Studies repeatedly show that one of the greatest factors in employee disengagement is employees feeling like they aren’t being given enough opportunities for professional growth and advancement—or enough recognition. With 85% of employees disengaged at work, now more than ever, it’s vital that HR departments take steps to really understand what their employees are thinking, saying, and feeling. That requires data. And to gather and understand that data, many forward-thinking HR teams are turning to employee surveys with built-in AI tools to analyze the true meaning behind their words. Whether you call it employee sentiment analysis, opinion mining, or something else entirely, one thing is clear—this approach is more than just a buzzword. In fact, it might just be the answer to the employee engagement problem.
An organizational transformation can be quite complicated and take many years to accomplish. Finding the right balance of change effectiveness and impact is tricky but essential to successful transformations. The first question many organizations ask is, “where do we start?”
If you’re that rare HR conference-goer who already nailed down which sessions to attend, scheduled one-on-one meetings with vendors, and filled your evenings with networking events and dinners—we salute you. If you’re among the rest (er, most) who tend to tackle these items on the plane ride there, don’t stress. There’s still time to make the most of HR Technology Conference 2019 with our tips:
You’ve probably heard (or used) this phrase before: survey fatigue. Before surveys became as common as they are today, if your company conducted an annual employee engagement survey, it was considered progressive. Those were different times.
When you hear the term “digital employee experience” your mind likely conjures an image of an employee curled up on her couch, computer propped up on her lap. That would be only partially accurate, because the digital employee experience applies to all employees, not just remote workers.
The concept of employee experience, or EX, is on the radar of many companies today, and for good reason. Improving the way employees think and feel about your organization at every touchpoint throughout their journey with you can have a dramatic impact on retention, engagement, and more. Whether it’s dedicating five minutes of attention to the topic in a weekly meeting or creating a full-fledged program, many organizations are channeling a lot of time and resources into improving EX.
Today, several organizations have shifted their resources or technology investments to make a positive impact on the employee experience. For most companies, this usually means new perks and programs such as free lunch, new hire buddies, flexible time off, and training resources. While all these efforts are valuable, not every employee will be impacted by them in the same way. This is especially true for managers. They have a unique set of needs, but the manager experience is often overlooked when thinking about employee experience.