Smartphones

Don’t ‘Phub’ Your Way into Grievances

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Many of you may not have heard the term “phubbing” or “being phubbed,” but you probably have done it to someone else, or experienced it first-hand.

In today’s workplace, we need new words to explain our interaction with technology. Phubbing is the combination of being snubbed by someone who is using their smartphone to ignore you. And it’s no surprise this social behaviour is affecting our workplace relationships.

Why should a HR professional who works in a unionized environment care about this concept of phubbing? Well, the main reason is it erodes trust, and whenever you erode trust in a unionized environment, you get more grievances.

More grievances make it harder to maintain positive labour relations in the workplace. Phubbing can very easily damage trust and employee engagement, and now research from Baylor University’s Hankamer School of Business is shining a light on this issue.

How do supervisors destroy trust, by violating the psychological conditions that breed trust and lead to employee engagement? Here are the results of the research:

  • 76 per cent of those surveyed showed a lack of trust in a supervisor who phubbed them
  • 75 per cent showed decreases in psychological meaningfulness, psychological availability, and psychological safety with phubbing

All of this will reduce employee engagement. HR needs to be aware of phubbing and how it affects its organizational cultural. HR must take the lead role in organizations by understanding the vital importance of face-to-face relationships in the workplace and put measures and practices in place to decrease opportunities to phub and to increase opportunities to have meaningful conversations.

Read more at about phubbing here.

Discussion questions:

  • What are five things HR can do to decrease the incidents of phubbing?
  • What are five things HR can do to formally increase the incidents of meaningful conversations between supervisors and employees?

Are You Mobile, Ready and Willing to Learn?

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To say that the power of mobile technology has changed our world, would be stating the obvious! Every single person who has a mobile device is holding a wealth of information, literally, in the palm of her or his hand.  With great power, comes great opportunity – Or does it?

Source: Purestock/Thinkstock
Source: Purestock/Thinkstock

The following article discusses how access to employee training can easily be provided through individual employee mobile devices.

Click here to read the article. 

Since the technology is already in place, it appears to be a natural step in the evolution of training methodologies to push workplace programs through mobile technology.  If employees are playing Candy Crush Saga during their ‘lunch breaks’ on their mobile devices, why not provide them with training applications and games that promote workplace knowledge at any time?

This is where the boundaries of work/life distinctions start to become blurred.  Just because the technology is able to provide the training, should employees be willing to participate?  What if the employee uses their mobile device to do work place training after working hours?  Will we need to pay for overtime?  Who owns the technology? Is the device the property of the employee or the employer? Will we need to track employee access patterns 24/7?

These questions will continue as long as technology continues to drive increasing changes into our workplaces.  Our job, as HR professionals, is to figure out how we can catch up to these changes.  We have the choice to, either shape how technology should be used or be shaped by the technology that we must use. We may not like what the later option looks like.

Discussion Questions:

  1. Why would employees be resistant to workplace training through mobile devices?
  2. If you had to use your mobile device to access workplace training would you do so after ‘working hours’? If yes, why?  If no, why not?
  3. What types of training would be easiest for employees to access through mobile devices?
  4. What types of training programs do you think you would not want employees to access through mobile devices?