In case you didn’t know, the employee experience (EX) is the new black. Increasingly, businesses are thinking of EX as being akin to, and as important as the customer experience.
Gallup calls employees the “consumers of the workplace”, saying that ‘A new generation of worker expectations, greater workplace transparency and a tightening labor market have increased interest in improving the employee experience.’ *
Their research highlights that a great employee experience can measurably and substantially drive down absenteeism and safety incidences and improve the quality of work. And it can engender high levels of loyalty and retention, so recruitment and training costs and efforts go down. All of which benefit not only employee morale, but your bottom line.
In real terms, we’re talking about:
- 51% reduction in absenteeism
- 64% reduction in safety incidents
- 29% increase in work quality
Those figures are not to be sneezed at. So, it’s no wonder that a better EX is now on the ‘must have’ list for HR leaders.
The search for great EX
However, the big question is, no matter how keen you are to embrace change, how are you going to deliver a new and improved EX by using the same old-same old HCM / Payroll systems?
The short answer is that you can’t. You can’t realise true change using old tools. And you can’t use tools that put the application functionality – as dictated by the software developer - before the needs of your business – and your most important customers (your people).
That’s why we adopted our DnA methodology to make sure you achieve the nirvana of exceptional EX.
The DnA difference
To recap on a previous blog: When we designed our DnA (Discovery and Advisory) for implementing Jemini, we decided to leave the solution out of the equation and instead focus on the business.
Unlike the old school ‘scope of requirements’ project most HR & Payroll solution providers undertake, our DnA focuses on ‘how’ the solution will be used, and ensuring the benefits experienced are holistic. Our objective is to positively impact the ‘whole’ business, not just act as a squeaky wheel fix for the organisation’s subject matter expert.
So, from the beginning, we have aimed to fit the solution to your business, not the other way around. We believe that great software should enable innovative, modern best practice and approach, as well as easily adapt and change right alongside your business.
That philosophy has been part of the unique DnA of Jemini from the outset.
The Discovery part of the engagement is a deep dive into your business. And we mean deep – we leave no stone unturned.
We ask questions of everybody in the business from your receptionist, to store person to CEO, to find out what they, as employees consider important. Why? Because like it or not, their feedback is often quite different to what your business perceives your problems or opportunities to be.
We blend design thinking, co-creation engagements and one-to-one interviews to take traditional business requirements gathering to another level. We then deliver you the outcomes as a mix of visually stunning experience maps, insights and innovative recommendations to enable your business to understand your people processes, problems and challenges.
Only then do we move on to the Advisory (A) stage where our team transforms the Discovery findings into a future state vision. This vision projects what your organisation could look like, and maps this against potential solutions to show how you can get there.
We also present insights, recommendations and opportunities that can evolve the organisation for the future. Best of all – we build ROI into our recommendations, so you can be confident that the business case for transformation is solidly grounded in pursuing bottom line outcomes.
It's a holistic process. It’s time-intensive and comprehensive – and delivers the ultimate engagement experience. Nirvana.
The shining light at the end
If you’re expecting your employees to be so happy with the EX delivered by your business that your brand shines, and warms the hearts of your customers, then it’s an investment that will pay off in many ways. A reduction in absenteeism and safety incidents. An increase in work quality. And a better CX.
Best of all, world-class EX can result in employees who choose to spend their entire working life with you.
According to Gallup’s recent State of the American Workplace report, the majority of employees say a role that allows them to have greater work-life balance and better personal well-being is “very important” to them. And, 91% of employees say the last time they changed jobs, they left their company to do so. What’s more, employees can afford to be choosy, as a result of a tightening labor market and increasing competition for high-talent performers. Currently, 63% of employees believe it is “very likely” or “somewhat likely” that they could find a job as good as the one they have. And 51% of currently employed workers say they are actively looking for a new job or watching for openings. *
If you’re keen to buck the trend of employees looking elsewhere to improve their career opportunities and work/life balance, then enabling staff to deliver more value – and feel more valued - by supporting them through their career to develop enhanced skills and experience, makes them worth their weight in gold.
*Reference: Gallup’s Perspective on Designing Your Organization’s Employee Experience – download here.
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