Author: ICG

A few months back, we discussed how social media has a large number of uses in HR, from finding new recruits to managing and branding your company. What we didn’t mention then was how social media can help in crisis management.

A few weeks ago, Shutterfly (a company who helps its customers turn photos into photo books, stationery, and countless other gifts) accidentally sent out an email to many of its customers congratulating them on their new arrivals. The problem was that a majority of the customers hadn’t just had babies.

Some customers took to social media sites and made light of the situation by asking if Shutterfly knew something that they didn’t; many others were offended.

Let’s take a look at how Shutterfly responded and what we can learn from their crisis management via social media:

• Respond ASAP: One of the nicest things about social media is that it is a platform that gets information to customers right away. Shutterfly chose to respond quickly and efficiently by apologizing through company tweets, Facebook comments, and an email.
• Admit to your mistake: People like receiving an apology, and when a company admits to a mistake, customers will be more likely to understand and forgive. It’s important to view mistakes and negative comments as an opportunity to create a relationship, and not a bad mark on your brand.
• Let your customers know that you care: Shutterfly took a large chunk of time out of their day replying to customers’ individual tweets. They didn’t ignore their customers’ feelings and messages, and instead, met them head on.

A mistake like Shutterfly’s is forgettable and forgivable, especially when handled as responsibly as it was. It wasn’t huge compared to company breeches in security or cyber attacks (take for instance, this past week’s attack on EBay), but it was a mistake nonetheless that warranted an apology.

These tips are important to consider whenever an error is made, whether online or in-person. Social media may be a strange world to some people, but it’s also given businesses new opportunities to reach out to customers and make things right. Your co-workers and clients deserve an apology when a mistake has been made. It is easier for a mistake to be forgiven and moved past when it is acknowledged.

Humans make errors—it’s how we respond to our mistakes that shows our clients what kind of person (and business) we are.

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One of the most important responsibilities of a business is to make sure each employee feels valued. What’s the best way to do that? The web is full of advice on how to help your employees succeed as members of your business.

But where’s a good place to start?

By listening to your employees.

Sounds pretty easy, right? Except thinking honestly, many of us know that it really isn’t. There are so many things going through our minds during a work day that actually listening to a person talk doesn’t always happen. We hear half of it, or perhaps none of it at all.

Actively listening is something you can do every day. It doesn’t take research. It won’t take up your entire day. But it is a simple way to make your employees feel like they belong and are valued members of the group.

Specific things to listen for:

• Complaints: Field your employees’ complaints. This is the best way to continually learn about your company and what needs fixing. By listening to complaints, your employees know that they can come to you with any questions or problems that they come across.
• A job well done: Know what is going on in your business. Validate those who have gotten the job done well. A simple “nice job” can go a long way in letting your employees know that you care about their work and can see their progress (though of course, more substantive feedback is always recommended).
• Recommendations: One of the easiest ways to make an employee feel valued is to let them make recommendations on how to further the business. Not every recommendation will lead to something new (and of course, make sure to look into the information given to you), but it’s a good way to generate ideas on how to better your business from within.
• Their lives outside of the office: Remember that your employees are people, too. They have spouses, children, pets, and lives outside of work. Connecting with your employees on a personal level can make it easier for them to come to you with questions, concerns, and ideas.

Not only should you listen to your employees—you should also listen to your clients. Really listening to your clients can help establish yourself as the master of your business; when you know exactly what the clients want, you can easily deliver.

While listening—to both clients and employees—seems obvious, too often it goes ignored in the workplace and beyond. By listening to employees and others, you can help strengthen your team, and make your employees feel valued—a great way to strengthen your overall business. Listening won’t solve all your problems, but it’s certainly a great place to start.

Have any questions about anything we discussed today? Or, have something you’d like to add? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn. We’d love to hear from you.

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In recent years, there’s been an increase in people speaking out against certain types of technology and our dependency on the Internet, smart phones, social media, and iPads (to name a few). In March, there’s even a National Day of Unplugging that asks people to pledge against using their phones, social media, and the Internet for twenty-four hours.

In a recent article published on the New Yorker’s website, Casey N. Cep wonders how the digital age turned into the age of technological anxiety. Perhaps the problem with the idea of unplugging is that we are going about it in the wrong way.

Spending a weekend, a day, or even a few hours away from technology might be a good way to rejuvenate ourselves. It’s possible that unplugging can also help us to embrace technology for its endless benefits. When we force ourselves to stay away from technology, we are also forced to see how our lives are changed (for better, for worse) by technology.

But what about a business? Maybe it’s harder for a business to unplug. It might even be dangerous to be out of contact with clients, but an article from Forbes gives five reasons why it might be beneficial to unplug after a workday. As stated in the article, unplugging is a great way to mentally recover and get ready for the next day.

Unplugging doesn’t have to mean disregarding your job duties. It can be something as simple as putting the phone down during dinner or limiting your social media checks throughout the day.

It all comes down to balance.

It’s important to remember that technology was invented to help us connect. It has the power to help us maneuver our busy lives and alleviate certain pressures of the business world, and it’s all at our fingertips. Whether or not you unplug is up to you, but there’s certainly something to be said about urging people within your business to be away from technology every once in a while.

Here at Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. Have any questions about SAP? Feel free to contact us via the contact page of our site, or on Twitter or LinkedIn. We’d love to hear from you.

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In February, we talked about how HR can effectively use social media. A blog is an extension of social media, and in many ways can do more for your business than what Facebook or Twitter alone can. Blogging can be a great tool for HR departments, especially when trying to drive potential clients to your website.

Here are a few examples of how a blog can be a great addition to your business:

• Accountability: In order to write an efficient business blog, you have to stay active and up-to-date with technology and news happening in your industry. By knowing what is going on in the world of your business and your industry, it becomes easier to answer any client questions that come your way.
• Connection: Blogging brings an audience, some that are familiar with your business, and some that aren’t. When a blog is posted, it can be shared on multiple social media sites, which exposes your business to people that might not have found your website otherwise. Building a connection between your business and potential clients is one of the most important relationships you can establish.
• Traffic: When it comes to blogging, one of the most important things to keep in mind is how it can work to bring new visitors to your site. Blogs generate buzz, especially when done correctly. And after reading an excellent blog post, many people will click around your website to other pages that establish your business and let the audience know what your company has to offer.

Truthfully, a post might be the easiest way to get a potential client to your website. We don’t mean to say that blogging is easy; it’s hard work, but once you’ve established your blog, your content can bring countless visitors to your site when executed correctly.

A blog is a great first step in getting your business noticed. Is your business interested in starting a blog for your business, but you aren’t sure how? Check out Hubspot’s article on how to write an effective blog post.

At Integrated Consulting Group, we specialize in the design, development, and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. We believe in an all-encompassing approach, and if you have any questions about SAP HCM or Human Resources, feel free to contact us via the contact page of our site, or on Twitter or LinkedIn. We’d love to hear from you.

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Corporate wellness programs have been gaining in popularity for some time now–many companies offer a corporate wellness program, offering cheaper insurance and other benefits to those who enroll.

These types of programs have only been made more popular with the rise of wearable fitness technology, which helps keep better track of individual and organizational fitness. But why are so many companies interested in corporate wellness?

Corporate wellness programs offer many benefits, including some of the following:

• Cheaper insurance costs: Many insurance companies offer lower insurance premiums for companies that offer employee wellness programs; more fit employees are less at risk for health problems. Today, many businesses are finding that wellness programs have been great sources of decreased costs–and some have even reported significantly fewer sick days since starting their programs. Wellness programs can be a great way to lower costs in an otherwise expensive space.
• Increased productivity in the office: When you invest in a corporate wellness program, you’re not just getting healthier employees–you’re getting more productive ones, too. Employees “who are thinking about improving their lifestyle on a regular basis” are more likely to succeed in the office than those who aren’t. The more that the office can be perceived as a healthy environment rather than one that causes stress, the better.
• Better recruiting and company culture: Finally, corporate wellness programs often have benefits in terms of company culture and recruiting. Especially for millennials, who place a high value on corporate culture (and not just the work itself), programs that promote a healthy culture can lead to better recruiting. While this is less of an issue for more experienced workers, companies seeking to build a strong culture and recruit young talent should put this into consideration.

Corporate wellness programs aren’t a problem-solver for everything you’ll encounter in the workplace, but they can help tremendously in crafting a sustainable culture, and yes, even increasing profitability for the company over time thanks to money saved on insurance and increased productivity by employees.

If your business is thinking about offering a corporate wellness program, now is as good a time as ever to get out there and start weighing your options for helping encourage better health amongst all of your employees. Better health is hardly ever a bad thing!

Here at Integrated Consulting Group, we specialize in the design, development and customization of SAP Human Capital Management business software for leading edge North American companies with global reach. We believe in an all-encompassing approach, and would love to answer any questions you have about SAP HCM or Human Resources. For any questions, feel free to reach out via the contact page of our site, or on Twitter or LinkedIn.

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A recent article in the Wall Street Journal, called “Companies Say No to Having an HR Department,” notes that companies ditching traditional HR are finding that “the only thing worse than having an HR department is not having one.”

While HR is often perceived as a pain, it doesn’t have to be that way. Human Capital Management software, coupled in with the right people, allows your HR department to function like it should instead of continuing to carry a negative perception.

Here are a few reasons why a well-run HR department is so important:

1. Centralization of HR-related issues: Centralization of HR-related issues is a great way to make sure that every employee is always honing their skills in their areas of expertise. A decentralized HR structure (i.e. no HR department) may indeed foster autonomy throughout the company in some rare instances, but in most cases, it’s best to have a single department that focuses solely on HR- and HCM-related issues.
2. Experience and knowledge: As WSJ notes, there comes a point where “managers often lack specialized knowledge that is crucial for keeping a company competitive and on the right side of the law.” While working without an HR department may work for very basic tasks, there’s no replacement for the knowledge and experience of a competent HR team. When your company has such a team, you can make sure that you’re staying on the right side of the law and operating as efficiently as you should be.
3. Conflict resolution: Personnel issues can become very complicated as your organization grows larger. Having a department dedicated to solving such issues ensures reasonable resolution of conflicts that can arise between employees. Without an HR department, that responsibility falls upon other employees, and may fall outside of their areas of expertise–an easy way to end up in a bad situation.

These benefits are truly only the beginning. Possessing a well-run Human Resources department–and even better, one that uses tools like SAP HCM to maximize efficiency and effectiveness–positions your business to succeed through the good times and the bad.

The key here is to have a well-run HR department. Human Capital Management software helps, but as one commenter on the Wall Street Journal notes, “If HR is the enemy and a pain, you have the wrong people.” Your HR department should be a value generator, not a source of conflict.

The benefits of Human Resources are many–and the next question is how to unlock all of those benefits. If you’d like to learn more about ICG’s SAP HCM solutions, or how we can help your entire business–HR included–let us know on Twitter or LinkedIn. We’d love to hear from you and would be more than happy to answer any questions you may have.

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Photo credit: Wall Street Journal

As Steve Bogner of Insight Consulting Partners jokes about SAP, “once you get into payroll, you don’t go back.”

While the SAP HCM Payroll module is immensely useful, taking full advantage of its functionality requires an intimate understanding of the processes at play behind the scenes–something that isn’t always easy, given how many factors are involved.

This is a well-known dilemma for many business owners using SAP HCM software, which is exactly the reason that the SAPinsider studio hosted an SAP panel at HR 2014 with Mike Timm, Brigid Sternberg, and Steve Bogner. The panel brought together three great SAP HCM consultants, including ICG’s own Mike Timm, to discuss some of the most popular topics surrounding SAP Payroll.

The discussion includes conversations about how to address gaps in payroll functionality and implementations, how organizations can improve payroll processes, and tips for addressing various payroll deductions. Mike Timm brings his versatile experience from his current tenure with ICG into the equation, offering up substantive advice to businesses in the SAP HCM space.

This SAPinsider studio panel is one of the many events that took place at this year’s HR 2014, and the SAPinsider website is home to a wealth of information for both consultants and businesses utilizing SAP HCM software. To see the video from the SAPinsider studio at HR 2014, visit the website here.

And to learn more about ICG’s services and how we can help your business with your SAP HCM–including SAP Payroll–needs, contact us through our site here.

Just yesterday, SAP announced that it has entered into an agreement to acquire Fieldglass, a “provider of cloud-based vendor and labor management services.”

As Business Cloud News noted, SAP “said the acquisition will help bolster the company’s enterprise resource management offerings amongst businesses that require strong contingency-based resource management capabilities.”

With the rise in popularity of the cloud, more and more businesses have been looking for HCM software that utilizes the flexibility and scalability that the cloud offers. And with SAP’s acquisition here, there’s a very good chance that we’ll continue to see more cloud integration from SAP HCM, something that’s bound to be a good move for businesses who need that flexibility and scalability we just mentioned.

Bill McDermott and Jim Hagemann Snabe, co-CEOs and members of the executive board of SAP AG, mentioned that “SAP’s innovations in cloud, in-memory and mobile technology are transforming workforce management. We look forward to extending our leadership position, increasing our sales and delivery capacity and introducing our winning strategy to new markets.”

Although it remains to be seen what new features SAP will start including in their software with the acquisition of Fieldglass, we’re excited to see what the future holds for cloud-based HCM and HR services.

If you’ve been following our blog within the past couple of weeks, you’ve probably seen the many posts we’ve done recently on HR 2014.

And even if you haven’t been following our blog, if you’re involved in the SAP HCM space, you’re probably very familiar with the many HR and SAP HCM conferences that take place throughout the year.

Business conferences are a great time to learn and to network–but there is certainly a right and a wrong way to go about attending them.

Making the most of a business conference takes preparation, careful planning, and a bit of business know-how, but with proper preparation beforehand, nearly anybody can walk away from a business conference with new knowledge, some new connections, and even new insights into the business world.

Here are 4 of our favorite tips for making the most of a business conference:

1. Learn the schedule ahead of time: Most business conferences have an incredible amount of events and speakers–HR 2014 just two weeks ago had 120 sessions and almost 100 speakers. By learning the schedule ahead of time–and not just scrambling to go to events throughout the conference–you can make the most of your time and capitalize on the opportunity to see a handful of great speakers all in one place.
2. Look at the conference as a learning experience–not just a networking opportunity: All too often, business people see business conferences as an opportunity for selling, leaving them to forget about the learning that can occur (Ivan Misner of BNI recalled a time where he asked the audience who was hoping to sell–all 900 raised their hand–and who was going to buy–none raised their hand). While they are great networking opportunities, conferences are also absolutely great for learning, and you’re doing yourself a disservice if you don’t view conferences as a learning experience as much as you do an opportunity to meet new people.
3. Distill every talk down to one key takeaway: Scott Belsky of Behance had a great tip about conferences: distill every talk down to one key takeaway. After each speaker at a conference, Belsky recommends asking yourself what struck you about that speaker–what did you learn, and what could you potentially even apply to your own work? By writing down these key takeaways, you make it much easier for yourself to get tangible value from the conference, and these takeaways are also great ways to keep everything organized in your head weeks and months after the conference.
4. Remember to always follow up: Finally, if you are using a business conference as a networking opportunity–as we certainly think you should–remember to follow up as soon as possible. If you put following up on the backburner and say that you’ll just “do it later,” chances are, you’ll lose track and potentially lose a connection. Don’t let the new people you meet slip through the cracks–follow up with them a day or two after the conference.

Although these tips aren’t the be-all-end-all for business conference planning and attendance, they’re certainly good things to keep in mind when attending any business conference, whether in the world of SAP HCM or beyond.

Keeping these tips in mind can help you get the most out of great conferences like HR 2014–which our founder and Managing Partner Mike Timm just attended–and lead you on the path to success.

Do you have any favorite tips or recommendations for making the most of a business conference? Let us know on Twitter or LinkedIn–we’d love to hear your thoughts!

As we mentioned in our last post about HR 2014, HR 2014 was truly a delight.

To wrap up our several-post series about HR 2014, have a look at the rest of my photos from this year’s excellent conference:

Want to learn more about how ICG’s SAP HCM solutions, or how we can help your entire business–HR included–run more efficiently? Let us know on Twitter or LinkedIn–we’d love to hear from you and would be more than happy to answer any questions you may have.