employee experience

#Employee Engagement #CompanyCulture  #People  #Talent #Teams

Over the weekend I was enticed to buy Patty McCord’s new book called Powerful, Building a Culture of Freedom and Responsibility and was immediately hooked.

It simply doesn't feel right to miss out on the current trend of writing about the death of employee performance reviews - if nothing else, they seem to make for such catchy headlines. Just recently, for example, Accenture claimed it was doing away with annual performance appraisals, and not to be left behind, Josh Bersin, Deloitte and PWC are suggesting we'll soon see radical changes in this domain. However, in the words of Andrew Lloyd Webber: "I've got news for you" and my news is: organisations will never do away with performance reviews because if they do, they will fail.

If you had to create a list of the companies you’d like to work for – how would you go about assessing which ones would be the best fit for you? 

The problem with things like the Best Place to Work surveys is that they tend to look at tick box criteria: how well people are paid, their benefits, training budgets, if they comply with employment legislation etc. What they don’t capture are the more important things that are harder to measure, like whether someone’s work is intrinsically interesting or meaningful.

Employee silence occurs when employees make conscious decisions to not provide information, opinions and feedback, raise issues or make suggestions. It can occur for a number of reasons, such as a belief that providing an idea or feedback is futile as it will be ignored, or a fear that expressing a view differing from that of colleagues or management risks professional relationships, job opportunities and security.

In my previous series of articles, I addressed the urgency and desire for organisations to address enhancing Employee Experience in a bid to rapidly adapt their ability to attract, on-board, train & develop, enable and empower employees to be as collaborative, innovative and productive as possible – in a bid to stay ahead of their competition in the Industry 4.0 era. 

Part 3/5 - Enter Employee Experience Design as a solution to the chasm of our current challenges…

Part 2/5 - What is the Problem Statement?  According to several credible employee engagement studies, one in particular sponsored by Officevibe, being a global, ongoing measurement of the current state of employee engagement in 157 countries, across 1,000 organisations over 1.2 million data points, as well as global attrition data mixed with a relatively sudden shift in highly specialised skill and competency requirements emerging from new technologies…The data are overwhelmingly pointi

Part 1/5  - Sounds like some sort of a media driven grudge match between two heavyweight prize fighters?  It is – based in large measure on my own challenging experience working for 15 companies over the course of 30 years – but as an HR Director, I’m also telling this story from thousands of varying perspectives, through the eyes of my customers (the employees whom I represented).