Considering an HR transformation? 6 steps to put employee experience at the heart of it

/ Andrew McNamara

From dealing with Covid protocols, the Great Resignation and the Great Stay, and the revolving door of work-from-home, hybrid work, and return to office, HR has had a full plate these past few years. 

As things stabilize in a post-pandemic world, let’s not be fooled. HR leaders continue to need transformation on an ongoing basis to keep their functions at pace with challenges of the modern workplace. Three key areas where HR is still feeling the crunch are: rising labor and operating costs, an increasingly complex regulatory landscape, and employee expectations of an elevated digital experience. 

If CHROs don’t take bold steps to address these issues, they risk negatively impacting their companies’ financial performance, putting their organizations into legal or compliance jeopardy, and losing top talent.  

But that can change if HR leaders focus on: 

  • Improving the employee experience, by ensuring that leaders and employees experience their organizations in a way that’s on par with how they engage with companies and brands in their personal lives  
  • Increasing accuracy and consistency of HR operations and compliance to ensure alignment with increasingly complex global employment laws and requirements  
  • Reducing costs and driving efficiency across all areas of the HR/talent experience by aligning policies, streamlining processes, automating activities and leveraging data and artificial intelligence where possible  

Here are 6 concrete steps to help HR pros rise to the challenge and lead forward with an HR Transformation that delivers speed and results for your organization:  

  1. Get up to speed with new developments in the modern workplace (global inflation/supply chain/economic challenges, AI-assisted one-stop-shops for HR technology, etc.) and understand your organization’s best path forward to bring its people along. 
  2. Understand the organization’s leaders and employees and diagnose where their experience is broken or where there are opportunities for improvement.  
  3. Fix what’s broken. Figure out the best policies, processes, data, and automation solutions that will drive exponential improvements in accuracy, consistency, efficiency, and outcomes. 
  4. Establish a structure and scorecard to ensure long-term results through monitoring, measuring, and enabling quick pivots to address opportunities. 
  5. Equip people managers with the information, tools, and resources they need to bring their employees on the journey to meet these modern challenges, focusing on places where their employees’ experience is particularly “broken.”   
  6. Keep an ongoing pulse on both external and employee challenges, using people managers as the bridge of information, while empowering them and giving them what they need to drive it all. 

Bottom line: By figuring out where your employees’ experience is broken, today’s HR professionals can acknowledge it, address it, and get ahead of it.   

To learn more, reach out to our team at Notion here!