Insights from the Creating A World Class Employee Experience webinar

Employee expectations are changing, and it’s not just flexible work policies they’re after. 85% of today’s workforce are reporting burnout, and are looking for meaningful work that speaks to them on an individual level, keeps them engaged, and an organization that is proactive in providing ongoing care and value.

The question for many HR leaders and teams now is how they can build an employee experience that will meet expectations and retain the talent within their organization. 

HR leaders can’t stop at just knowing how to build an employee experience. Understanding why employee experience can boost engagement and positively impact your organization and society is key to gaining executive buy-in.

This is why we pulled together a panel of experts from Australia’s biggest employers, to unpack what it takes to create a world class employee experience to take your people operations to the next level.

The Creating A World Class Employee Experience Webinar brings together expert HR leaders from Reejig, NSW Government, and NSW Police Force to give insights on:

  • The need for a world class employee experience
  • What it takes to build a world class employee experience
  • The benefits it has on organizational performance, attraction and retention of the best talent

Top advice from our expert panel:

  • Make your employee experience initiatives circular in nature. Throughout not just recruiting and hiring, but during an employee’s entire experience with your organization, actively implement open discussions on individual employee experience and bake ‘circling back’ into the process. Show employees that you’re listening to their feedback and experiences, and actioning recommendations.
  • Display recognition, commitment, and care to individual experiences your employees face. Take into consideration the different experiences, needs, and circumstances facing metro or regional staff, parents, minorities, remote workers, or anyone whose circumstances shift, and set up internal programs and initiatives that support them.
  • Proactively discuss your EVP and employee experience approach with talent at the candidate stage. Be really proactive with how you communicate your EVP up-front, even before candidates apply for a role. Discuss the initiatives, programs, and employee experience you provide workers with candidates and give them an idea of what opportunities and care they’re likely to receive when they work with you. 
  • Use data and AI to create personalized employee experiences. Talent teams now have the ability to leverage technology like AI to gain 100% visibility into the skills, experiences, passion and potential of their employees. The use cases for this visibility are vast. Imagine if you can easily predict when someone is ready for a change of role and can nudge them with real opportunities you know are aligned to their potential and passions? Or could offer reskilling opportunities at scale based on a talent match between an employee’s skill and potential, and high demand roles? And imagine being able to make informed decisions using Ethical AI, eliminating bias and getting the right people into the right roles that align their career pathways and potential. Harnessing AI allows you to maximize the potential of your talent, and bring meaning to their work and their career path with your organization.
  • It’s a marathon, not a sprint. Focus on the long-term ROI that an inclusive employee experience will deliver. Giving talent teams the resources they need to set up inclusive internal programs and identify primed for change employees who can be reskilled. This will increase your retention, decrease hiring costs and improve the efficiency, inclusivity, and effectiveness of your long-term workforce planning.

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