5 reasons why makeshift employee experiences miss the mark

In today’s digital labor market, jobseekers are not only looking for fulfilling roles, they are also searching for an employee experience that is on par with consumer experience.

But unlike customer experience, which is viewed as a joint effort that different departments make a unique contribution to, one department has been left to shoulder this new dimension of employer-employee relations on their own. Between processing payroll, updating policies, analyzing benefits and mediating workplace conflicts, HR and People managers have now been tasked with delivering exceptional employee experiences. Rising to the occasion, many dedicated HR professionals have already crafted patchwork solutions using spreadsheets, project management software and email systems. Even though these solutions are a testament to HR’s ingenuity, they unfortunately create their own set of potential problems. 

Let’s take a look at five common pitfalls you may encounter by relying on a framework of disconnected systems for your employee experience:

1. Lack of consistency

Each employee should have access to the same resources and experiences. Creating a checklist is one thing, executing it consistently is another. Integrating your employee experience tech stack into a singular overarching system allows you to automate the distribution of important invitations, reminders and content. A lack of consistency in timely access to tools, resources and mentoring sessions can cause friction in the workplace, hamper productivity and possibly even pose a legal risk.   

2. Incomplete data analysis

It’s hard to determine the effectiveness of your employee experience efforts when the relevant data is spread over numerous systems, or in some cases, not even being tracked. Generating a complete picture requires consulting the advanced reporting features of project management software and tinkering with formulas and functions in a spreadsheet. Once you have collected the data from all the different sources you are using, it still needs to be synthesized (a time-consuming endeavor at best).

3. Increased margin of error

To become well-versed in the use and potential of a system requires time, training and trial-and-error. Using multiple different systems that haven’t been developed with managing the employee experience in mind means tailoring their functions to your specific needs. This creates a steep learning curve, especially if the whole department isn’t being continuously updated and trained on how to use these different systems. As the potential for knowledge gaps increases, so does the potential for human error.

4. Unable to scale

Although the spreadsheet’s versatility is impressive, repurposing it for employee experience management is a temporary solution that doesn’t easily scale. As staff numbers rise and your workforce becomes more global, it’s important to have a system in place that can quickly be adapted to different employee needs and the regulatory and compliance standards of various countries.

5. Loss of time

Many of the tools companies currently use to manage employee experience require a significant amount of manual input. Add to that, the lack of interconnectedness between these tools, and HR professionals end up spending more of their time on low-level tasks instead of developing strategic initiatives that align with an organization’s goals.

The job market in 2023  requires companies to reconsider their strategy for attracting and retaining top talent. As employees’ workplace expectations change, so do the list of responsibilities for those working in People and Culture departments. Companies that allocate time and budget to create employee experiences that resonate can make a name for themselves both within their organizations and beyond.

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