Employees’ expectations of their experiences at work are evolving. Similar to their customer experiences, they want an overall employee experience that fits more seamlessly into their lives. In addition, organizations not only have to compete with each other for talent, they must also compete with alternative approaches to employment, like the gig economy. Candidates and employees have more choices and they know it. To remain competitive employers have to take employee expectations and perceptions into consideration. While employee experience isn’t limited to areas that HR has direct control over, HR is well positioned and has the capability to make a positive and proactive impact on the employee experience. Using elements of design thinking, HR can help to identify moments that matter to employees and connect these to organizational strategy to drive attraction, retention, and engagement, and reinforce culture and employer brand.
- Finding a better way to drive attraction, retention, and engagement that balances employer and employee wants and needs.
- Helping the organization remain competitive for talent.
- Start with the employee lifecycle and identify moments that matter – where the employee and employer needs are most aligned.
- Use a design-thinking approach to engage employees in the process of identifying and designing a best-fit solution.
Get to Action
- Identify priority areas.
- Empathize with employees to understand their experience.
- Brainstorm for moments that matter.
- Prototype and test potential solutions.
- Pilot and implement final employee experience design.
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