The Employee Experience Includes Technology

 

 

We’ve probably all heard the comment that technology is just a tool, meaning it’s a device used to carry out a particular function. Totally makes sense. We use technology to communicate, make purchases, learn new things, etc. So, technology is a tool.

But is it possible that it’s more than that because not having technology can be a disadvantage. For example, what if a recruiter is under pressure to fill requisitions but doesn’t have an applicant tracking system (ATS). Not having this piece of technology could significantly hold back the organization’s efforts to attract the best talent.

Does this mean there could be a point where a tool is so important that it becomes more than a tool? And is technology in that place? It might be time for organizations to start asking some questions:

  • Does not having recruiting technology mean we face a disadvantage when it comes to hiring the best talent?
  • Is not having a performance management system mean we’re incapable of being high-performance?
  • How does not having a learning management system impact our ability to develop their future workforce?

You get the point. People have too many excellent technology experiences in their personal lives that they expect technology in their professional lives. Organizations can’t afford not to invest in technology. It’s a necessary component of the candidate and employee experience.

While it would be unheard of today, there was a period in time when work was done on typewriters. It isn’t even an option to ask employees to work without word processing software. And as more technologies become an essential part of our lives, it will only create more pressure on businesses to add technology. The same philosophy applies to technologies like the telephone although it might take a big longer for organizations to get rid of landlines. 

That being said, technology isn’t always cheap – even when it provides a return on investment. Organizations should be thinking now about their technology adoption strategy. Start getting the budget in place and getting employees ready for the transition. Adding technology isn’t about reducing headcount. It’s about building an employee experience that aligns with capabilities that employees can experience outside of work.

 

 

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