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Making Workday Work from Home

Have we done enough to show how great we can be working from home yet?


Watching CNBC the other morning I heard another CEO touting the urgency of getting people “back to work.” While I realize his point was to get people back into the office, he used the word work multiple times. Implied in his voice was a gap between workplace location and productivity.


I get it. You can’t pour me a beer via Zoom or convince me to buy a car by holding the camera up in a Google Meet. And there are lots of benefits to being in an office where communication can be easier, team cohesion can be built more tangibly, and where workspaces have less personal distractions for many (re: a lot less dogs and kids interrupting meetings).


That said, if we’re going to hold on to the best parts of this “new normal” then we had better make sure our workplaces and technologies are enabled to support it. One of the ways we do this is to make how people work that much easier in the tools they already have. There are several options inside every process and technology to create better working for home experiences, here are some tangible ideas for Workday customers:


Reduce the Clicks:

Unless you’re an ad on Facebook, clicks are bad. What might be worse is having to find out or guess what needs to be selected from a long (often confusing) list.

  • Use Automatic Stage Routing to move candidates along, for instance from Offer Accepted to Background Check immediately

  • Enable Auto-Complete on some staffing processes like Hire so when a candidate moves to hire no one needs to re-enter data

  • Set Default and Allowed Organizations so when users create job requisitions, those options are either filled or at least the manager sees a tailored list of options.

  • Configure Career Profile so employees can quickly navigate all those talent attributes we want them to update with multiple pages and “submit” buttons


Give Just-in-Time Support

We know people don’t read how-to guides and the “one-pagers” with screenshots of what to do. Stop wasting time and energy on them and provide context to users from within the application:

  • Guided Tours provide contextual help on specific fields within processes like Job Requisition. So when users are completing tasks they don’t do very often, they can get help where they need it that might not be intuitive to them.

  • Validation Messages can be more than just “you can’t do that” messages. They can be configured to include fields and calculated fields so users are given messages that educate users on the correct process. Think about the difference between “You cannot offer a salary above the range” and “The salary of $100,000 is above the maximum of $90,000. Please correct before submitting.”


Try Something New

Workday released this year a chatbot feature that enables users to complete some tasks without ever having to leave the Workday homepage. This feature doesn’t let users complete all tasks (sorry they still need to click into the review to rate performance) but it does make things like requesting time off much more accessible.


These ideas aren’t the make or break things that will determine the work from home policies of companies. They are however some of the things your organization can do to make sure employees don’t lose valuable time they should be spending on customer-facing, business-improving, revenue-generating, value-add work.


Don’t miss out on opportunities to improve the experience of your employees. Whether at home or in the office, their ability to do any aspect of their job easier eventually has an impact on your customers.


To discuss these features or for help coming up with a strategy for getting more out of your HR technology investment, reach out to us. There’s a lot out there and even more to consider when prioritizing and implementing changes. Don’t be overwhelmed, just keep taking the next step forward. Take the Prossimo step.


Andiamo!


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