Start-Up & Employee Experience's Practice
We at Leadership-Experiences are highly passionate about designing and implementing HR & employee experience interventions through unique and creative platforms keeping the desired culture, attracting top talent, future of work and from an employer brand perspective be it brick & mortar or Start-Up organisations.
One of our key interventions is to reimagine and craft the employee experience through employee experience platform’s
How customers experience your business starts with how employees experience it. Design thinking helps create an engaging workplace that delights the workforce during the “moments that matter.”
Studies have documented a clear statistical relationship between increases in frontline engagement, increases in customer service, and revenue growth. So whether your team is focused on strategy, process transformation, or implementing new technology, applying design thinking to reimagine and craft the employee experience is key to driving sustainable business performance.
Just as numerous consumer-facing processes and interactions have been retooled and simplified to provide a more satisfying customer experience, HR can begin to shift its approaches as well. The idea is to move from a process-driven mindset to a mindset that always begins with the experience for the HR customer—who could be a candidate, employee, contingent worker, or even alumni. So, for example, instead of thinking in process terms, “What do we need new-hires to do on their first day?” HR thinks in experience terms: “What do we want a new employee’s first day to be like?”
Let’s look at few examples of how HR can apply design thinking to reimagine and craft the employee experience to drive sustainable business performance: overall employee experience strategy, HR process transformation, HCM technology selection, and HR operational services.
Integrating design thinking in to employee experience strategy
Facilitating HR process transformation through design thinking
Connecting Design thinking to discover the right Human Capital Management (HCM) platform selection
Interconnecting design thinking with HR Operational Services
In our final example, decreasing employee satisfaction combined with a reduced ability to provide meaningful insight to the business, pushed an organization to leave its cost-focused HR Shared Services model behind and design an experience-focused HR operational services organization. The result is an HR operational services organization that:
Integrated the employee experience for transactional and service needs with chatbots and natural language processing with case management, content management and easy-to-use mobile and web portals
Embraced design thinking to discover new ways to simplify work and improve productivity, performance, and engagement
Focused on the employee experience holistically, considering all the contributors to workforce satisfaction and engagement in the design of its products and services
Invested strategically in new technology to breakdown organizational silos, enhance productivity, drive adoption and deliver a differentiated employee experience
Moved beyond traditional shared services metrics and embraced open feedback systems to capture Net Promoter Scores to measure HR customer satisfaction
Searched continuously for opportunities to improve and scale new services to address the desired experience of a multi-generational workforce