HR is a fundamental area of business success. There’s the obvious hiring, firing element of keeping a strong quota of talent. There’s day to day people support, data management, reward and benefits, coaching - the list goes on. Above it all, there’s the wider strategies. And this remit, it seems to be growing.
These days HR seems to be the centre point for change. As gender pay inequality hit the headlines, so it became a strategy on every HRD’s desk. As business moved to the idea of agile working, HR too must find a way to become more flexible. As employee experience becomes increasingly recognised as an important differentiator, who does that fall to? HR.
The chances are you’ve probably come across the terms CX and EX before. They’re becoming a mainstay of business terminology as we all seek to be on the front foot of change. CX refers to customer experience, something Amazon is widely credited with driving.
A TV might be the same price on Amazon as it is in other retailers, so why do people shop there? That’s simple. They can find it quicker. Their platform is more intuitive. It gives recommendations for other ideas.
All in all, it’s about making life easier for the consumer. And that model has done Amazon well.
So fast forward to EX. That advantageous concept of experience has reached our workplaces. We may not always be able to compete on quality of work, or even pay, but we can provide a better experience.
You can find many models of employee experience out there, as organisations everywhere look to cash in on the trend, but here are the three points central to the better theories:
The most simplistic view is a combination of your work set up, the colleagues and managers you interact with, and the technology that supports your role. These all come together to give an overall feeling. Imagine you have a great meeting with your manager, return to your desk enthused and are stunted by slow and outdated work systems. Or you’re collaborating with colleagues using great tech, but they get to do all the fun work – your remit is, well, dull. Without all areas functioning well, the experience is not going to be great.
Really attacking employee experience means taking a rounded view of your whole set up. But a good place to start is onboarding. That’s an area where interactions often fall short.
Kevin Ashley, Managing Director of myAko, believes it’s a key area for business savings.
“With around 25% of new employees quitting their job in the first 6 months, this process is costing organisations dearly in time and resource. You really have to get this relationship off on the right foot, opening communications before they set foot in your organisation. Make a statement of intent and show your commitment to helping them succeed in their role.”
We’ve all been there. You start a new role, you want to get going, but you end up waiting around to get given everything you need. You see people are busy, you want to help, but instead you ride out this period of frustration until someone can bring you up to speed.
That’s where technology can help.
The EX movement has helped drive forward technology that can boost your induction process and give a better experience at the same time. How? By designing what you want people to receive and when.
Let’s take a simple example:
Technology can help you design your onboarding experience. It won’t completely do away with people interactions – as this is important – but it will help you deliver a consistent positive experience, and free up other members of the team.
myAko have a feature called ‘Induction pathways’. This enables you to design your onboarding experience in advance. Set it up once and let the technology do the hard work for you.
Want to know more? We can help get your employee experience off on the right foot, from day one.
Written by Simon Andrew, Consultant and Director at Me[plural], on behalf of myAko.