05 Dec 2019
Employee Experience in IT terms is a combination of people, process and technology. In HR terms, a combination of employee technology, workstyle and culture and overall employee experience influences and is influenced by the Digital Employee experience.
Why Are People Focusing on Employee Experience?
·There are many reasons for an increased focus on employee experience today. Companies are looking to combat the talent shortage and retain their talent, for example. Another important point to consider is social media’s role when it comes to recruitment and retention.
·Employee experience at your company is not likely to remain a secret. This can be a good thing or a bad thing, depending on the efforts you have put in place for your employees. Your people will likely share their impressions of your organization online. Blistering employer reviews on Glassdoor quickly catch a prospective employee’s attention, while glowing recommendations can attract top performers to your door.
·Companies should not underestimate the damage caused by publicized poor employee experience. Amazon, Sports Direct and even “best place to work” Google have seen damage to their employer brand from widely reported stories.
·What’s more, employees have a great deal of choice these days and are therefore more selective. They are actively seeking companies who care about their workforce. According to Gallup, employees want companies that give them opportunities to grow while providing meaning and purpose.
·Internally, a poor employee experience at any point in the life cycle can lead to disengagement. Other ensuing, proven problems include increased absence, lower productivity, increased accidents and employee turnover.
What are your Employees looking for?
·Want to easily find and install the right apps required for work. (88%)
·Can easily work remotely from outside the office. (83%)
·Have freedom to work from personally owned devices. (70%)
·Have apps (Inc. Email) on phone/tablet for three most important tasks of the week. (86%)
·Newer employees on day one has access to all apps/data needed. (86%)
·Can choose Android/iOS/Mac or PC at work. (63%)
Findings about Digital Employee Experience:
·Digital Employee Experience is linked with company growth, competitive position and employee sentiment. Based on composite employee experience scores, the more competitive respondents rate their organization, the better the employee experience.
·Medium/high growth companies have a higher composite employee rate which goes to show that they have better digital employee experience means.
·In a highly competitive talent market, employee experience plays an important role. Employees are likely to promote their company to outside talent if they are provided with great employee experience.
·Deloitte’s 2019 Global Human Capital Trends survey, for instance, found that less than half (49 percent) of the responding HR and business leaders believed that their organizations’ workers were satisfied or very satisfied with their job design. Only 42 percent thought that workers were satisfied or very satisfied with day-to-day work practices, 38 percent thought that they were satisfied or very satisfied with work-related tools and technology, and 38 percent thought that workers had enough autonomy to make good decisions.
·The average number of systems workers must access as part of their day-to-day jobs has recently risen from eight to 11, and 27 percent of surveyed workers estimate they lose up to an entire day every week on irrelevant emails and messages.
·More and more organizations are switching from conventional monolithic systems of record in favour of more agile and microservice based architecture.
By its very nature, an effort to integrate the digital workforce experience across the enterprise is not something that can be confined to a single function.
Employee Engagement Overview:
Employee engagement accounts for basic psychological needs that are to be met in order for an employee to work well. This includes things like knowing what's expected of you and having the materials you need.
But it also includes emotional and social needs, like doing work that you are good at and connecting your work with a higher purpose.
So, what is the real difference between employee engagement and employee experience? Put simply, employee experience is the input — while employee engagement is the output you are aiming for.
By improving the employees’ experience of your organization, you are going to achieve more engaged employees. Improved employee engagement levels can be seen as the end goal while improving EX is the means to that end.
Forbes has another interpretation of the difference between employee experience and employee engagement. They claim employee engagement is a top-down philosophy. The hope is that employees will choose to engage with the workplace culture, purpose and work. Employee experience, conversely, is a bottom-up concept in that the work environment and processes are specifically designed around the employees.
A leader’s responsibility to improve Digital Employee Experience:
Executives and HR professionals need to be thoughtful about their application of the concept of employee experience as they look to implement the best possible processes and platforms to keep employees connected to the organization. As a metric, engagement can be immensely valuable — so long as what’s being measured is engagement with actual work rather than a tool that lets them chat with coworkers.
Perhaps Gallup put it best in its “State of the American Workplace” report when it stated:
“Employees may feel connected to their team members, but if, among other challenges, they don't know what's expected of them (a basic need), don't have the appropriate materials and equipment (a basic need), or are not able to do what they do best (an individual need), their affiliation with their team members is unlikely to have a positive impact on their performance. Instead, time spent with their peers may more closely resemble a gripe session than productive teamwork."
Engaged employees are a boon to any organization. They can drive substantial revenue growth when they are engaged and in sync with goals and vision of the organization.