Companies that want to remain competitive in the digital age need highly-productive employees. Getting the most out of the human capital available to the organization means that companies need to provide an employee experience that draws and retains top talent in the industry.
A top-quality employee experience means that companies need to operationalize and optimize the design of digital experiences. Here are three steps to consider.
Step 1 – Identify Organizational Pockets of Value
Before companies start with the process of digital transformation, they need to consider the business outcomes they want to achieve. Improved employee retention, satisfaction, and enhanced productivity are all worthwhile objectives.
Prioritize workforces for digital transformation based on the possibility that an enhanced EX might drive further value into the company through improved productivity and communications. For example, both accounting and sales are vital for any organization. However, boosting sales performance boosts revenues.
Step 2 – Look for “Moments that Matter”
Managers and IT mustn’t make assumptions on the experience your employees want. Instead, make use of data like analytics, internal surveys, and social listening to understand the moment that matter to your employees.
When employers have this data, they can start with the design of personalized employee experiences that offer human digital choices that empower employees to reach their productivity targets.
Step 3 – Engage with Employees During Design and Implementation
Organizations need to apply a customer-centric approach to reinventing the employee experience. Working with employees to co-create the ideal employee experience is a key principle of the process that employers need to follow.
Companies need to ask the question of when employees want to learn, and what value can the organization offer the employee in terms of development and career advancement opportunities? Today’s modern workforce demands developmental opportunities as part of EX.
Organizations and managers also need to work with employees to understand how to incentivize work as well. When executing new experiences, companies and managers must take a holistic view of the tech, addressing issues to optimize the experience.
Piloting new employee experiences with a beta-group of key personnel provides an excellent opportunity to assess its impact on workplace productivity and business value.
Make it a Human Experience
Human interactions are at the heart of all workforce productivity and engagement. Research shows that human experiences pay off in the workplace, even for digital natives. Gen Zs state they prefer face-to-face engagements with management and colleagues where possible.
Managers will need to pay attention to the fact that 59% of Gen Zs would rather make a lower salary, but work for a company that motivates and inspires them to perform.
To strengthen the human employee experience, HR has to take the role of establishing a company culture of communication and collaboration. More than 80% of business leaders state that HR offers the opportunity to boost employee performance through coaching and enabling employees to utilize HR processes.
In the coming decade, those employers winning the skills war will be those that place a human-centric persona on their employer brand.
