Business leaders need to invest in interactions, the environment, and structure of employees’ experience during their tenure with a company.
After decades of concentrating on issues like employee satisfaction and engagement, many human resource teams now measure the quality of employee experience as it blankets all the aspects of their employment, as mentioned above.
This approach has expanded HR’s understanding of what employees go through on a typical day in the life cycle of their employment, from the recruitment stage to training, engagement, continuous development, etc. A good employee experience makes an individual more appreciative of their job and committed to planning out a future with the organization.
Essentials of Employee Experience
The key features of suitable employee experience that a company expects to influence include:
- Company Culture
- Tools and technology
- Diversity and inclusion
- Performance management
- Emotional response
- Physical environment
- Professional development
These elements are all crucial as they may play a significant part in shaping an employee’s time with the company.
According to a study from Towers Watson, the value of focusing on employee experience for the business is commitment geared towards organizational success. The research concluded that organizations offering consistent, intense employee experiences beat competitors in the industry by an average of 4% according to reports on key performance metrics over three years.
This article explores the Impact of HRIT in organizations to provide the best workforce experience for their companies. Here are the key thrusts to transform your company’s approach to employee welfare:
Communication is vital in nurturing company culture. For employees to fully understand how they can contribute to the organization, they must understand the company mission, its values, and how these two fundamentals will influence their core mandate and the ethics laid out for the business.
Glassdoor’s research on Mission and Culture Survey established that nearly 80% of the workforce in the U.S and Europe, mainly the U.K., Germany, and France, study a company’s culture before applying for a job. In comparison, 79% consider a company’s mission statement while using it. Some of these perceptions may change due to innovation and economic hardships; regardless, it is evident that culture plays a significant role in the workforce’s current youthful individuals.
Tools and Technology
Tools and technology are a must-have in the workplace since employees use it in their personal lives. The tech provided at the workplace determines what they experience in the workplace. Employees anticipate that the technology at work to be both user friendly and powerful in terms of speed and memory capacity.
HR should address challenges faced by employees with their tools to make the job easier. HR should work closely with the IT department to ensure all issues are settled within acceptable timelines to minimize dead time zones in employees’ timesheets.
The key here is for HR to listen to employees, identify areas for improvement, followed by thoughtful decision-making. The decisions made by HR enable the fast adoption of technology, making employees work smarter and enhance their function even further.
Diversity and Inclusion
D&I is a sensitive area, and it requires more action than mere lip service when it comes to employee experience in organizations. Content employees stay longer in a company where they feel appreciated and more engaged in a diverse work environment. Minority groups are more likely to experience job satisfaction if they’re involved and appreciated, just like everyone else.
Companies with diverse workforce groups have a broader range of skills, perspectives, and experiences to tap into, giving the business a massive advantage with creativity, innovation, and multiple strategies to consider. These companies are more productive, post huge profits, and are more adept when dealing with complex situations.
Organizations committed to diversity and inclusion recognizes the need to continuously engage their staff through technology as an innovation building block.
HR managers and line managers dread quarterly meetings where they justify performance processes and measure the business profitability against marketing funds and recurrent expenditure – not to mention the elephant in the room – salaries and perks.
This is one of the most significant sources of frustration for the leaders and the employees involved, as it is always under the radar for continuous improvement. It is with this regard that managers think through innovative ways to entice employees with all the necessary tools as motivation for development, meeting outlined targets, and achieving goals.
The key to effective performance management is focusing on employee experience. What they stand to gain in the end largely determines their engagement levels and commitment to the job daily.
Consistent communication, expectations, job description, and employee’s role are the essential things in business environments. If goals are not well communicated, then employee experience becomes a farce, and individuals feel frustrated and confused if they do not fully understand how they fit into the company.
Open feedback (through emails, online reviews – using HRIS/HRMS, etc.) is crucial to a trustworthy employer-employee relationship. The HR manager should adopt an open-door policy to encourage feedback without retribution to make employees feel appreciated and heard.
HR teams and direct managers should handle information with strict confidence at all times when required to do so. It gives everyone a sense of security whenever they have issues to share with the management teams.
Physical Work Environment
Office spaces are rapidly changing. We have flexible working tools that allow employees to work from anywhere with mobile electronics, using WI-FI and the growing sit-stand work stations.
The work from home experience is famous among startups and small entrepreneurs. Large companies have also adopted the option to have field employees’ work from their assigned stations and only report to their respective offices on a need-to basis.
HR has seen the need to equip staff with flexible working tools to help deliver the company’s goals. Assisting employees to adjust to comfortable workspaces and enabling continuous productivity in that environment is a great way to support employees and show the organization’s interest in their success.
Enhanced hygiene facilities and personal protective equipment are other keen areas for staff working in the industrial and the health sector.
These are crucial factors in what workers expect as part of their experience. The design of workplaces, including spaced workstations, also provides significant considerations for HR managers going forward.
Continuous development and coaching geared toward performance management lead to professional development. When employees learn and grow, using innovative tools, they become more engaged in their work and appreciate the company by staying longer.
They look forward to a brighter future in the organization. Development is an integral part of employee experience, and HR should encourage learning using innovative ways to maximize on retaining skilled staff in their organizations.
HR and IT are the ideal stewards of values, systems, and employee experience in the workplace. HR and IT teams should continue connecting systems and processes that track employee experience through the data coming from all tech tools to measure service and real success.
Like all relations, there will be bumps. For example, IT teams want to help, but there are costs associated with innovative systems for every area of HRIT experience on the proposal table. The two departments can work together to create a reasonable budget, timeframe, and impact as the way forward.
HR must realize that each employee has personal objectives, goals, and priorities; through technology, they can manage their goals while aligning with company targets and goals. Employees need support as all stakeholders work towards achieving the same outcomes.