Over the past few years as HR embarks on the next H(R)evolution, HR has continued to look for ways to expand employee engagement to include the overall employee experience. While like engagement, the definition of employee experience varies based on who you ask and where you work, the overall intent is the same: all of the ways in which your employees interact with Human Resources, leading to one consistent pre-defined experience. In other words, how HR creates mini-moments and impressions along your employees’ life cycle, to reinforce your company’s culture, brand, mission and core values.
It’s a huge bucket – one that looked at, at a macro-level, is overwhelming. Why is the overall experience something that HR should own? Is it something that HR even can own? And… where do we start?
Here’s the thing about “employee experience” – it’s not another new thing that you as an HR professional or your HR department needs to take on, it’s being intentional with how HR delivers continuous value and an ROI for the company. It’s how you, reinforce your HR brand at every touchpoint.
The exciting thing about looking at employee engagement through the lens of employee experience is that it provides you with even more opportunities to influence true employee engagement and loyalty, while also capturing a lot of those “miscellaneous” HR activities you are already doing. It becomes the thread that pulls everything together. And a huge differentiator, when trying to retain and attract talent.#EmployeeExperience is being intentional with how HR delivers continuous value and an ROI for the company. It’s how you, reinforce your HR brand at every touchpoint. #HR Click To Tweet
5 Questions to Start Building Your Employee Experience
1. What is your HR brand?
Creating your HR brand is a long-term project for your team (you can also create your individual HR brand), but to fully execute a comprehensive employee experience, you need to know what your HR team wants to be known for. If that’s too big of a question, start with what your CEO expects HR to deliver for the company.
Are you the people police? Are you the culture ambassadors? Are you the heartbeat of the company? What does HR bring to the table and how does the rest of the organization view you?
If you want to create your true HR brand, you want to start with the above item and then you’ll need to expand on not only what HR brings to the table, but more importantly, who your employees are, what they want and need from HR, where the gaps are, how HR can fill them effectively, and how everything ties together to the company’s overall internal and external brand. You can do this by partnering with someone who’s done this before, coordinate with your internal marketing team, talk to your employees through focus groups or a survey, and so on.
It takes some work and time to get your HR brand established, and from there you will continue to refine it, but if you are currently delivering HR solutions – then you already have the start of your brand. Read More