8bill for a survey tool? Really?

Tidying some old emails I found a number from a few years ago where I always included the below link in my email signature:

http://www.rypple.com/iangardner/pleasegivemeyourfeedback 

Rypple had the excellent idea of making continuous feedback easier and would quickly be bought up by SalesForce (at around the same time SAP bought SuccessFactors).

It’s then interesting to see SAP go big with their more recent acquisition of Qualtrics.

With Qualtrics the talk is of an “experience management platform” – something which of course aligns with the full ‘digital transformation’ buzzword bingo. This is where the challenge comes, is a tool like Qualtrics simply its core functionality (which has multiple competitors) compared to the value in existing customer bases (as this article mentions)?

I’ve briefly used Qualtrics tools in the past but the fee seems huge and the you suspect that the people/data as a product age is really upon us with this expensive deal.

The often ignored realities of talent management (#3): buzyitus as a social curse

Are you really busy at work?

There seems to be a growing division between the genuinely busy and those ‘coasting’. Guardian articles argued for two sides of this recently:

Britain is chronically overworked. A four-day week would liberate us

https://www.theguardian.com/commentisfree/2018/nov/09/britain-stressed-overworked-four-day-week-free-market-workplace

Why coasting at work is the best thing for your career, health and happiness

https://www.theguardian.com/money/shortcuts/2018/nov/13/why-coasting-at-work-is-the-best-thing-for-your-career-health-and-happiness

Slave to the grind?

This is, of course, nothing new.

But the issue surely is if people can hide behind pointless tasks, email or other activities then there is something fundamentally at fault with your workforce planning. Here is the bigger challenge going forward – people appearing/claiming to be busy as that is the ‘norm’ and what should be accepted. It has negative effects on many things, for example people being hesitant to contribute to ESN/LMS systems as it might be a sign they are not ‘busy enough’. This is another area where honesty is needed and where trust and transparency needs to be (re)built – with clarity for talent via HR key.