IVIS-34, Existing corporate policies, including in HR, can be “innovated” as well as new ones can be implemented (see IVIS-16 and IVIS-30)
Next Step – Are there any existing policies “ripe” for innovation opportunity in your company? Maybe “employee onboarding” can be simplified via DaaS? Is “unlimited vacation time” more innovative than current company policy?
The “next step” questions are not recommendations; they are possible samples to evaluate in the context of your own corporate culture.
Referring back to the “Dallas Tech Firm” cited in the subject line, General Datatech (GDT) of Dallas, TX is demonstrating innovation via an HR policy. In today’s economy where there is both a high-level of “underemployement” (e.g. stagnant job growth) with a shortage of skilled technical workers, what’s great about GDT’s approach is summarized:
‘It’s not required. It’s not the most risk-averse from a legal standpoint. But frankly, it’s the right thing to do.’” Roberts (i.e. JW,, the company CEO), a 48-year-old father of four young children, thought it was a no-brainer. “I’m for anything that improves our culture,” he says. “I didn’t care about the economics of it. I just said, ‘Go.’ That time is a magical time where people shouldn’t be worried about a paycheck.”
GDT’s parental leave policy shows just how simple innovation: focus on “doing the right thing” for employees (not just customers) and make that a part of corporate culture. Kudos to GDT!