We’re addicted to technology, the cliché goes. And we’re addicted to technology; reality knows. A lot of reality says so, actually, and if you frequent the #HRTechChat hash tag, you may have firsthand experience with the affliction of technology addiction. Your probable addiction to HR technology is in fact the focus of HRTechChat Episode Nineteen, which takes place today at 4pm ET / 1pm PT—yes, that's today.
Just about anything is OK in moderation—especially moderation, says the addict. And that probably is OK, if the addiction’s a healthy one….to a point. Say, for instance, you have an addiction to the data that technology helps to spit out about your workforce. That’s great. A tunnel-vision focus trained on the numbers may interfere with your ability to sense the state of your workforce. Jedi mind tricks don’t need technology, and concerns over what is actually a healthy addiction to numbers may just be folk wisdom gone awry—unless that addiction plays out as an unhealthy obsession with numerology.
Healthy and Unhealthy Additions, Healthy and Unhealthy Subtractions
One letter separates addiction from addition, and that might be by language’s unconscious design. We tend to add more of anything we're addicted to, and the substances we can abuse run rampant: social media, mobile gadgetry…the list goes on. Maybe your ATS has become a façade that your employer brand can no longer afford to maintain. Perhaps you’re Skype-messaging your employee two cubicles down the aisle and calling that engagement, instead of sitting down with her and engaging. Are you calling face-to-face F2F? If you consider it a big deal to sit down in real life with a coworker, even when you’re not on a virtual team, you might be a technology addict.
Just as an addiction to an illegal or legal drug can become a crutch for the user, who seeks to avoid reality, technology can be a crutch for real interaction and real work. Yet some technological additions to the mix catalyze better communication with, and management of, staff. Let’s not forget that. Social media–based performance management comes to mind.
Then there's deprivation: the subtraction of something from the mix. Some disorders cause us to deprive ourselves of food, foolishly. Similarly, depriving ourselves of some HR technologies, just for the sake of the resistance, is foolish, too. But a change in diet might be in order, as well. What if, for instance, you can’t quit that clunky ATS? How do you do so anyway when you can't have it weighing down your organization anymore, separating your department from the reality of the world outside?
Intervention: #HRTechChat Episode Nineteen—Wednesday 5/30 @ 4pm ET / 1pm PT
Maybe you’re concerned about how much HR technology you’re using or not using. You’ve come to the right place. Please join #HRTechChat today at 4pm ET / 1pm PT for an intervention, a group therapy session designed at once to release us from the bondages of unnecessary HR technologies and introduce us to the ones that do indeed feed our souls. Following are the questions that @talentmgmttech will tweet, to drive our discussion. Tweeting alongside will be Brent Skinner, contributor to HRO Today, and his co-hosts at-large Sean Charles and Meghan M. Biro. If you’re feeling comfortable with the amount of HR technology you use, we’ll need your help to talk it out with those who aren’t.
- Q1: State your case: Are we using too much #socialmedia or #mobile in our #hrtech? Why or why not? #HRTechChat
- Q2: Time for some self-reflection: Which #hrtech would you go nuts without, but should quit anyway? #HRTechChat
- Q3: Which *one* #hrtech is so addictive that you should never, ever try it? Why? #HRTechChat
- Q4: It’s old, yes, but that doesn’t mean it’s safe. Name some once-necessary #hrtech that now imperils orgs. #HRTechChat
- Q5: Which HR technologies should we partake in liberally, even though they get a bad rap? #HRTechChat
- BONUS QUESTION: Name at least one illegal narcotic classified as Schedule 1 by the United States government. #HRTechChat