Complexity in the world is hitting us at a rapid pace, whether in our personal lives or the dynamic workplace. A quote traced back to Woodrow Wilson, although often used to emphasize the importance of short but impactful speeches, speaks to the challenge of reducing complexity:
If it is a ten-minute speech it takes me all of two weeks to prepare it; if it is a half-hour speech it takes me a week; if I can talk as long as I want to it requires no preparation at all. I am ready now.
Allowing complexity to creep in to life and work is easy. In our digital age, it’s almost natural. Simplifying has become a much greater challenge. To add more fuel to the simplification argument, according to a 2014 study by Oxford Economics and SAP, companies surveyed site Millennials entering the workplace as their number one talent concern for the future. Millennials, in particular, have no patience for complexity in their lives. As the number of Millennials in the workforce continues to increase, it is imperative for organizations to adapt to meet the expectations of this demographic.
So the question becomes: how can companies, and more specifically the HR function, tackle the issues of complexity in the workplace to attract, retain, and develop the best talent?
Well for one, simplifying is not simple. Sounds a bit counterintuitive, but this is what the quote from Woodrow Wilson outlined. The HR function needs to keep a guiding principle of simplicity when designing new processes, programs, and products at the forefront. Always question, is this simple? Does this make sense? If something is hard to understand or explain to others, it’s probably too complex.
Let’s take a look at how to build simplicity in the workplace with three core HR topics, all three of which are keys to building a strong leadership pipeline and sustaining the success of any company.
Leadership Development
According to an article in D!gitalist Magazine by SAP, Leading Your Organization Out of the Complexity Wilderness, management and leadership behaviors are the real root cause of complexity in large organizations. Complexity doesn’t just create itself; it’s created by the decisions, behaviors, and actions of people, not intentionally of course. The article questions whether Apple would be so successful if its founder and leader, Steve Jobs, wasn’t obsessed with simplicity? I’d venture to say, no. HR can play a huge role in helping to establish a culture of leadership that tackles complexity for years to come. Below are some tips on how to achieve simplicity through Leadership Development.
Mentoring
Leaders are not the only ones responsible for complexity in organizations; it’s relevant for everyone. Often people are unaware of when they are creating complexity through their behaviors and actions, so mentoring can be an important educational experience to help the organization achieve simplicity.
Succession Planning
You can instill a great leadership development and mentoring program but it doesn’t mean much if you continue to hire and promote leaders and employees that create complexity. Succession planning is integral to ensuring your company has a pipeline of “the right” leaders to take your company into the future.
Achieving simplicity is not an easy task, and it’s more natural to err on the side of complex these days but, with a carefully planned, well thought out and strongly executed plan in place, the HR function can help organizations (and the culture) move the needle from complex to simple.
One last tip for the HR function, a common HR behavior is to consistently “reinvent” or change a process. While often times a change is important for adapting the organization, sometimes it just breeds complexity. As an HR professional, always make sure before changing something that you challenge yourself. Is it already working? Does it need to change? If a change is warranted, how can we create a process that is moving in the direction of simplicity, even if you need to sacrifice something else?
Good luck on your journey to create a culture of simplicity, it’s not simple.
To learn more about the importance of succession planning and workforce development in both building the workforce of the future and enabling business growth and success, please visit the newly launched Succession Management Digital Hub for the latest assets from SAP SuccessFactors. http://www.successfactors.com/en_us/lp/succession-planning.html - .VgAhBl5rsbh?source=social-SCNBlogCTA-SCNBlog1Image-SUCCESSION_2015-LP-LP_SUCCESSION&url_id=CRM-XJ15-REG-HR_SDDHSF