With unemployment levels reaching historic lows, it’s a job seeker’s market. If your organization can’t provide a positive and fulfilling experience for your employees, they’ll move on to somewhere that can.
Everyone expects to be paid accurately and on time. They want to make sure their vacation and sick time accruals and balances to be up to date. They want to feel as though their contribution to company success is valued. They want to be able to access all the information relating to their employment quickly and easily.
Can your current HR systems cope with the demands of the experience economy?
IDC research shows that more organizations are moving their core HR and payroll systems towards an employee experience model.
Employee experiences are made up of moments that matter from the first interaction as candidates until the time employees exit or retire. Effective management of the employee experience involves continuously capturing employee feedback and then — based on the insights — acting with precision and in real-time to drive ongoing improvements.
In the IDC Analyst Brief, “Employee Experience Management Is the Next Frontier,” Lisa Rowan, Research Vice President, HR, Talent, and Learning Strategies joins SAP for an employee experience Q & A. This interview is a worthwhile read for anybody with an interest in creating a better employee experiences.
“Why is employee experience management critical for organizations?”
Lisa Rowan Answer:
“Employee expectations and demands for their workforce experiences have dramatically changed. Employees want their business applications to be like consumer applications — smart, engaging, intuitive and personalized. At the same time, employees want to be heard. They want to provide feedback and they expect to see changes based on their input. The moments that matter are those critical touch points between employer and employee that define the employee experience.
Organizations that deliver exceptional employee experiences achieve better business results and outperform the competition. They reduce unwanted attrition, retain and develop top performers, drive higher employee engagement, and increase productivity. They also drive higher customer ratings (or satisfaction).
Companies can’t afford to ignore employee experience. The costs of not focusing on employee experience are significant when you consider that — without the ability to collect and connect data across the entire employee lifecycle — there’s no way to achieve those outcomes.
It’s very important that the systems utilized to measure the employee experience are listening on a continual basis and not just at a point in time. To truly capture the voice of employees, organizations need to collect feedback at every moment that matters.”
For the complete interview download the IDC Analyst Brief “IDC Analyst Brief_Employee Experience Management Is the Next Frontier” here.
It’s people that make the difference. Creating an employee experience that builds trust is vital to accelerating innovation, performance, and profit.
To learn more about how HR Strategies Consulting can help, please contact us today.