Could you provide some advice on how companies can foster a culture of engagement and what role Employee Experience plays in achieving this?
This is based on two important principles:
- Listening to the employees in the moments that matter most to them and
- demonstrating that the organisations are acting on the feedback – even if it simply communicating that something may not happen
Could you share your thoughts on how organizations can successfully navigate change while ensuring the well-being and satisfaction of their employees?
While all employees don’t get involved in every element of the change, the success of change in any organisation is determined by the speed and effectiveness with which the employee embraces and adopts the change. The key is to continually listen in to employees and communicate. Open door policies and accessibility from senior leaders, involving employees in the change and empowering them to make decisions on how to optimise the upcoming changes. Regular check-ins from line managers are also key.
Can you provide advice on how companies can implement effective listening programs to drive positive change?
The key here is to start with a baseline and build the program – you are working to shift a culture of listening here and it doesn’t happen overnight. It won’t work if you just launch into high volumes of questions and surveys without building some trust from employees in the process.
The role of HR has evolved significantly, with a greater focus on culture and values. How can HR departments contribute to shaping and sustaining a company’s culture, and what benefits does this bring?
Culture has become a large talking point as companies shift to hybrid working and many tasks can be delivered remotely. People join organisations based on recommendations and perceptions of a company’s culture. Attracting best-in-class talent to your organisation and having them choose you over all the others, will mean you have a better caliber of talent, a more productive workforce, and more innovation, and ultimately it could mean the difference between success or not.
Can you provide some examples of innovative approaches you’ve implemented recently to enhance employee experience?
I have worked with many organisations to implement new approaches. From simplifying listening by using emojis to describe how people feel, to connecting experiences together such as candidate experiences and onboarding to overall engagement.
Workplace diversity and inclusion are hot topics in HR today. What strategies and initiatives have you found most effective in creating a diverse and inclusive workplace?
Actions speak louder than words in this case. Many people talk about their D+I strategy, but what truly makes a difference is educating the workforce on relevant topics and genuinely demonstrating action in areas of focus.
Finally, can you offer some advice to HR professionals who aspire to become Employee Experience Strategy Directors, based on your journey and experiences in this field?
Being able to lift your head out of the “weeds” and broaden your view to look at the overall company strategy, people strategy, and the experience you are trying to create for employees. Join us at HR Vision to embrace the future of HR and explore transformative practices for growth and innovation with top HR leaders
