TalentTech: enabling talent in the digital age
The 1999 scifiction
classic “The Matrix” telescoped the future of tech in talent when Keanu Reeves’
character Neo exclaims, “I know kung fu,” shortly after a computer in his skull
uploads the martial art into his intellect.
We’re not yet
personalizing our brains with such instant knowledge, but the continual march
of technology is bringing us closer to changing the game.
Let’s call these
breakthroughs in managing performance TalentTech. Already, pioneering
enterprises are boosting productivity and revenues by quantifying aspects of
performance previously immeasurable. The advances are underscoring that the
nature of work changes and employee behavior shifts to match it.
Among the sci fi-like
avenues:
·
Boosting happiness and
fulfillment, TeamMood of Toulouse, France, offers an
app called Niko-Niko that tracks employees’ moods and transfers the data into a
dashboard for an employer to use to track and improve productivity, morale and
performance of its teams.
·
Facial recognition software to give consultants a better idea of what’s most
important to their clients. Cetera Financial Group is adding such software from
Decipher to help its 8,500 affiliated advisers develop financial plans to meet
clients’ objectives by studying clients’ emotions and behavioral nuances after
watching a short video of different life scenarios.
·
Smart badges to track behavioral information. MIT spinoff
Sociometric Solutions offers ID badges with built-in Bluetooth sensors and
analytics tools to track employees’ behavioral data and generate insights for
increasing productivity. A Bank of America call center that used the system to
track co-workers for three months found that letting certain employees take
breaks together and share customer service tips boosted productivity and
employee satisfaction by 15-20 percent on average.
Digitally enabled
development
Technology advances
also are improving employers’ learning and coaching programs by making them
personalized, adaptive and scalable. They enable managers to deliver instant
personalized coaching based on fitness tracker-like data gathering; virtual
feedback and collaboration tools; and mobile or augmented reality aids.
For instance, ADP’s
cloud-based coaching platform, ADP StandOut, uses machine learning software to
individualize strategies that managers use to develop employees’ strengths.
Weekly check-ins keep the coaching timely and related to the work at hand.
Inventive technology
also is helping employees chart their career path by drawing on psychometric
evaluations and pulse surveys to motivate them, reduce turnover and let them
own their own development. Daimler Trucks North America uses Chronus Mentor
software to leverage mentoring programs to develop and advance the careers of
its 4,000 North American employees.
Farmers Insurance Group
collects and organizes myriad data on each employee to generate an executive
summary that helps manage their career advancement and training. Among other
things, it can help a manager to, say, identify an employee with specific
language skills within a certain geographical to fill a position.
Who knows when
technology progresses to the point of recreating Neo’s instant knowledge of
kung fu in our brains. But adaptive programming, networking tools and other
employee-related tech advances will continue to help organizations enhance
their performance. This is TalentTech.
by ScottKeller, Bill Schaninger and Kelli Moles
https://www.mckinsey.com/business-functions/organization/our-insights/the-organization-blog/talenttech-enabling-talent-in-the-digital-age?cid=other-eml-alt-mip-mck-oth-1804&hlkid=0d03f201262246b4a01b8dcba720fdca&hctky=1627601&hdpid=38769ec6-3e9a-48e0-ae08-e1f18e7e2ede
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