The next evolution in Employee Experience (EX) has arrived, and it is more human. The last couple of years have encouraged people to think about what’s really important to them in life and work. The lines between personal and professional are growing increasingly blurred and people expect to be treated as whole humans, not just a 9-5 resource.
Just over 40% of the global workforce plans to look for new employment over the next 12 months. In August alone, 4 million US workers quit their jobs. This trend is quickly making its way across the globe and organizations are scrambling to attract and retain talent. To combat this, organizations need to focus less on higher pay and promotions, and more on purpose. Emphasising company culture, providing opportunities to move sideways as well as up, and giving employees ownership over their jobs.
If we want to make real, meaningful change at work, psychological safety is important, but it isn’t enough. We also need to get comfortable with being uncomfortable.
It’s so important to regularly check in with your people in these unprecedented times. Regular conversations can highlight some common areas of concerns that need swift attention. They can also reveal seemingly trivial issues that are having a big impact on your people’s work and well-being.
As people are moving to a hybrid of remote and in-office, we need a hybrid approach to communication that balances both synchronous and asynchronous methods. When we do this, we are able to make quick decisions when needed but we also give everyone the opportunity to contribute.
I set out on a mission to create an exceptional benefit for parents. I declared my intention to our leadership team. Not just an exceptional benefit for our parents. One that we could open source and encourage others to adopt for their future parents too. So we put our heads together and this is what we came up with.
The majority of CX providers who are now stretching into EX are just looking for market expansion based on parallel tech. If you can deploy a survey for customers it's not hard to deploy a survey for employees, right? If you're a hammer, everything looks like a nail.
Jacinda's story starts, like many others, in 2020 with COVID-19 and its impacts on the business she works in: a large print company. Faced with a rapid decrease in demand, the company was forced to make some tough, fast decisions. Many of which turned out to be costly mistakes.
Douglas's People team wasn't just looking for another engagement survey. They wanted insights into the company culture, as they were also working on building Douglas's Culture of Success program.
The COVID-19 pandemic is creating challenges for every working person in the world. Leaders need to check in with their people regularly during this time, so what questions should they be asking?
It is very human to want the people around us to be happy - and wanting people to be happy comes much more naturally than wanting people to be engaged. Happiness is powerful.
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