For years, some experts were defending improving the quality of an organization’s talents as a reliable method to obtain a competitive advantage.
Indeed, you can copy any product. Any tool. Any approach. But you can never copy a team's talents and corporate culture to install into another organisation.
Of course, just knowing about the critical role of talents at business is not management yet. Neither development, nor retain. But there are some really crucial outcomes into the annual report by the HR.com research team.
You need this report if you really want maximal development for your company. Take “The State of Human Experience in the Workplace 2021: Improve talent management by gaining a better understanding of employee engagement” and its infographics from the Yva.ai note. Pick it up!
What Are These 8 Key Takeaways?
#1 Decide what human and employee experience mean within the context of your organization. What makes a good employee experience? Most organizations cannot improve the employee experience until they have identified what it is.
#2 Start with leadership. The most influential people in the company are the leaders. Leaders help organization build employees trust, improve business results and foster a sense of belonging to company and purpose in work.
#3 Align HR objectives, duties and functions with various programs and practices to gain a holistic view of employee experience. Keep in mind that one poor experience can taint a variety of positive ones.
#4 Create optimal experiences in partnership with employees. You can’t improve Customer Experience without taking into account the customer needs. The same is true for employees.
#5 Establish quality metrics. Organizations should carefully consider how best to measure experience via a range of factors. Some organizations use regular survey tools along with measurements of activity, sentiment, engagement and more.
#6 Use technology to boost employee experience. And be attentive. While technologies can enable better experiences, they can also harm them. Organizations often choose technologies based on the needs of the enterprise rather than the needs of the employees. So those technologies may disappoint workers.
#7 Leverage experience paradigms that come from other disciplines. Positive employee experiences do not just happen, they need to be built from scratch. Fortunately, managers can draw lessons and tool sets from several “sister” disciplines such as customer experience (CX) design and User Experience (UX) design.
#8 Broaden your concept of key stakeholders. Happy and engaged employees create better experiences, which leads to more satisfied and loyal customers and, ultimately, brand and company growth. That is why some organizations base their design talent management on the improving employee experiences.
Thanks to the HR.com research team for such true outcomes! And we are really excited to say that the basis for these HR.com conclusions was, among other things, the Yva.ai's research.
“We should note, however, that some data external to our survey also indicates that employee experiences grew more positive, especially in the second half in 2020”. HR Research Institute Advisory Board member David Yang, Ph.D. – who is co-founder of the employee experience platform Yva.ai – told us.
“Our measurements signaled positive well- being in the second half of 2020. Recently we analyzed over 75,000 employee responses to questions on engagement, satisfaction and well-being using smart surveys (active data) and approximately 120 million collaboration signals (passive data) in 110 organizations. Our index has grown 8% as we adapted to the pandemic. Overall, 78% of participants in our database are positive about their workplace experiences”.
Download the report and excellent infographic from the HR.com website: