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How Workplace Technology Can Improve Employee Experience

How Workplace Technology Can Improve Employee Experience

 

Changes to workplace environments, remote working and employee experience have propelled changes in work surroundings that may have taken decades to occur otherwise. Increasingly, leaders in human resources are seeking the advancement of the employee experience as a strategic move for their organisations.

More organisations are recognising just how pivotal improving the employee experience can be. With previous slow investment into this area, things are beginning to pick up once more including greater investment and focus on new technologies and improved working life for all types of employees.

 

Desk Technology

Deskless/hourly workers are often forgotten when HR leaders and managers think about employee experience. Channels of communication are becoming less effective and the gap between on-site workers and senior management is broadening, resulting in many deskless workers becoming disengaged with their team.

The need for technology is essential if leaders want to improve how they communicate and collaborate with others within an organisation – wherever work happens. Not only will this improve the productivity of deskless workers, but it will also grant them better access to senior employees within an organisation, ensuring they remain as engaged and empowered as their desk-based counterparts.

 

Employee Experience

The majority of managers are currently evolving their employee experience programs, with over two-thirds planning on improving technology to support the employee experience over the next year.

Specialists' platforms also aid career development and talent retention giving hired individuals matched mentors within the organisation. What’s more, predictive analytics can predict an employee's next job move often suggesting skill gaps for those job moves and leading the way for development plans.

Virtual training for such platforms should also be considered allowing organisations to offer a much greater range of immediately accessible courses to employees across the business. Alternatively, hosting virtual events also means teams can reach far more people at one time by not being constrained to physical room sizes.

 

Collaborative Approach

Despite interest in various technologies to support a positive employee experience, organisations are not investing enough resources at present. If managers take care of employees, it’s going to have a huge impact on their top and bottom line.

Given how integral the employee experience is to the performance of any type of organisation, HR initiatives are becoming much more of a collaborative affair. Instead of single HR colleagues, a dedicated Colleague Experience team or specialists/independent team that works with a Systems team can deliver a continuous flow of improvements.

These changes have immeasurable benefits to HR, operations, finance and IT departments working closely together. In such scenarios, the employee experience vastly improves, which in turn leads to greater levels of productivity and creativity within an organisation and better talent acquisition and retention.

 

Digital Adoption

Improved employee-manager communications and just-in-time or micro-training delivered to mobile devices is another measure highlighted that could most add value to the employee experience.

This means faster time-to-hire, a greater match of individuals through skills, and a reduction in the business cost per hire. As such teams can focus proactively on building talent pipelines for the future based on succession planning in capability gaps. Overall, technology will play an important role in maintaining company culture when employees are working both at home and on-site.

 

Communication & Training

By removing workplace barriers, teams can become more connected and save a lot of time trying to get in touch with one another. Meanwhile, as previously mentioned just-in-time or micro-training delivered to mobile devices can help to strengthen the relationship between employees and their supervisors while also plugging any skills gaps and aiding career development. For example, if an employee has worked a considerable amount of overtime over the past fortnight, a prompt can be sent to their manager, which gives them the opportunity to reach out and check in with staff.

Ensuring employees have the skills and support needed to do their jobs creates a healthy work environment and a more engaged workforce. Alternatively, if a project is due to commence, micro-training can be sent directly to the employee so that they can acquire the information and skills they need in the coming days or weeks.

 

All in all, technology enables employers to raise the bar on the employee experience! While there is still some way to go before the entire workforce is provided with the technology they need to feel empowered, engaged and productive, organisations of all kinds are now moving in the right direction.

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