Miho Shoji is one well-travelled HR tech entrepreneur. She was born in Bolivia and then lived in Chile for 15 years before she moving to New York City.
From her varied experiences, she is all too aware of how emotions impact productivity; so much so that she partnered up with Alfredo Jaldin to co-found Moodbit, with the mission to measure and improve the morale of employees.
With Moodbit, you can easily check your team’s emotions in real-time with mood indicators.
Your employees can also excel with weekly suggested actions to improve their well-being, engagement, and productivity.
Miho and I had a really interesting conversation on a range of HR Tech topics. We started with the challenges facing women in tech.
I had an excellent conversation recently on A Better HR Business with the Founder of Vessy.com (the first global online community for Diversity & Inclusion champions), Vessy Tasheva. We talked about all aspects of growing a diversity & inclusion business.
Vessy’s background and what got her to this point.
Vessy holds a lot of workshops and gets invited to give speeches and go onto discussion panels. How she finds these opportunities and her advice to other consultants and companies that are interested in doing the same.
They were some of the most awkward conversations I ever had as a young Human Resources professional . . .
Employees who, in embarrassing moments for everyone involved, had come into HR to see if the company could give them an advance on their pay.
The reasons varied.
The car had broken down leaving them stranded with no way to get to work; a sudden illness in the family; some other sad, unfair cause of stress for a valued member of the team.
Solving Employee Cash Flow Problems – Wagestream
For all the public controversy that continues to swirl around payday loan companies and their vicious interest rates that can hit more than 5,000% in some cases, there’s still an underlying issue that gets forgotten about: the strain on the individual employee who desperately needs the money.
Scroll down to read the full story or to listen to the podcast episode.
It’s hard to suddenly start selling your consulting services or software when you’ve come from a corporate HR background. That’s why I’ve turned to sales expert, Rana Kordahi, for some sales advice for HR businesses.
Rana shared her sales advice for HR businesses, including:
If Rana were starting out as a new HR consultant or a new HR tech startup, what would be her plan of attack to get new employer clients?
Rana’s advice on how to actually approach a potential client that you’ve found online on LinkedIn?
Thoughts on the best way for a consultant or startup founder to approach their former employers to get them as a client.
If a consultant or startup founder gets a meeting with a potential new client, how to run the meeting.
If the initial meeting with a potential new client goes well – they often then ask for a proposal. Rana’s advice.
After a consultant has a very positive initial discussion with clients and receiving positive feedback, they don’t come back with an actual work assignment. Rana’s advice.
Rana’s tips on interesting people, websites, tools, podcasts, or books that HR businesses should check out to grow faster.
Special Update (April 2020)
Check out the upcoming Virtual Collaboration Zone which is run by HR Tech Alliances.
During this one-day online event, you can attend any education roundtables that you want.
You can even set-up private one-on-one video calls with potential partners that include HR technology and service companies.
Ward Christman is a good person to know if you’re an HR Tech founder.
I recently had an in-depth conversation with a leading expert in the financial services industry about how large, well-established companies should react to the rise of the tech firms.
The expert shared several fascinating insights that every large corporation should consider, regardless of their industry.
Two comments, in particular, stood out:
Innovate quickly: The highly ambitious tech companies are well-funded, extremely nimble, and are chipping away at market share. Well-established firms can no longer rely on old product lines for future performance so they must innovate quickly which is not part of their DNA.
The workforce is evolving: Top university graduates used to aim for a career in the biggest companies or in consulting. The reputational damage suffered by many companies after various crises has turned young talent away from established companies and, instead, towards the fast-moving world of tech and entrepreneurship.
Large companies must use the collective power of their employees in a much more clever way if they want to survive the upcoming tech upheaval.
One HR software business is helping these large companies do just that with its single view of everything in one place: skills, experience, accreditations, preferences, goals, feedback and more – meet Adepto and its Total Talent solution.
I often tell HR consultants and HR Tech companies to make it easier for people to refer them new clients by becoming clear on who their business helps.
I’ve had quite a lot of people tell me that this is really hard to do – especially in an HR sales pitch.
The standard response looks a bit like this:
“Isn’t it enough to say that we help mid-large employers in the [XYZ] industry?“
Well, that’s a start but it’s still quite bland and generic.
Before we start, be sure to join my private HR marketing newsletter for consultants and tech companies in the Human Resources industry.
If you work as a Human Resources consultant or in an HR tech startup in recruitment, training & development, employee engagement, HR consulting, employment law, employee outplacement – my HR marketing update will help.
It reminds me of a time I went to Amsterdam (such a beautiful city) for an RFQ (request for quotation) process.
Back to the issue of generic HR sales pitches . . .
I sat in a meeting room all day with the European CFO and CHRO as we listened to 4 or 5 companies pitch for a major HR service contract.
The HR industry expert, Josh Bersin, recently described how the multi-billion dollar HR software market is moving in a new direction (‘The HR Software Market Reinvents Itself‘). This will be of interest to anyone pondering how to grow an HR tech company.
Bersin is well-known for mapping and monitoring the development of the HR tech industry.
It would appear that we’re moving towards an era of ‘HR in the flow of work‘ and HR tools will play a starring role.
I was interested to note Bersin’s comments about the proliferation of HR tools:
“As organizations become more agile and team oriented, these tools are moving in a whole new direction. Now we need software that facilitates teamwork and agile goal management, helps people give each other feedback, and helps facilitate continuous performance management and self-improvement.
These tools are consumer-like, easy to use, and mobile by design.”
I recently spoke with a co-founder of one of these new HR tools – the tool is clearly ‘consumer-like, easy to use, and mobile by design.’
AttendanceBot is an HR Tech tool with a specific focus on using any enterprise instant messaging platform like Slack, Microsoft Teams, Google Chat, etc, for attendance management.
Why base an HR tool an an instant messaging tool such as Slack?
You may not use Slack but millions of other people do and AttendanceBot is riding that rocketship as well as growing with the other instant messanger services.