Managing the worker Experience

Today, consumers are making new demands of companies. They expect far more and are better informed. they're familiar with traveling during a paradigm supported transparency and to be the protagonist in their relationships with brands. All this will be translated to the HR field. Additionally, consumers are exposed to the very fact that the majority companies make very similar offers, almost identical even. So, what influences them to ultimately plan to choose a specific product or brand? Some years ago we could say that the determining think about the choice to shop for was the worth , but this is often not true now. Companies need to strive to make an experience that spurs a positive memory of the products or services that "hook" these consumers in order that they end up"falling in love" with these products or services.


However, if we take this over to the HR scenario, the most goal are going to be to urge employees to fall crazy with their companies and convert them into lovemarks for his or her organizations. Employees, a bit like consumers, are getting more demanding when it involves choosing employment and factors, like pay, are sometimes not a priority, giving thanks to other ones. Thus the mission of HR managers "will not be such a lot to manage talent, but to develop positive experiences for the employee", consistent with the Deloitte Report on "Global Human Capital Trends 2016".
Quoting from the newest article by Teresa Niubó, "Employee Experience #EX... Where can we start from?": "There may be a close correlation between Customer Experience and Employee Experience. Improving experience with our clients is one among the most priorities of any business, but how can we improve the experience of our employees?

At now , we'd like to ask ourselves: How can we apply a Customer Experience strategy to talent management and what role should HR play?

• Get to understand your employees:

Even as in Marketing, one among the primary key points to hold call at any strategy is to be clear on the target/cluster we are focused on. an equivalent thing happens in a corporation . HR professionals must know their employees well so as to be ready to offer them a completely personalized experience which will deliver value to them. HR should in the least times control the employee's customer journey and connections with the organization (team meetings, when requesting vacation, leave , access to internal information...)

• Create engagement: 

HR must lookout of making strong and lasting relationships with employees. to satisfy this commitment, it's essential to market actions such as: onboarding for brand spanking new employees, work-life balance policies, compensation policies, promote development plans for continuous learning, establish constant feedback on development, etc.

• Foster a collaborative environment and therefore the use of corporate social networking: 

To enhance internal communication, enhance collaboration and knowledge. When implementing an indoor communication system that's available to all or any employees, no matter their job, this starts to boost: collaboration, co-creation, team cohesion, innovation driven by the exchange of ideas, proposals, etc... Additionally employee engagement are often increased through "inbranding" to strengthen and promote collaboration between them.

• Definition of KPIs:

Within the same way as in marketing, set a series of goals/ KPIs to seek out out how the strategies are performing and whether or not they meet targets. For talent management, setting KPIs can help us detect the qualities that high-or low- performance employees have and this manner be ready to integrate them in recruitment processes; designing compensation plans for increasing workforce productivity, etc.

In a nutshell, these are a number of the steps which will create an unforgettable employee experience. Are you able to implement this in your organization?


Reference
Anon, (2020). [online] Available at: https://www.researchgate.net/publication/315334971_Impact_of_Employee_Work_Related_Attitudes_on_Job_Performance [Accessed 23 Feb. 2020].