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什么是员工经验?

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    员工经验的定义

    全球转向员工参与员工经验

    员工经验不仅仅是员工参与的新名称。员工经验一词定义了态度的态度和明确差异,员工对工作场所如何工作的预期和工具公司可以用来将员工反馈纳入创新的企业文化。

    第一代员工聆听工具,如年度参与调查,给人力资源提供了发送调查,收集见解,制定行动计划,实施和等待下一次调查显示的任何趋势。但是,第二代反馈管理工具使每个部门能够实时地响应新兴趋势。

    员工参与的差异,即员工经验所包含的定义是重要的,因为消费者LED技术将个人经验从根本上转化为在线产生反馈的公共时刻。社会platforms like Facebook and Twitter have not only increased the transparency and speed with which we connect and share information, but also the rate at which we receive productive feedback.

    e的原因mployee experience matters more now, isbecause employees expect the same engaging consumer-like experiences at work.组织需要简单加上快速情报,以接受不断倾注的许多员工信号,以便在日常工作生活中更好地了解员工。

    通过捕获和理解这些直接和间接信号,公司在任何特定时间内从员工的角度持续查看。通过提供正确的人们对这些见解的快速可见性,员工能够成为塑造文化和经验的积极部分 - 导致营业额降低,更高的生产力和更快乐的劳动力。

    员工参与与员工经验之间的关键差异

    T.he terms “employee engagement” versus “employee experience” are often used interchangeably, but they shouldn’t be.

    员工经验不是公司所做的;这是关于公司如何让员工在整个旅程中感受到。员工参与,而是现在被理解为员工经验的结果。

    T.he Employee Experience encapsulates the entire journey an employee has at an organization. From “interview-to-exit,” every moment, every interaction and every touch point and transaction in the employee lifecycle constitutes their entire experience.

    参与是工人对他们的工作和公司的衡量的承诺,激情和忠诚程度。员工队伍的员工多大程度上取决于组织对员工对重要事项的行动程度。

    Employee engagement surveys are great indicators of what’s important, at any given moment in time, but a single survey lacks the ability and continuity to really understand employees in their day-to-day work life. By contrast, Employee Experience uses software to continuously listen and respond to employees in the moment by capturing signals from direct feedback (like surveys) and indirect feedback (such as helpdesk tickets, chatbot transcripts and performance reviews).

    高级AI的分析提供了来自广泛结构化和非结构化数据集的可操作洞察力,而反馈管理仪表板和自动警报路由可确保正确的洞察力到达合适的人员,以便采取快速有效的行动。

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    但是,员工经验的主要目标不应该与客户有任何关系。

    T.he focus must always center around making employees feel valued, motivated and engaged. The best way to do this is not just by listening to employees but actually understanding how they are feeling in that moment of their career journey and taking meaningful action on what is most important to them.

    员工体验软件通过在大时刻捕获直接和间接信号(在工作的第一天,onboarding,obboarding),日常时刻(联系ALKDESK,参加所有手中,参加所有手中的第一天,以规模理解单一员工的职业生命周期它请求)和个人时刻(获得新经理,从产假休假,转移到新部门)。

    强大的人工智能技术是有意义的数百万structured and unstructured data points, surfacing emerging trends and detecting issues on the rise. The platform then connects these insights and turns them into suggested actions, automatically routing them to the right teams —from the c-suite to the frontline—in real-time.

    通过这些建议,团队知道如何最佳回应以及对员工经验的所有方面产生立即和积极影响的措施。

    您作为员工体验领导者的工作是“创造高峰时刻”

    根据作者芯片和丹希思的“力量的力量:为什么某些经历具有非凡的影响,”我们倾向于记得三件事中的两个:经验的最佳或最糟糕的时刻,以及最后一刻。我们倾向于忘记其余的作为一切都无关紧要。

    然而,重要的是创造了一个“峰值”时刻 - 这是一个持久印象的时刻。

    Employee experience leaders want to create a work-life culture of engagement that fosters this “peak” moment by understanding how the experience is working (and possibly not working), by collecting feedback and operationalizing those insights to the right teams for action.

    员工经验的CHRO和负责人有什么区别?

    T.他的角色ch传统上有优先考虑的规则和流程。相比之下,员工经验的负责人扩大了人力资源的范围,以涵盖整个员工的生命周期。

    作为CHRO现代化的作用,员工经验和人力资源之间的界限是模糊的。For example, AirBnB decided to move their CHRO into the position of Chief Employee Experience Officer (CEEO).

    When it was announcedAirbnb的全球员工主任经验Mark Levy表示那“我们专注于带来生活我们创造一个你可以的世界的使命属于任何地方那by creating memorable workplace experiences which span all aspects of how we relate to employees, including how we recruit them, develop them, the work environment we create with them, the type of volunteer experiences we offer them, and the food we share together.”

    员工经验leaders are responsible for breaking down silos and collaborating with departments, ranging from IT to finance to marketing, and applying data to inform decision making as it relates to people programs across the organization.

    通过将传统的人力资源职能联系在一起,如招聘和人才发展,营销,设施,安全,社会责任和内部通信,员工体验领导者可以确保员工与公司的每一项互动都超出了他们的期望。

    当成功时,员工体验领导者将帮助组织创造一个自然推动参与的信任和同理心的文化。预计生产力提高,优质的产品和服务,更高的保留率以及更优质的候选人也适用于可用职位。yobet体育软件

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    员工经验领导者的主要挑战是什么?

    当您负责优化员工旅程中的每一刻时,您无法从各种来源中收集大量数据,但您可以轻松地了解数据并快速行动。

    将数据转化为可操作的见解是员工体验领导者的最大挑战之一。

    这就是为什么他们必须访问智能软件,该软件能够在大量数据中分析和揭示隐藏含义。通过将机器学习算法应用于数百万(也许数十亿!)结构化和非结构化数据点,具有强大的AI功能的平台可以分析文本并在出现时检测新的问题和趋势,消除任何盲点。

    合适的员工体验平台可以连接这些洞察力并将它们转化为建议的行动,自动将其路由到合适的团队,实时制作员工体验领导者的工作更容易。