As organisations become increasingly diverse, the ‘one size fits all’ approach to employee management struggles to remain relevant. Nobody wants to feel like just another cog in the wheel, and ensuring an employee’s experience with an organisation is tailored to them is an integral part of keeping employees engaged, happy and productive.
HR professionals are presented with the opportunity to maximise the employee experience through new personalisation options.Here are three techniques that you can incorporate into your organisation.
As the millennial generation enters the workforce, so does a change in the attitude towards work. More than ever, candidates are looking for a workplace that values flexibility. Offering flexible contracts can mean allowing staff to spend their time and salary differently. Personalised contracts help indicate to employees that their own preferences are valued and recognised.
Advances in business intelligence allow companies to gain a deeper understanding of their employees. Businesses now have more meaningful ways of segmenting staff based on characteristics such as personality types and overall wellness. For example, Accenture segments employees based on their overall wellbeing (for example, number of vacation days they have taken, or length of time on a project) to identify those who might be at risk of leaving or who cope with high levels of stress. Having such great insight into employee behaviours helps ensure they remain engaged while at work.
Most of us will remember the stress of starting a new role, while fewer of us can probably relate with having a 40-year anniversary with a company. Workplaces have staff at different stages of the employee lifecycle, so expecting communication and activities to be the same for all would be naive at best, and not the smartest move at worst. Focus should be placed on different experiences along the way. An engaging employee onboarding process will not look the same for a 20 year old than a 50 year old. Seemingly, team members would not engage with the new hire in the same way (older employees prefer face-to-face meetings, while younger employees would be ok with a Zoom catchup to say welcome.) Taking the time to personalise these experiences helps maximise your employees engagement across their lifecycle.
Employee engagement doesn’t happen automatically and is not the result of just one activity. By adding these personalisation tactics to your employee engagement strategy, you’ll be slowly but surely providing a better, more tailored and engaging experience for every one of your employees.
HROnboard’s April release has a focus on personalisation. From branding to authentication, we are bringing further customisation options to your HR efforts.
For more information, check out the release notes here.