👀 What type of people person are you?
August 13, 2021
In the software world, there are three types of developers:
- Front-end developers: Create everything users see and interact with
- Back-end developers: Focus on what users can't see (the server side)
- Full-stack developers: Combine both disciplines
We have similar (but less explicit) roles for the employee experience:
- Front-end people person: Focuses on employee touchpoints, both in-person and digital
- Back-end people person: Focuses on processes, tech infrastructure, and cross-team collaboration
- Full-stack people person: Does a little bit of everything
The back end of the employee experience requires a different skill set than the front end does. So, especially if you're a full-stack people person, make sure you're aware of your gaps and strengths.
What type of people person are you?
All the best,
Maresch from Back
All the best,
Alex from Back
New from Back
EMPLOYEE EXPERIENCE
Digital tool overload damages the employee experience
Employees are often overwhelmed by the number of channels and systems used by “back office” teams such as HR, IT, and Finance. But are all-in-one suites the solution? Not necessarily. With today’s technology, it’s possible to reduce the number of tools employees have to interact with while having an abundance of great tools running in the background. In this blog, we run through how to make intentional use of best-of-breed tools for your team.
HR AUTOMATION
How automation changes the HR role
For HR teams, there’s really no reason to worry that automation will make their jobs obsolete. The automation that is sweeping through orgs these days is a catalyst, and the future of HR is brighter than you might think. Rather than being something scary to avoid, automation is a huge opportunity for HR experts to increase their business impact and support employees better. Here are the 4 main ways automation changes the role of HR.
What we learned
Work-life balance is more in-demand than ever. According to Atlassian & PwC, 64% of US workers would turn down a promotion to preserve their mental health. [Return on Action Report 2021]
Returning to work is easier said than done. Some valuable pointers include giving employees 45 days’ notice to prepare for their return, understanding legal requirements, and creating a robust hybrid model policy. [HBR]
Employees are avoiding HR. In a survey of 1,000 full-time employees, 2 in 3 reported they decided against reaching out to HR because "they didn’t think HR would fix the issue." [HR Dive]
Many US companies are introducing mandatory or permissive vaccination policies. Meanwhile, in some countries like Germany, managers aren't even allowed to ask team members about their vaccination status. Here's what should be included in your policy. [SHRM]
Overheard on Twitter
People ops jobs
🇺🇸 Onboarding Experience Partner at MainStreet (Remote)
🇺🇸 People Operations Manager at Marley Spoon (Dallas)
🇺🇸 Head of People & Culture at CoachHub (NYC)
🇺🇸 Employee Experience Manager at Discord (SF)
🇪🇸 Senior People Operations Specialist at Typeform (Barcelona)
🇩🇪 Director Of People Operations at Infarm (Berlin/Remote)
🇬🇧 VP People & Culture at Getsafe (London/Heidelberg/Remote)
🇬🇧 Director, People Partner at The Pokémon Company International (London)
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See you next time 👋
This newsletter is brought to you by Back. Back helps companies provide a seamless employee experience by giving them easy access to the support they need – from onboarding journey to parental leave request to payroll question.
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