HR Payroll

9 steps to a great employee experience

Improving employee experience

Here are our 9 steps to create a great employee experience:

1. Understand immediate, mid- and long-term business needs

2. Profile your existing workforce against these

3. Realize any immediate or future talent gaps

4. Build a talent acquisition and growth strategy to preempt future needs

5. Review rewards and compensation policies against changing expectations

6. Create a ‘workplace’ that supports a digital workforce

7. Consider the implications of automation, machine learning and artificial intelligence

8. Map the above needs and findings against your HR transformation objectives

9. Get started!

The psychology of success

One of the immediate challenges organizations must fix to remain a viable employer is the employee experience. What it feels like to work somewhere has many effects on the human psyche.

All the time we hear the adage; “the happier the employee, the more successful your business,” but this is scientifically proven to be true. It’s the same in most scenarios. A happy shopper returns. An engaged student passes. A well serviced car lasts the distance. Why, therefore, do so many organizations make it just so hard to be an employee?

Why do shops serve a better experience than employers?

Most major leisure brands now offer a lifestyle experience for consumers. However, even behind the office walls of many of these businesses, for the majority of employees, it is a four-walls and a laptop on desk environment.

The question to ask is; How do we match the ease of convenience of leisure and lifestyle user experiences with those at work? The principals of need are the same be it accessing information, booking a holiday, checking availability and communicating. If we’ve cracked it out of work, why is it such an anomaly still for the hours we’re paid to work?

Complexity of employee experience

It all comes down to complexity. Layers of mismatched technologies and processes. Lack of integration. These are just a few of the challenges as we open the lid of the box marked “What’s stopping us from offering a modern employee experience?”

The experiences offered to us by retailers, banks, leisure groups are the results of years of time and financial investment. Years actually when we were far from pleased with the experience. Websites crashing, shopping carts emptying.

This drove us all mad, but given a consistently good experience since, these are all forgotten and loyalty is born. The same actually applies to the employee / employer relationship.

The company with the greatest brand value doesn’t necessarily offer the greatest employee experience. Talent initially attracted by working for the brand will soon move on if the company does not enable them to follow their personal career targets. 

Talent overboard

If the digital culture doesn’t meet expectations, many will not even complete the on-boarding process. You can espouse as much as you like in the interview process, but if the first few days reveal laborious processes, the gifted and talented in your industry will fast move on.

Studies by NGA HR, and many others, show that the ‘digital experience’ of employees is vital on so many levels. To set some context, there are nearly nine billion mobile connections in the world (according to GSMA Intelligence) and this number is growing. 

Therefore, you can assume that each of your employees, and potential employees, has at least two digital access devices. These serve to satisfy an almost endemic need people have to be connected…. until they get to work.

It is this break in “connectivity” that needs to be fixed. If you don’t fix it, the chances are your competitor will.

The wrong direction is no direction

There is no one direction to HR and payroll modernization, but there is a single starting point and that is now! Below outlines some of the ways we help clients achieve digital results, fast. 

Business overboard!

A traditional organizational set-up is too restricting for business and people growth in the global digital economy. It is not agile. However, we’re not faced with rip it out and start again scenarios. The only pure-play cloud HR and payroll processes come with the start-up of new businesses. Today, few of these grow into enterprises organically.

And, it is the rise of growth through merger and acquisition that has got us into the complexity mess! In the US, according to the 2019 Global Payroll Complexity Index, this is one of the greatest concerns. How do you keep processes working and legal when there is such a mix of platforms, processes and policies?

Feels like shopping, but it’s work

If we step back to the retail customer experience, not only were these customer experience platforms set-up following years of R&D, they were set-up by experts. Not retail experts, but by specialists in the modernization of the high street. Mixing bricks and mortar with digital experiences.

This is where we are currently with the modernization of the employee experience. Organizations like NGA HR have invested in the R&D and the people skills to move businesses into hybrid people environments. To accelerate your journey to the HR cloud. 

We are now working with organizations around the world to design, build and deliver the right workplace scenario for them. This might be starting with one location and seeing how it goes, or a long-term project that will see an entire workforce living the digital dream at home and at work.

To understand exactly how to take these steps so they work for your business, you can speak to one of our consultants for free advice.