The third installment of our interview series features Emmanuel Djengue, an influential figure in the HR Tech industry. He is the CEO & Co-Founder of Kaatch, an award-winning platform designed to connect companies with global talent networks, particularly focusing on narrowing job opportunity disparities in emerging markets.

Before founding Kaatch, Emmanuel had a successful career in reinsurance and was recognized globally among the top 40 DE&I Champions in insurance. His transition from reinsurance to HR Tech was driven by his passion for innovation and behavioral science, which he leveraged to create Kaatch in 2024.

Emmanuel’s expertise in digital transformation within the insurance industry is well-documented through his published works and over 100 presentations across the EMEA region. He is also known for his role as the Innovation Director at RGAX, where he focused on developing innovative projects to enhance services in the insurance sector.

Join us as Emmanuel shares his perspective on addressing the global skills gap, diversity as an innovation accelerator, and the vital importance of building communities and fostering connections at work.

Q: The workplace seems to be at an inflection point. The rise of AI and remote/hybrid work are fundamentally changing the ways in which we communicate and interact. In your opinion, what are the three biggest challenges facing organizations today in terms of fostering a positive culture and employee experience?

Emmanuel: In my opinion, the three biggest challenges facing organizations today in terms of fostering a positive culture and employee experience are embracing and defining diversity, addressing the skills gap, and adapting to remote and hybrid work models.

While diversity is widely recognized as essential for fostering innovation and generating new ideas, many organizations struggle to define and implement it effectively. This creates a disconnect between the company's diversity goals and the actual experiences of employees. A lack of clear diversity policies can lead to an environment where employees do not feel valued or included, ultimately affecting their engagement and satisfaction. Additionally, without proper implementation, diversity initiatives can appear superficial or performative, undermining trust in leadership.

A significant number of executives and managers anticipate current or future skills gaps within their organizations. This skills gap can stem from rapid technological advancements, changing industry requirements, and evolving job roles. The skills gap can lead to decreased productivity, innovation, and competitiveness. Employees may feel inadequately supported or overwhelmed, which can diminish job satisfaction and retention rates. Addressing this challenge requires ongoing training and development programs tailored to both current needs and future trends.

The shift to remote work, accelerated by the COVID-19 pandemic, has revealed that not all organizations are equipped to maintain a cohesive culture and effective communication in a fully remote environment. Some companies were established with in-person interactions as a core element of their culture, while others have successfully transitioned to remote work. Organizations not ready for remote work may experience decreased collaboration, weakened team dynamics, and a sense of isolation among employees. This can negatively affect employee morale, engagement, and overall productivity. To address this, companies need to develop robust remote work policies, leverage appropriate technologies, and foster a culture that supports virtual collaboration and communication.

By tackling these challenges head-on, organizations can create a more inclusive, skilled, and adaptable workforce, ultimately leading to a positive employee experience and a thriving organizational culture.

Q: As a CEO and Co-Founder, what has been your experience with communities in the workplace? Can you share your thoughts on why communities are receiving more and more attention within organizations?

Emmanuel: At Kaatch, we have built our offering around leveraging communities to address the global skills gap, recognizing that communities are a crucial factor in building lasting and impactful organizations.

Our platform allows people to hire talent from within the communities they belong to, which has proven to be highly effective. For instance, a global proptech company recently reached out to our team to hire someone with a finance background and startup experience. After months of unfruitful searching on their side, the Kaatch team resolved their challenge by tapping into the community of young insurance leaders in less than 24 hours, finding the perfect match for the company. This example demonstrates the power of communities in connecting organizations with the right talent efficiently and effectively.

Another case involved a European media company that needed a specific type of trainer for their team. By leveraging the community of instructors developed by Kaatch, they were able to find the right expert. Without this community link, sourcing, finding, and booking such a specialist would have been a daunting and lengthy process.

These examples highlight why communities are becoming more central to organizational strategies. Communities bring together individuals with shared interests, expertise, and goals, creating a supportive environment where members can thrive. They facilitate access to a diverse pool of talent and expertise that might otherwise be difficult to reach. Additionally, communities encourage continuous learning and development, as members share knowledge and experiences, leading to overall growth and improvement within the organization.

Q: Feeling connected to others and having a sense of belonging is often overlooked, yet it is vital for our overall wellbeing. From your perspective, why is fostering human connection and a sense of belonging so valuable in the workplace?

Emmanuel: Firstly, the proverb, "If you want to go fast, go alone; if you want to go far, go together," encapsulates the essence of why building communities and fostering connections is crucial. When individuals feel connected and part of a community, they are more likely to collaborate effectively, support each other, and contribute to the organization's long-term success.

Brian Chesky, one of the founders of Airbnb, articulated this well in an interview where he discussed the importance of communities, especially during the crisis Airbnb faced during the COVID-19 pandemic. Chesky emphasized how the crisis underscored the need for building strong links within the organization, reinforcing the idea that human connections are foundational to resilience and recovery.

Consider the feeling of attending a class because your friends are there. This sense of anticipation and connection can be mirrored in the workplace. When employees feel they belong and are part of a community, they are more motivated to come to work, engage with their colleagues, and contribute to a shared mission. While work may not be a family gathering or a best friend reunion, it can still serve as a powerful connector between people.

Creating a sense of belonging in the workplace leads to numerous benefits. It enhances employee engagement, increases job satisfaction, and reduces turnover rates. When employees feel valued and connected, they are more likely to go above and beyond in their roles, fostering a positive and productive work environment.

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