This post is the tenth in our E-Factor series, where we explore hot topics in Employee Experience.To read more about the E-Factor,click here.
According to recent research, employees deliver better customer service when they feel appreciated. This comes as no surprise when we consider the link between a positive employee experience and an engaged workforce. Building a culture of appreciation can be an integral part of your E-Factor plan. However, showing appreciation isn’t the same as giving feedback. In this video, Tim Sackett explains the difference and discusses how to make a habit of showing appreciation.
Ready to build your employee experience strategy?
Tim Sackett and HR leader Ryan Higginson-Scott from Optimizely explain what it takes to build an employee experience everyone wants to be a part of in the webinar, 7 Things HR Pros Should be Doing to Deliver a World-Class Employee Experience.
You May Also Be Interested In:
Let's Get Personal: Why You Should Tailor Technology to Employees
Today’s consumer experiences allow audiences to deeply personalize what they consume and how they consume it. Subscribers can change their Netflix avatars and customize their Watch List in a click, thus informing future movie and show suggestions to fit their preferences. People can create cartoon versions of themselves, Memojis, on their iPhones to personalize messages.
How to Keep Employees Engaged and Productive in the Face of Disruption
As many businesses settle into a new normal, leaders’ focus is starting to shift away from immediate crisis control and toward putting sustainable processes in place for working through this period. Though leaders cannot (and should not) pretend that everything is normal, they still need to take steps to ensure their workforce remains productive and engaged. While there’s no playbook for this situation, it’s important to do what you can to keep employee morale high, maintain continuity for your customers, and, ultimately, protect your company’s future. Here are a few steps you can take to gently promote productivity and engagement right now.
Best Practices for Building an Offboarding Experience
Over the past five weeks, jobless claims have totaled more than 26 million and that number might grow. We simply don’t know. What we do know is that our employees didn’t create this situation. If organizations are planning to lay off staff, it should be done with respect. That means creating an offboarding experience that gives employees the information they need and dignity they deserve.
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.