Employee experience has become a top priority for organizations across the globe, in fact, 95% of HR executives from our recent global Future of HR 2020 survey, confirmed they are prioritizing employee experience (EX) as a focus area. EX is all about creating a “consumer-grade,” simple, and engaging experience for employees. EX can be further broken into different ‘experience types.’ For instances, there’s the digital experience (i.e. the technology they are provided), then the social experience, the sense of collaboration and community; and, lastly, the environmental experience, such as the design of the physical workplace. So in short, EX can’t be looked at without fully understanding a) the work that people do, b) the tools they are provided with b) and the environment they are surrounded by.
As a consumer, we have come to expect a certain level of “ease” or “time savings” when it comes to a purchase or a service, from ordering food delivery to banking transactions to ordering a car online. If it’s not easy, the consumer will quickly turn to a competitor. Employees are really no different. Talent is highly sought after and high performing talent have a choice in who they want to work for. Today’s employees deserve an employee experience that allow them to navigate their work in a simple, seamless manner, just like a consumer.
So why is it that so many organizations make it so difficult for their talent to perform to the best of their ability? From onboarding onwards, the employee experience can often be frustrating and demotivating; it requires too much time and effort to get simple things done. Did you know that, on average, a new employee has to complete over 50 activities within their onboarding lifecycle?* One client described the fact that the new employee has to act as “the integrator” for tasks to be done, not the HCM system, not the process configuration, and not the HR function or the line manager.