People tend to associate the term _mental wellbeing_ with illnesses such as depression, schizophrenia, and bi-polar disorder. As a result, organisations tend to think it’s not relevant to everyone and shy away from addressing employee mental wellbeing.
Anyone can take an employee survey and make something of it: response rate is obvious, unhappy and engaged answers easily coded. We can chart results and turn them into reports and pretty infographics with a bare minimum of effort.
Judging by the literature being published on the information-super-highway, the new titles being bandied about on LinkedIn and the real competition for talent, it seems that Employee Experience is a "thing". Maybe even ‘the thing’ if you’re of an HR bent.
"Employees don't leave companies. Employees leave managers." How often have you heard this over the past decade? A hundred times? A thousand times?
Fairness is widely studied within academic literature, where it is known as Organisational Justice. However, it is not commonly measured within organisations themselves.
He was literally leaping up the stage stairs. “C’mon everyone, let’s get those energy levels back up!” Far too Tony Robins for this small event. “Everyone, stand up!”
All too often we hear business and public-sector leaders talk about how important their people are to their respective organisations. In fact, I suspect most who read this article would have heard phrases like “our greatest asset is our people”.
The reason I’m so bullish about the concept of employee experience design is that EX is proactively actionable, whereas traditional employee engagement practices are largely reactive.
I was curious when approached to contribute to EX Journal as usually I am banging on about diversity and inclusion. Yes, remember that?
Branding is often the sparkly part of HR. There are keynote speakers talking about it, talent acquisition experts in charge of Employer Branding departments, and loyal devotees acting like evangelical preachers while rolling out EB initiatives in company after company.
I'm not sure if I buy into the whole concept of EX. Now, I'm an idiot. But if we keep asking employers to solve problems, we perpetuate a system that always lets employees down.
There is this widely held belief by a great number of HR pros that to have true employee engagement, your employees must feel like they have meaningful work. I don’t necessarily disagree with that thought process.