Did you know that according to research only 15% of employees are engaged in their work? An employee's relationship with her leader has the highest influence on work engagement.
The past year has affected leadership practices in many companies, as at least a part of the employees has been working remotely. Remote work has increased the importance of regular interactions, as spontaneous social encounters at the office have been at a minimum. The fact that work has become more self-organized and at least partially virtual requires leaders to adjust their way of working and to acquire new kinds of expertise to develop their working communities. In the future, leadership will no longer be tied to any particular location.
Digitalization and robotization will increase work efficiency and widely influence our lives. These trends will also change leadership in many ways. In a more complex world, empathy and the ability to listen are sought-after attributes in leadership. Over time we will experience a shift where a leader’s role is to serve the organization and enable other people’s success. Traditional hierarchies make room for self-organization.
CRM's have transformed how we manage our customer relationships. We want to do the same for leadership.
For organizations, there is a wide range of software available for business and organizational development. During the past years, the greatest development has taken place in software used in the customer interface, such as CRM systems, e-commerce, and marketing automation. However, in terms of employee experience, HR and leadership, this development has only begun. Although leaders play a key role in creating the employee experience, there aren’t that many digital solutions that can help them in their day-to-day work. We want to do the same to leadership as CRM systems did to sales, marketing, and customer service.
Traditionally, organizational development becomes a priority in conjunction with employee surveys once or twice a year, which is a quite reactive approach. With regular interactions, follow-up, and feedback, leadership becomes more proactive and issues can be solved before they develop into problems. For example, according to a study by the American O.C. Tanner Institute, guided and regular one-to-one discussions can reduce burnout risk by up to 84%. Humbol’s digital service guides leaders to have regular interactions with their team and automate routines to have more time for better leadership.
We believe that there is a huge untapped potential in developing our interaction models and herein lies also the key to solving many of the challenges in working life. If we can influence organizations to have better interactions and increase engagement, we can influence the lives of numerous people and bring stability, continuity, and support in an ever-changing work environment.
This is why we created Humbol.
Our mission: “To impact people and their lives, one interaction at a time”.
Humbol Oy was founded by Antti Turunen, Jyri Kytömäki and Andy Lundström. Our brand, Humbol, consists of two words: Humble and Bold, two characteristics that we believe we need to create great workplaces and deliver more happiness. We hope that you connected with our message and join our story as a customer, a crew member, or a follower.
Jyri, Antti, and Andy
Humbol helps leaders be more systematic and productive both when they are present and remote. Simultaneously it helps top management to understand the leadership impact, identify gaps and prioritize their efforts.