The SAPPHIRE NOW keynote address promised to be eye-opening and it exceeded my expectations. This year I had the privilege to be part of SAP’s influencer class and being part of the inside circle granted my colleagues and me exclusive insights into the future of technology in business. As valuable as they are, there was also a highlight – the open to all keynote that grabbed attention and brought forth business operation intelligence that benefits small, medium, and large entities alike.
This year’s keynote address was given by Christian Klein, CEO, COO, and member of the Executive Board of SAP SE, during the ”The Enterprise in an Age of Networks” session at the SAPPHIRE NOW summit yesterday.
Klein’s well-done keynote address focused on the changing ecosystem of learning and business prompted by the COVID-19 pandemic. Digital is the focus with emphasis on transparency across all areas of business operations. Technologies are evolving to bring not only businesses together but families too. The way we learn and the way we work will never be the same again. It is time to evolve to be more connected and innovative for a successful tomorrow.
Klein stressed three key insights which will shape the business world as we know it – all of which we found equally intriguing.
Key Insight Number 1
The most resilient companies are those who embraced technology to sustain their business. The COVID-19 Pandemic was a time for change and the opportunity to use technological intelligence. Companies that embraced the trend faster ensured lesser disruption in their processes and productivity.
The feat of being technologically intelligent is based not only on knowledge but courage as well. Courage to keep traditional business models behind and look towards forward-thinking models
Klein used the case study on Brakes Ecosystem – a SYSCO company is as a great example of what pioneering adaptation of technology can do the ensure minimal downtime even during a pandemic
Key Insight Number 2
We win together as a community – no business does business alone. This is one of the most important trends to move forward. We live in a connected economy and it only makes sense to be part of a connected community to help our businesses work smoother. Industries will be revolutionized when businesses become communities and vice versa.
The new businesses models must emphasize the following:
The need to reinvent how companies work
Complex logistics of old models need to be overhauled
COVID-19 showed us the importance of real-time transparency. In traditional methods, the one-to-one communications in the supply chain do not provide real-time data to businesses. Digitization gives the whole scenario much-needed transparency.
Key Insight Number 3
One of the most hard-hitting insights Klein put forward is preservation. Preservation that zeroes in on three vital aspects.
Zero Emissions
Zero Waste
Zero Inequality
Klein focused his energy on emphasizing how important these three-pointers will be in the businesses of the future. SAP is already working full steam to create a very low carbon footprint model that will ensure steady work towards zero emissions. Businesses across the globe are focusing on minimizing their carbon footprint and technology is there to help.
Zero waste is the need of the hour during pandemics. With the delivery of almost everything hit with logistical glitches, waste curbing is of much importance. Businesses will do well to ensure that minimal wastage of resources occurs in the whole supply chain model.
The third and most arguably the strongest point of the session was zero inequality. This is the time to come together and form a better cause. Thereby inequality has no place in the new age businesses. Community is vital for businesses and that is where the focus must be given
We at Jumpstart enjoyed the session immensely, to say the least. What were your take and views on the keynote? Let’s exchange ideas for a connected future.
There are sixty percent more errors made by disengaged employees than not. Also, sixty-seven percent of employees are not active in the workplace. While these statistics are astounding, they are not surprising. As the United States is slowly reeling from the COVID-19 pandemic, many employees have found the benefits of working remotely and living digitally. As an HR executive, you are probably eager to get back to the way things once were. We suggest, slow your roll. Employees are frustrated that companies are not willing to budge and adopt new technological practices. They also are frustrated that their benefits packages do not mirror what they need. Data shows that younger millennials and Generation Z value workplace flexibility and benefits such as student loan assistance. Jumpstart:HR CEO, Joey Price sat down with Unum and Lars Schmidt to discuss how the small business benefits landscape is changing.
Three key takeaways from the podcast episode:
- Employees are looking for more progressive places to work at.
- Companies should strive to be “digital by default” and adopt technology as it is easier for employees to do their job to the highest level.
- When thinking about creating benefits packages for your employees, make sure to talk to your team and see what they value.
Enjoyed the podcast episode? Download Unem’s Digital Benefits Blueprint PDF and let us know what your key takeaway was!
Jumpstart:HR is a Human Resources outsourcing and consulting company for small businesses and start-ups. We lead in people management and project leadership. We believe that the best companies strive to improve work culture and invest in team members. Schedule your consultation today at https://jumpstart-hr.com/contact
Can we all agree that 2020 was one for the books? Not only did organizations have to pivot systems at a moment’s notice, but we had to address issues from the COVID-19 pandemic to racial reckoning. As companies were being called out left and right for their lack of inauthenticity in their responses, we realized that companies are now being held to a standard of practicing what they preach publicly and privately. It is a known fact that customers, employees, and shareholders crave AUTHENTICITY. At Jumpstart:HR, we understand how difficult addressing uncomfortable topics can be. We have experts that are known to help facilitate uncomfortable conversations in the workplace. We want to see your workplace culture thrive and be an open space. Hear more about how HR and organizational leaders can have uncomfortable conversations in a healthily from our CEO, Joey Price on the Employee Cycle Podcast.
Here are there keys to difficult conversations at work:
- Do not just relegate difficult conversations to a social media post, make sure that your systems and company culture reflect what you say you stand for.
- Make sure you evaluate, understand, and empathize the issue. If you are unable to do any of those, bring in a consulting or advising expert to lead the discussions.
- Build trust in your organization to ensure that conversations happen and employees are comfortable participating in the uncomfortable conversations.
What else would you add to this critical conversation? Drop a note in the comment section below.
Jumpstart:HR is a Human Resources outsourcing and consulting company for small businesses and start-ups. We lead in people management and project leadership. We believe that the best companies strive to improve work culture and invest in team members. Schedule your consultation today at https://jumpstart-hr.com/contact/.
[Baltimore, MD]: On March 1, 2021, Jumpstart: HR announced their American Workforce Engagement Survey. This six-minute survey asks questions such as “Do professionals understand the importance of their role to the success of the organization?” and “Do leaders in the organization communicate a vision that motivates employees?” The objective of the monthly survey is to engage employees in meaningful conversations surrounding workplace culture and inspire people to be excited about work.
“The responses to the American Workforce Engagement Survey have been overwhelmingly positive,” says Joey Price, CEO of Jumpstart:HR. “I am excited to help bring change to the American workplace and promote healthy workplace culture”
In our March 2021 survey, 38% of participants agreed that they find personal meaning and fulfillment at work, while 50% highly agree that they seek ways to improve their performance at work. Findings show that 22% of participants do not see themselves staying at their organization for the next two years and less than 7% do not understand their role in the success of the organization.
Surveys are available at the start of each month and will close at 12:00 PM EST on the 20th of each month. Benefits of participating in the survey include:
- Being a part of donating to a national non-profit organization (for each survey completed, Jumpstart:HR will donate $1 to an NPO of participants choice, upwards to $500)
- FREE professional development course at the end of the month (valued at $150)
- Being a part of an industry-changing project that changes the way Americans perceive work
We encourage you to share the survey with your network. For more information and to take the survey, visit www.jumpstart-hr.com/awe
[Baltimore, Maryland]: Jumpstart:HR today announces a new partnership with the National HBCU Speech and Debate Association. The goal of this partnership is to partner HBCU Debate students with mentors and jobs in HR.
“Hiring Managers across the country know that some of the most in-demand skills at work are critical thinking and communication. Students who participate in the Association dedicate themselves to rigorously developing these skills and deserve opportunity and exposure at the professional level,” says Joey Price, CEO at Jumpstart:HR, LLC.
“The students who graduate from a speech and debate background actually have power…power is the ability to influence, motivate and inspire. These students have that ability because they have been honing that ability and learning that ability. They can utilize all of those skills so when they create a vision, people can buy into that vision.” says Dr. Christopher “Coach” Medina, Executive Director of the National HBCU Debate Association.
The 2021 National Speech and Debate Championship will be happening virtually on Saturday, February 27 and Sunday, February 28. Joey Price will be addressing the participants during the awards ceremony.
The benefits of this new partnership include:
- Connecting HBCU debate students to mentorship and job opportunities within the HR space
- Bringing awareness to the HR and DEI community about the competition
- Creating future job/internship opportunities for competition participant
About Jumpstart:HR: Jumpstart:HR is a strategic and reliable HR consulting company that helps small businesses in project leadership such as scrum mastery, project development, and people management.
About The National HBCU Speech and Debate Association: The National HBCU Speech and Debate Association is dedicated to developing and fostering significant educational opportunities and benefits for HBCU students.
A novel coronavirus (nCoV) is a new strain that has not been previously identified in humans.
It was first encountered in Wuhan in 2019 and affected more than 80,000 people across the globe causing over 2,700 deaths.
Common signs of infection include respiratory symptoms, fever, cough, shortness of breath and breathing difficulties. In more severe cases, infection can cause pneumonia, severe acute respiratory syndrome, kidney failure and even death.
HR leaders should safeguard against the spread of the illness, without causing panic.
To avoid the spread of misinformation, HR should endeavor to ensure that employees aren’t sharing false information or gossiping about others. HR should ensure that employees rely on facts, not hearsay.
HR departments should emphasize preventative steps for guarding the workplace against all viruses.
- HR should have a plan ready to deploy. That plan should be created in partnership with other departments, including risk management, finance and IT.
- Beside provisioning free masks and sanitizers, the cleaning schedule of the office can be increased.
- Senior management has to walk the talk to ensure they mask up wherever appropriate to.
- Temperature taking could be incorporated so that everyone in the office would have a peace of mind and not be paranoid that their co-workers may be infected. Such information should be openly available so that employees have complete trust in the information provided.
- Lunch could be catered so as to minimize employee’s exposure to crowded areas like the food center.
- Evaluate unnecessary domestic travel.
- Review basic health and safety protocols.
- Update your human resources policy.
- Keep employees updated.
In general, human resources departments should strive to contain the spread of communicable diseases such as the coronavirus by emphasizing employee hygiene, monitoring the spread of infection, and considering more serious emergency protocols if necessary.
