When attempting to compete for and retain the best talent available, employee experience is the name of the game. In fact, 83% of HR leadership rate employee experience (EX) as “important” or “very important” to their overall business success. EX keeps employees engaged in their day-to-day work and satisfied with their current positions.
Improving employee experience is a widely-accepted aspect of business. It’s a great practice, yet an astonishingly low number of organizations actively put work into their EX programs. A majority (60%) of employees in the US have a channel for giving feedback. However, on their employee experience, only 30% report that their employer actually uses insights from their responses to enact a positive change.
Technological Advancements and Improving Employee Experience
Business is increasingly slanted toward technology-based solutions, and finding an answer to your employee experience problem is no exception. As younger, more technologically proficient workforce begins to fill up your desks, many hiring managers have made discoveries. They’ve noticed that people are actively seeking work from organizations that use technology to address their business needs more intelligently. Integrating technology that works in tandem with your employee experience makes your operations more efficient. At the same time, it will yield higher levels of worker satisfaction and retention down the line.
Here’s how you can promote a healthy relationship between your technology and your frontline team members who will use it.
Unlocking Flexible Work Arrangements
Flexible work arrangements are a huge component of the modern employee experience. Whether it’s for the sake of employee wellness or to encourage a better work-life balance, flexibility is key. Work-from-home days, full-time remote positions, and personalized office hours may have once been an exception. However, for 77% of job seekers today, flexible work benefits are a “major consideration” for employees seeking jobs.
The uptick in offices that are now able to competitively offer their employees flexible work opportunities is directly tied to recent advancements in technology. Organizations can now remain connected, despite physical distance. Consider the virtual workplace, for instance, which relies entirely on technology to host a digital “place” for all things work-related. This includes communicating with coworkers, organizing HR documents, and tracking the progress of your projects.
It’s important to note that creating a virtual workplace that best suits the unique demands of your workers’ employee experiences almost entirely hinges on leveraging the right technologies. As you choose the tools and services that will make flexible and virtual work possible, you should consider the following types of questions:
- Is this tool compatible with mobile devices?
- Does this service offer a cloud-based alternative to enable access outside of a local office network?
- How easy will it be to install this technology into your employees’ remote offices?
- Do users of this technology find it simple to scale this solution as your company expands?
By keeping these questions in the back of your mind, you’ll help promote a flexible work environment. This is where productivity, idea-sharing, and team-based work all remain unimpeded.
Upskilling the Workforce
If you manage people at work, part of your job is understanding how technology impacts the responsibilities of your team. The technology you decide to implement will, more likely than not, bear some effect on your team’s performance. That’s where upskilling your team’s talents—or developing opportunities to learn high-objective responsibilities—can make a difference in your employees’ experiences with workplace technology.
Take Robotic Process Automation as one example of technology that reshapes an employee’s day-to-day work queues. For those unaware, RPA replicates the same type of work that your employees perform manually. It is particularly adept at working through tedious tasks and other repetitive motions for businesses scaling to the next level. Employees who work alongside automated workflows may find that they are no longer responsible for these in-the-weeds tasks. Instead, they’ll have the time and energy to dedicate their work hours to more pressing matters.
So how do tools like automation—which may supplant employee responsibilities—and upskilling work together to improve employee experience? The most repetitive and tedious assignments at work are consequently the ones most liable to generate employee burnout. By removing these types of assignments from your job expectations, you will inherently make for a better employee experience. But, this also means that your team should be prepared to handle other types of work that aren’t as easily replaceable by emerging technology. Upskilling ensures that your employees are equipped with knowledge and experience. Their knowledge will aid them in tackling these high-level objectives and think more strategically about the work they are doing.
Managing Your People
Effective people management has a direct correlation with employee experience. The better you are able to train, motivate, and guide your employees during their time at your business, the easier it will be to enhance their work experiences. In fact, some studies report that managers contribute up to 70% of their teams’ engagement and happiness while at work.
Some worry that technology may encourage detached, artificial relationships between managers and their larger teams. However, successful businesses realize that technology is just as inclined to further humanize your professional and personal relationships with colleagues. When managers use technology to help alleviate their workloads, they can open up their workday. They can prioritize those meaningful conversations with others in the company.
A human resource system is a great example of technology that humanizes people management and the employee experience. Human resource systems help businesses organize the individuals that comprise their larger organization. By tracking performance and employee development conversations in one platform, you’ll find it easier to track and measure employee successes. Additionally, in the event that your management team shifts or changes personnel, your new team members will have the background and context they need to converse with employees.