Companies turn to HR tech tools to combat the Great Resignation

It’s no secret, COVID massively accelerated the future of labor timeline. It’s hurled us out of an outdated industrial-age mannequin and right into a distributed one which’s optimized for the web period. HR tech now not sits on the again burner, it’s now entrance and middle in the minds of staff, executives and boards. This flash-flood transition has in a short time accelerated what we used to name the “future of labor” into the “now of labor.” 

This transition has solely been exacerbated with the multitude of expertise points executives are dealing with. The Great Resignation—and the shrinking expertise pool it’s leaving in its wake – is forcing right this moment’s leaders into the best struggle for expertise we’ve ever seen. The battle to appeal to and retain high expertise has by no means been extra fierce or pricey. Think about this – in November, the variety of folks quitting their jobs rose to a record high of 4.5 million. The pandemic has maybe triggered a shift in priorities, main many to take a leap of religion to pursue a unique profession path and a few to name it quits on employers who failed to step up throughout one among the most troublesome instances in current historical past. 

With these basic adjustments to the workforce, right this moment’s leaders urgently want to rethink the means they handle and measure the efficiency, productiveness and wellbeing of their workforce. The excellent news is, there’s a renaissance in HR know-how that’s serving to executives navigate this unprecedented time. My firm, Sapphire, is backing a variety of these modern tools. The adoption of recent tech, a shift in mindset, and a change in administration methods have mixed to assist the C-Suite treatment three key areas that urgently want consideration: the human capital equation, worker sentiment and office wellness.


Rethink HR as Not Only a Price Heart

Above all else, we’d like to rethink the means we take a look at human capital. Historically, we’ve thought of HR a price middle, not a income generator, regardless of staff being the most useful useful resource to nearly any enterprise. However there may be way more to your workforce than simply prices – hiring, coaching and changing staff. Now, we’re seeing the different facet of the human capital equation and it’s one that really advantages companies and leads to high line outcomes. 

We must always begin to view HR as a income calculation. That’s, in the event you can upskill staff or drive them to be extra engaged and efficient, it would finally convey in additional income. A College of Oxford study reveals that pleased staff are 13% extra productive, which suggests investing in preserving staff pleased isn’t simply the proper factor to do, it makes enterprise sense. 

However how can an organization successfully measure its return on HR investments? It’s traditionally been an enormous problem to accomplish that. Happily, rising applied sciences corresponding to ActivTrak (a Sapphire funding), Visier, and The Org, are altering the recreation and making measurement of individuals each potential and important. Workforce analytics tools are serving to corporations piece the ROI equation collectively in a variety of methods, corresponding to detecting work patterns, measuring behaviors and benchmarking staff throughout friends and industries. With higher measurement and elevated visibility into productiveness and output, it’s a lot simpler for executives to persuade their board and friends in the C-Suite of the want to put money into preserving folks pleased and engaged. 

Worker Sentiment Ought to Be a Management Precedence

With corporations like Apple and Salesforce committing to hybrid work, whereas others like Twitter and Shopify proclaiming staff by no means want to return to the workplace, hybrid and distributed methods of working are doubtless right here to keep. To get the most out of each worker in a distributed atmosphere, it’s not sufficient to solely measure worker exercise from a distance. Companies want to begin monitoring worker sentiment—that’s, to perceive how their staff really feel about their work, administration and firm. In a office that’s starved of in-person conferences and water-cooler conversations, worker expertise platforms that energy pulse surveys and supply insights into worker sentiment  are now not simply nice-to-haves. They’ve turn into important tools that management groups deeply care about.

Talking from expertise, right this moment, it’s not unusual for corporations to spend the first hour of a board assembly going by way of worker survey outcomes. Folks now affiliate worker sentiment with actual {dollars}. The conclusion of the significance of monitoring worker sentiment has led to an increase of analytics platforms focusing on employees surveys amongst different capabilities, together with corporations like CultureAmp (a Sapphire funding) and Workvivo. These platforms give staff an avenue to voice their opinions on management, profession growth alternatives and way more. Companies that prioritize tapping into the sentiment of their individuals are extra doubtless to thrive in 2022 and past. 

Office Wellness Is Now Desk Stakes

It’s one factor to monitor worker sentiment, however taking actionable steps to enhance office wellness is one other problem solely. Melancholy causes an estimated 200 million misplaced workdays per yr and prices employers between $17 and $44 billion. This enhancing psychological wellness at work desk stakes for managing staff in a distant world. 


Psychological wellbeing wants to be brazenly addressed in the office – and that requires higher tools, with preventative care at the core. For leaders, which means discovering and implementing applied sciences that help staff to prioritize their very own psychological well being. These will be platforms that empower folks to proactively measure and handle their psychological well being by way of clinically backed tools and coaching to people who assist companies analyze aggregated and anonymized knowledge to higher inform their office wellness methods. Happily, an increase of psychological well being tools together with these offered by Unmind (a Sapphire funding), Lyra and Calm are making this potential for corporations of all sizes. 

Moreover, an enormous a part of wellness at work is about serving to staff be taught new expertise and discover mentors and coaches. A Myers-Briggs study reveals that folks fee endeavor work the place they be taught one thing new as one among the only work actions that enhances their wellbeing. It’s evident that upskilling through studying expertise platforms and private growth through teaching and mentorship are now not nearly enhancing talent units; they need to be core pillars of an organization’s studying and wellness initiatives. Companies like Degreed (a Sapphire funding) and Cornerstone are targeted on up-/reskilling of expertise whereas others like BetterUp (a Sapphire funding) and Torch are straddling parts of teaching, studying and psychological well being. Those who reap the benefits of applied sciences that present skills-based and on-demand teaching packages stand to do properly with a new generation of workers that demands greater opportunity and personalization in how they navigate their careers. 

As our digital and bodily work worlds collide, we’re seeing the ‘future of labor’ develop in real-time. This transition marks a important inflection level for leaders to rethink their philosophies on folks administration and the investments they make in rising HR applied sciences. 

In accordance to Gallup’s Meta-Analysis, corporations that prioritize worker engagement see a 23% enhance in profitability. It’s no marvel that the organizations that prioritize measurement of human capital, worker sentiment and office wellness shall be people who stand to thrive in the “now of labor.”

Kevin Diestel is a associate at Sapphire, a enterprise capital firm targeted totally on backing modern client companies and vertical software program functions. He’s captivated with Way forward for Work and FinTech startups with clear worth propositions and nice groups. In his profession, Diestel has sat on the boards of over a dozen corporations.