Big Mindset Change Management

Employee Experience

Everything OD or HR does will tend to have a clear line of sight to business results and with employee experience, it’s no different. 
In actuality though – employees, managers and HR execs are spending far too much time with non-value adding activities.  Threatens both employee engagement and broader business value, as effortless experiences take undesirable paths.
People & Automation:  Make it work and pay 
Automating for effortless experiences decreases HR function costs; as less staff involve themselves trying to compensate for the lack of effortlessness.  Experiences at touchpoints are supported by new, cloud-based HRIT systems and shouldn’t this improve end-user adoption of the system?  Not so.  There are massive opportunities, impact, and investment being wasted.  Some 26% of total investment in new cloud HRIS is at risk, due to lower than expected end-user adoption. Primarily because the way people experience the new system isn’t as “effortless” as it could be.
Employee Experience

Employee Experience (Ex):  Design / Share / Measure / Act

What is ‘employee experience’ and how best to manage it?  How is it relating to employee engagement?  How should the business value of Ex be explained?   

Work productivity and retention affect revenue levers; this we know.  Moments of truth are emotionally charged moments with a disproportionate impact on employee engagement, so companies have to get this right. 

The Higher Mix helps businesses to manage employee experience (EX) at scale, in mid-sized to large companies. Co-creating solutions that are developed with lifecycles in mind and focused on common Ex pain points.  Applying our strong conceptual abilities across multi-discipline group environment – to help businesses glean unique perspectives on strengths and gaps (actionable insights) on the talent experience too.

Operations, brand profile, culture, customer loyalty and ultimately, shareholder value – outcomes like these depend greatly upon the consistent delivery of quality team and customer experiences. Companies are rewarded as they develop human resource capabilities and engage their people because collaborative teams deliver on the corporate Brand Identity, company reputation, stakeholder relationships and they contribute to growth. Internal branding unites/ connects people – teams, managers, supervisors, execs, and key influencers;  for much deeper engagement, team voice, and as an informative means to articulate current state, the brand’s unfolding direction and strengths.

Improving Employee Experiences for More Value

Characteristics EVP  Employee Experience   The Higher Mix

LOWDOWN ON EMPLOYER BRANDING

Creating more engagement, organisational value and sustainability with:

  • Knowledge and the context of just how a business is viewed/ respected as an employer and as a service provider
  • Longevity in the workplace – aging workforce considerations, tacit knowledge capture
  • Facilitate quality learning experiences at levels of business – life-long learning
  • Encourage talent to contribute their ideas into improving performance
  • Calibrate performance levels to meet and exceed competitive norms
  • Dialogue and interactions with key stakeholders
  • Support teams to model positive responses to underlying strategy, and the logic to change
  • Overcome resistance, non-compliance and/or criticism relating to change
  • Develop personal and professional styles, skill-sets
  • Actively galvanise | reinforce other group & personal behaviours your organization wants
  • Awareness across teams; accurately differentiating between important/unimportant issues, appropriate weight to stakeholder concern 

Any way you slice this, engaging your people is still one of the best platforms to equip them to adapt faster and help them achieve their higher potential. Employee Experience Impact on Customer Service - The Higher Mix

Employee Engagement, Employee Experience Services 

Our organisational psychologists advise upon on culture, leadership, behavioural change to create closer alignment:

 INDIVIDUALS

  • Employee engagement seminars, workshops and coaching
  • Psychometric assessment, evaluation exercises for team, individuals and candidates
  • Explore personal potential, perspectives (for meaningful advantage)
  • Reinforce individual strengths, accomplishments, helping-behaviours
  • Self-examinations; understanding own behaviours at work
  • Temper emotion – self-confidence and mastery
  • Presence, influence and impactful communication
  • Enhance employee experience, performance standards.

 TEAMS