As organizations grow and expand around the world, scaling appropriately can be a significant hurdle. Today, Kate Gelpi, Business Process Manager at SAP Fieldglass, joins us on the blog to share advice for establishing business structures and processes to help engage your workforce across generations. Welcome, Kate!
In a previous post, we discussed laying the groundwork for scaling your organization and providing new employees with a business process structure and framework to get them up to speed quickly. Building upon those efforts, forward-thinking companies are looking ahead to their future workforce – and how to attract the right talent, appropriately meet their needs, and understand what motivates them. A clear picture of the next generation will give us insight into how and where to scale appropriately for a secure future and organizational growth.
Millennials recently surpassed the Gen Xers as the largest generation in the U.S. labor force, and outnumber Baby Boomers as the nation's largest living generation. The first wave of their successors, Gen Z, are poised to enter the workforce. This is the future, and the rules have changed.
HR experts have identified some expectations specific to this generation: a fast-paced work environment, driven by the access to technology and information, and a need for continuous feedback. Millennials want to participate in organizational decision-making, goal setting and define their own methods to achieve those goals. When building your future workforce plan, these trends offer important insights into the business processes and structures that will best engage them.
Traditional working environments, laborious decision-making and top-down management are relics of the past and will be met with resistance. How can you adapt to this new line of thinking and decision-making?
Bottom-up management allows employees at every level to become part of the process, setting milestone-type goals and establishing their own methods to achieve them. From a business process management perspective, consider your options to enable bottom-up management. You might implement technical tools such as forums where people across the organization can share ideas, interact and act on collaborative measures. This offers visibility into shared ideas and a collaborative working environment. Next time there is a business challenge, post the question to a forum and ask for solution ideas, engaging everyone in the discussion. Using an online tool allows historical data to be collected and reported for future reference.
In addition, goal setting should be a team effort at least once per year. Ask your team what they want to achieve and how it ties back to enterprise-wide goals. This demonstrates to individual contributors that their input and efforts matter and influence the direction of the organization. Set up a check point midway through the year to be sure everyone is on track and adjust where needed. Recognize that priorities can change, and may improve the overall outcome.
Finally, communicate with other groups about your team goals and collaborate where it makes sense. Collaboration is a critical part of culture, and no one should be working in a silo. Keep in mind that there is always a bigger picture - don't lose sight of it!