For CEOs and managers across America, a key priority in 2019 has been to improve the employee experience. At a time when workplace satisfaction and engagement are crucial prerequisites to long-term retention and optimum employee performance, the experience factor can no longer be relegated to a quiet corner – it now demands to be addressed in almost every business.
In fact, the Corporate Leadership Council reports that highly engaged employees are 87% less likely to leave their companies compared to their less engaged counterparts.
If you’re still only considering training as a method to improve employee experience – the sum of everything an employee experiences in your organization – our post sheds light on a few additional strategies you can demo for improved workplace metrics!
With the workforce pivoting towards a younger, more dynamic audience, organizations need to embrace the latest tech, including automation and AI in order to cater to new needs and demands.
Through the use of collaboration tools and sophisticated hardware, employees can not only execute their tasks with greater precision and efficiency, but HR managers can also use the resulting analytics to improve the employee experience.
Predictably, this sort of data can help employers understand where they need to improve and more importantly, to avert any impending issues by taking the required action. Remember, these tools won’t just woo your employees; the right software and hardware can drive workplace engagement and performance exponentially.
A shocking reality for most companies, nowadays, is that financial incentives aren’t the only things that matter to employees.
Workers now want opportunities to grow personally and professionally and work for companies that give them the space to improve existing skills and develop new ones. In this process, the ability to manage one’s own work and increasingly, more flexible working arrangements, are becoming high-priority items on employee wish lists.
Unlike baby boomers, millennials are also more concerned about work-life balance. If you’re looking to improve employee experience across your organization, this is probably a good place to start.
As we’ve discussed numerous times on our blog, personalized training and talent management is an incendiary trend, setting flame to much of what we thought we knew about this subject.
At present, you can’t get away with assuming all employees are at the same level and possess the same goals in terms of skills development – even those within a single team. Managers and team leaders need to have conversations with those under their charge and understand how each employee needs to be trained and what resources they need to be provided with, in order to boost their professional growth and their contribution to the company.
Here, human capital performance tools that leverage personalized, DNA-based insights can, perhaps surprisingly, help you improve employee experience in this regard. Not only do certain platforms tell you exactly what each individual’s strengths and skills are, but they also shed light on the best ways to train and communicate with them!
It’s easy to approach HR management with a cookie-cutter mentality: Manage, hire, train, repeat.
Yet, at a time when employee needs (and employees, themselves) are more complex, HR professionals have their work cut out for them. While standard practices still need to be followed, this means that managers need to actively address the HR/personnel needs employees actually experience.
With a good feedback system in place and by having frank discussions with your employees, you’ll be able to meet their needs and address their concerns much more effectively.
Workplaces and work culture are evolving concepts that are beginning to centralize employee experience as a true measure of organizational success. Unlike the past, workers, nowadays, want to contribute to organizations that value them and participate in a work environment that’s conducive to personal and professional growth.
By following some of the strategies we’ve outlined above, give your employees an organization worth making sacrifices for – you’ll thank us, later.