In her meticulous annual review of workplace trends, Jeanne Meister identifies mostly positive changes for employees in 2023 including more inclusive caring behaviour by companies and provision of schemes to support hybrid working, from collaboration to learning. On hybrid learning, Meister quotes Vincent Maurin, e-Academy lead at Arcelor Mittal, who says, “We are envisioning pop-up campuses, so learning happens where employees are. The concept of a pop-up campus should be flexible and ranges from using streaming technology to multiple locations, to creating a live studio experience.” So, while the pandemic continues to disrupt society and fill too many hospital beds, it has resulted in some beneficial changes for many workers, leading to a brighter future. To attract employees, companies are providing flexible working arrangements and promoting well-being initiatives, including mental health support. For example, Delta Air Lines have created a new position, Chief Health and Well-being Officer, with the appointment of Dr. Henry Ting. Companies are expanding their criteria for employee selection, giving preference to skills and experience over degrees, and seeking people with strong human skills such as communication, customer service, leadership and cultural and social intelligence.
These trends are not before time for some companies such as Revolut, where it seems the culture is in such need of overhaul that they have created “a ‘CultureLab’ team made up of behaviour science experts, data analysts and psychologists focused on assessing whether employees are adhering to the new standards. The new standards or values will expect employees “to be ‘inclusive, approachable’ and ‘respectful at all times’, and to use the ‘the best tone of voice, time and situation to provide feedback.” Read more here.
I am not sure whether, for effect, it is the intention of the article to present the cultural overhaul as a measure imposed and monitored from above, but if not Revolut may need to be careful about how it manages the transition to more human standards. In addition to, as the article puts it, “paying more attention to whether recruits were not only good workers but a good ‘cultural fit’ for the company”, Revolut and other companies undergoing cultural change might benefit from requesting anonymous feedback from all of its workforce to assess the overall health of the company. We in Tensense call this organisational experience (OX) data, which can provide real-time information on how changes are being received. You can find out more in this short video here.