a minute to subscribe to this blog so you can stay in the know. (We also have a great e-book on some common pitfalls of compensation planning that you might find interesting as well. Think of it as a “pre-read” for some of the new materials we’re rolling out.)