The Employee Experience.

The employee experience isn't just a 'thing' it's the only thing.

What do we mean when describing the employee experience?

When we dig deeper into the problem using psychometric assessment technology we discover data about an organization's human capital.

For example you may find that a former employee who left your organization should not have been hired for that job but would have been a better fit for another position. Or you may discover that had you recrafted their role according to their strong talents you would have created a win for the employee and the organization.

As described in Shane Metcalf's HR Technologist article; “The employee experience is the human experience: the thoughts, feelings, emotions, decisions and overall qualitative experience that anybody has while working at a company. It’s how someone feels, the quality of their relationships and communications and the level of performance that they are supported in achieving.”

Creating a positive employee experience requires long-term commitment, and in many cases, a mindset shift that cascades from the C-suite down. Instead of focusing on how to get the most out of employees, leaders instead consider how they can help employees be their best. This means equipping people to meet their goals, implementing effective employee training and development strategies, and helping employees feel more passionate and creative about their work. It takes into account?how to design work culture, technology, and the physical environment.

The employee experience concept is gaining traction and has shown to improve employee involvement and employer brand commitment. Organizations such as Facebook, Google, LinkedIn, Ralph Lauren, Adobe, and Airbnb have made employee experience a key part of their employee development strategy. Look for more companies to do the same.

People Analytics Will Become Essential

People analytics will no longer be a nice-to-have, it will be an indispensable aspect of running a business.

According to the?2018 Deloitte Global Human Capital Trends report,?84% of leaders surveyed said analytics was one of the most important trends. Why? As companies try to improve their ability to lead people, they are relying on data to provide insights that can help with issues like productivity and employee engagement.

Regardless of how well-meaning a company’s performance intentions, analytics can show what a company’s results really are. This can be a very useful mirror, particularly when companies want to tackle issues like diversity and pay equity. Psychometric assessment technology that helps organizations identify talent, match talent to jobs and grow that talent will be a key element of any people analytics initiative.

HR is investing heavily in the area of people analytics, Deloitte reported, with more than 70% of respondents saying they are currently in the middle of major projects that will help them integrate data in their decision making.

People analytics will in part be fueled by psychometric job fit assessment data that is an HR helpmate, identifying and interacting with recruiting candidates and helping employees explore career options.

As companies can collect more and better data on turnover, team interaction, wellbeing, and employee feedback, managers can make more informed decisions and improve the overall employee experience.

Personalizing the Work Experience

Organizations will take a page from what they have gleaned from improving their customer's experience to improving their employee's experience. Companies have learned that personalizing the customer experience pays dividends, and the same holds true with the employee experience. A one-size-fits-all management approach can't bring out the best in every employee because each employee is unique. Psychometric data make this abundantly clear. Two people doing the same job will have their unique talents and challenges. Managing people at a deeper level will raise the bar for manager's to perfect their leadership skills.

Today's workforce is more diverse than ever, with multi-generational teams, from different cultures. Individual psychometric data and the accompanying coaching, development, and career planning reports provide managers with the tools for tailoring their performance management and employee development and engagement strategies at the level of one. On the horizon in 2020 and beyond more managers will change their management strategy to take a personalized approach to motivating each employee and to help them meet their performance goals which will boost team performance.

When you use people analytics to help employees to do what they do best, it makes your workforce more innovative and engaged.

Rethinking Job Roles for Increased Employee Growth

Over lapping studies show that 60% of employees want the ability to do what they do best, regardless of their role. They are driven by purpose and by managers who actively promote their development.

What does this mean?

The End of Traditional Job Roles

Companies will move to what’s called “job crafting,” which are job roles built around an employee’s strengths and interests. Tom Haak, founder and director of?The HR Trend Institute, describes how it works in his article,?The End of Static Jobs:

“When there is an assignment, there is a process to look at the capabilities (qualitative and quantitative) required for this specific assignment. The wishes, needs and capabilities of people connected to the organization are known, or captured as part of the process… Teams are not built of people with specific fixed jobs, but of people who have specific skills that are needed to deliver the assignment.”

This shift will in part rely on organizations using psychometric tools to have a deeper understanding of their employees and in assembling winning teams.

Using this technology to delve deeper into the employee experience is transforming the way employers look at their jobs and how they make decisions about matching talent to those jobs.

Is your organization an “Employer of Choice”? Glassdoor, ZipRecruiter, and other transparency job boards help job seekers avoid companies with toxic cultures. What can an organization do to attract, hire, and engage top talent as an "Employer of Choice"?

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