This blog is the eighth in our E-Factor series, where we explore hot topics in Employee Experience. To read more about the E-Factor, click here.
When designing a great employee experience, you’ll want to pay attention to how much work employees must do when they interact with HR. The less time it takes employees to find the information they need or complete an HR-related process, the happier they are and the more time they have for the work they were hired to do. In this video, Tim Sackett explains 3 types of manual processes that can be made more experience-friendly.
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Yes, You Can Measure Employee Experience. Here’s How.
Companies want to offer their customers an excellent experience. Part of doing that is offering employees an excellent experience. There are two reasons for this. In many industries, job candidates are also customers. An example is the person who loves dining at a restaurant and decides to apply for a bartender job there. The last thing organizations want to happen is to lose both a candidate and a customer at the same time. The second reason is that employees are responsible for delivering the customer experience. The way they do that is by having their own excellent experience.
Does Your Organization Have an Employee Service Philosophy?
Most organizations have customer service philosophies. Examples include “Put yourself in your customers’ shoes” and “Put your customers’ needs first.” A customer service philosophy is defined as a group of shared principles that guide every customer interaction. Often, they are linked to the organizational mission, vision, and values. Customer service philosophies include references to honesty, respect, empathy, and making customers a priority. In thinking about external customer service philosophies, it raises a question. Shouldn’t organizations also have an employee (aka internal customer) service philosophy?
How 2020 Upended the Employee Experience Model As We Knew It
In a 2019 survey, Deloitte found that 84% of business and HR leaders viewed improving the employee experience (EX) as important—and 28% considered it urgent. In the pre-pandemic world, with low unemployment and rising turnover rates, providing a positive EX was an essential talent attraction and retention tool. Then COVID-19 hit.
I’m a 20 year HR/Recruiting Talent Pro with a Master’s in HR and SPHR certification, currently residing in Lansing, MI. Currently the President at HRU Technical Resources – a $40M IT and Engineering contract staffing firm and RPO. Prior to joining HRU, I was the Director of Employment at Sparrow Health System, Regional HR and Staffing Director with Applebee’s Intl., Retail Health Recruiting Manager and Regional HR Mgr. with ShopKo Stores and Pamida respectively. I’ve split my career half between recruiting and half between HR generalist roles – also split half between the HR vendor community and Corporate America – So, I think I get it from both sides of the desk.