This post is the third in our E-Factor series, where we explore hot topics in Employee Experience. To read more about the E-Factor, click here. At this point, we all know that having a great Employee Experience (EX) is non-negotiable to attracting and keeping our best talent. The single biggest problem I hear from HR leaders in creating a memorable employee experience is they simply don't have the resources.
This post is the second in our E-Factor series, where we explore hot topics in Employee Experience. To read more about the E-Factor, click here. The beginnings of employee experience (EX) can be traced back to the customer experience. Think about how you like to be treated as a customer. What about a great customer experience do you just love? For me, I love when an organization treats me like an individual and not just another sale. I love when an organization is transparent and open about the sales process. I love when an organization makes it super easy for me to be a customer. I love when an organization immediately takes care of a problem I have, and in the process shows incredible authenticity that makes me feel like they care about me as a customer.
This post is the first in our new series, The E-Factor, where we explore hot topics in Employee Experience. The hottest trend on the planet in HR is called Employee Experience (EX). Employee experience actually started in conversations around 2014, as soon as organizations started to feel the current talent pinch. For years, during the great recession, almost no organizations had to worry about their EX. There were few jobs, so employee turnover was mostly a non-issue across all segments of the workforce. When the economy started to pick up, we took our employees for granted.
Over the past two or three years no concept in HR has been more hot than Candidate Experience. It’s not like anyone is against Candidate Experience - it’s an easy concept to fall in love with and support. It’s like “saving puppies!” Do you know anyone who wouldn’t be for “Saving Puppies!”?
Too often as HR leaders and pros we only think of HR technology from one angle, "What's this going to do for ‘us’?" ("Us" being HR and, maybe from a high level, the organization.) Rarely do we concentrate on the individual contributor employee level.
Within the HR community, every industry has their own set of unique challenges. The common core of HR never changes, but regulation and reform play an extreme role when it comes to the global financial and insurance industries!