Employee engagement levels in organizations worldwide have been in a downward spiral for decades. Turns out that creating a healthy, happy and productive workplace culture isn’t easy. Neither is defining it. What does the phrase “employee engagement” really mean? What are we measuring? It’s probably different for everyone, but most will agree that it’s about being emotionally committed to—and invested in—your work and your organization.
In his blog post “How to Design Employee Experience,” Ultimate Software’s co-chief executive officer and chief technology officer, Adam Rogers, says, “Despite substantial investment and coverage, the nationwide employee engagement has remained relatively stagnant since Gallup began tracking it in 2000. But we all intuitively understand, and have troves of data to support, engagement’s impact on the bottom line. Where do we go next?
“The secret lies in switching the focus from employee engagement to employee experience, which encompasses every aspect of the job, from available technology to relationships with colleagues. We measure engagement, but we can proactively design employee experience, just as software development teams design user experiences. And therein lies the power.”
Smart employers are learning that technology holds the key to providing personalized experiences for every employee that will aid in creating a more satisfied and productive workforce. According to Rogers, “Technology is a great place to double down on experience initiatives. The tools employees use to get their jobs done, as well as those used to access pay, benefits, and standard HR information, can have a significant impact on the employee experience. And even I was shocked by a 2017 study that found that one in three employees would consider leaving their jobs due to outdated technology."
Employers need to be attentive to trends in HR technology and carefully create systems that reflect the wants and needs of employees. “Today’s employees expect—and deserve—the same consumer-grade experiences at work that they enjoy at home,” Rogers wrote. “By treating our employees like our best customers and investing in their experiences, we foster the kind of loyalty, passion, and productivity that consistently sets best workplaces apart.”
He added that the same tools that create better employee experiences will also “significantly improve efficiency while freeing HR professionals from tedious administrative tasks so they can focus on strategic and relationship-building initiatives.”
How are you using technology to improve the employee experience and create more-efficient and more-effective HR processes?
Please join @shrmnextchat at 3 p.m. ET on June 26 for #Nextchat with special guest Adam Rogers (@adamr). We’ll chat about how to use technology to create an amazing employee experience at your workplace.
Q1. Why should HR care about building an amazing employee experience?
Q2. What is HR’s role in creating memorable and enjoyable employee experiences?
Q3. When it comes to HR technology, what do you find makes a great employee experience?
Q4. What are the most important considerations for building the employee experience in your HR service delivery platforms? What questions should you be asking?
Q5. What types of design mistakes will create a negative employee experience when interacting with HR technology?
Q6. What are some specific examples of how HR can use technology to create a more personalized employee experience with onboarding, benefits or performance management?
Q7. What recent modifications have you made to your own HR technology platforms to improve the employee experience that have had the biggest impact?
Q8. What advice can you share with other employers about measuring the employee experience? How do you do it, and what data and metrics do you measure?