Last week, we attended an Advanced HR in Financial Services Summit, where we had the opportunity to connect with senior HR and L&D leaders from some of the biggest institutions in the industry. We made a point to embody our company’s values of being bold, human, and perceptive in our interactions with the attendees.
Rather than solely focusing on business, we went in with the mindset of learning and gaining insight into the industry. Our approach paid off as we were able to establish strong connections with these leaders and gain valuable insights that we can apply moving forward. Attending events like this not only allows us to network and gain knowledge, but it also reinforces our commitment to being bold, human and perceptive in everything we do.
Trends for HR and L&D in Financial Services
Metrics Matter, but don’t fudge the feedback
A key trend discussed at the conference found that, metrics and feedback are becoming increasingly invaluable tools for tracking progress and improving outcomes.
- The frequency of feedback is key to ensuring that your monitoring remains both valid and effective.
- Filtering the volume of responses that you receive is also crucial, as you need to be able to take action on the feedback you receive in order for it to be a valuable exercise.
- Personalising responses at scale is another key consideration, as this ensures that individuals feel as though their feedback is both valued and heard.
- Signposting can’t solve everything, but it can be a helpful tool for indicating where to go for further information or how to take additional action in the short term.
Taking the lead in Talent Retention
If you’re tired of losing great employees because they unexpectedly decide to leave your company, you’ll be thrilled to learn that the finance sector is developing new technology that can help you predict the likelihood of your employees quitting. Data analysis is revolutionising the way we understand human behaviour in the workplace, so imagine having the power to identify and address the factors that lead to employee turnover before it’s too late!
However, before it gets to this point, it was also highlighted that when it comes to keeping staff happy in the financial services industry, it’s all about autonomy, trust, and transparency. Employees want to feel empowered to make their own decisions and have the flexibility to do their job in a way that works best for them. They also want to feel that their employer trusts them to make these decisions, without micromanaging.
Breaking barriers to talking DEI&B
As enterprise level companies strive for greater diversity and wellbeing in the workplace, it’s important to facilitate empowering conversations on these topics. But HR may be wondering – are we giving people enough tools to confidently navigate these discussions on their own? At this conference, an insightful speaker shared some thought provoking views on the matter. They suggested that by fostering an environment where everyone feels comfortable simply talking to each other, we can create a more inclusive workplace culture and with the right tools and support, we can empower employees to take ownership of these conversations and drive real positive change. A no brainer on paper, but not so easy to implement at scale, in practice.
Bringing L&D to life with interactive technology
At the conference, we wanted to make sure our presence was unforgettable. That’s why we brought some of our best interactive tech to display. From incredible augmented reality worlds that wowed visitors, and created a digital stand within our stand to showcase our innovation. But we didn’t stop there. Our NFC treasure hunt made the conference even more engaging and interactive for attendees. Overall, our technology breathed life into the exhibition, and we’re thrilled that we could be a part of it. We’re always looking for new ways to innovate and inspire, and we believe that the financial services industry is the perfect place to make a real impact.
