Today the HR scene has changed drastically. Employee experience has trumped employee engagement form the landscape of an effective HR strategy. On its own part, employee experience has come of age from a concept to a phenomenon recognized widely by Deloitte and other important sources.
Just two years back if you could peruse through the latest advancements in the world of talent management- personal, experiences, and employee experience- weren’t even involved in the lingo famous with HR professionals.
There’s one new book by a workplace futurist- Jacob Morgan by the name The Employee Experience Advantage. He has studied deeply the reasons people leave a company in spite of saying and filling out exit interview forms about how they liked the culture, the technology, and everything and are yet quitting their companies.
You know now, employee experience is important. But you lack the resources form where to start. We give you a sneak peek as to what to expect when you are starting out:
- Gather employee data and analyze it: Technology is driving quite a share of HR related work. It’s weird why we don’t use it to its full potential. Feedback software galore. ERP vendors are available which can offer different people analytics dashboards for gathering data about people and analyzing them to reach a hard-core conclusion. The solutions to such conclusions can be ameliorative.
- Master the frameworks of customer experience: Pick out the best practices of customer experience like journey mapping and observational research and throw it into the mixture of employee experience. You will see the results speak for themselves. The frameworks which serve as top performing customer services scores can be referred to for certifying the employee feedback reports.
- Understand entire employee journey: When you take even the minutest detail to challenge improvement of employee experience, you make sure all loopholes in the system are covered. Even the information about people who are not hired and their feedback can add relevancy to your employee experience campaign. The best and the worst company points have to be studied thoroughly as well.
- Learn from the best examples and customize to implement: Learning guidelines which work wonders for other companies can be a great eye-opener as to what you are actually doing wrong. Not much is happening on the employee engagement front and the world of talent management has to scale up their services, modules, tools, and technologies to define what a real talent management strategy is.
- Include cross-functional actions: The world of talent management has its underpinnings in cross-functionality of actions. HR is not a department working singularly. It has to get involving everyone irrespective of their departments or functionalities. Employee engagement is not a one-time survey or program that gets done so that you can move on to the next talent management strategy. It’s the culture and the soul of the company. You can’t take out the soul from the company or for that matter, employee engagement strategy, from the company.