DESIGNING EMPLOYEE EXPERIENCE ENGAGEMENT & RETENTION ANDY PARTRIDGE | APRIL 29-30 We selected few slides to give you an understanding of some of the information & tools you will be taking away from the session. We know it is not much but the rest you will get on the spot!
DESIGNING EMPLOYEE EXPERIENCE ENGAGEMENT & RETENTION ANDY PARTRIDGE | APRIL 29-30 ORGANIZATIONAL DESIGN OF EMPLOYEE EMPLOYEE EXPECTATIONS, EMPLOYEE EXPECTATIONS, NEEDS AND WANTS EXPERIENCE NEEDS AND WANTS Tools
DESIGNING EMPLOYEE EXPERIENCE ENGAGEMENT & RETENTION ANDY PARTRIDGE | APRIL 29-30 SIMPLY IRRERISTIBLE ORGANIZATION TM MODEL MEANINGFUL SUPPORTIVE POSITIVE WORK GROWTH TRUST IN WORK MANAGEMENT ENVIRONMENT OPPORTUNITY LEADERSHIP Clear and Training and Mission and Autonomy Felixible work environment transparent goals support on the job purpose Select to fit Coaching Humanistic workspace Facilitated talent mobility Continuous investment in people Investment in Small, empowered teams Culture of recognition Self-directed, dynamic learning Transparency and honesty development of managers Fair & inclusive Time for slack Agile performance management High-impact learning culture Inspiration diverse work environment Tools CROSS ORGANIZATION COLLABORATION AND COMMUNICATION
DESIGNING EMPLOYEE EXPERIENCE ENGAGEMENT & RETENTION ANDY PARTRIDGE | APRIL 29-30 Enhance engagement & productivity with a unified approach 3 SPHERES OF SPHERES OVERLAP TO CREATE UNIQUE EMPLOYEE EXPERIENCE FACETS OF EMPLOYEE EXPERIENCE SOCIAL SPHERE COMMUNITY Social Interactions employees have Physical with others in their work setting Platforms Workspace ACTIVITIES ENVIRONMENT WORK PHYSICAL Tools SPHERE SPHERE Interactions employees have Interactions employees have with their assigned tasks with the tangible environment
DESIGNING EMPLOYEE EXPERIENCE ENGAGEMENT & RETENTION ANDY PARTRIDGE | APRIL 29-30 Five practices to create more effective employee experiences PERSONALIZATION TRANSPARENCY SIMPLICITY AUTHENTICITY RESPONSIVENESS Creates a fit between the Improves visibility across the Removes non-value-added Aligns experiences to the Allows both amployee and needs of the employee and organization, for both the activitites and information organization’s culture and employer to share information the needs of the organization employee and the employer to streamline experiences value system and modify actions
DESIGNING EMPLOYEE EXPERIENCE ENGAGEMENT & RETENTION ANDY PARTRIDGE | APRIL 29-30 The 17 Employee Experience Variables Dediccated to employee health and welness Availability to everyone Executives and managers are coaches and mentors Consumer grade technology Treats employees fairly Employee needs vs. Business requirements Ability to learn new things & to do so and advance Referral comes from employees REASON Believes in diversity & inclusion FOR BEING Employees feel like they’re part of a team Chooses to bring friends or visitors Legitimate sense of purpose Offers flexilibitily Everyone feels valued Organization’s values are reflected Company viewed positively Leverages multiple workspace options
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