Restrategizing the Employee Experience
It’s a professional multiverse out there, people.
Work is getting done from just about anywhere: poolside lounge chair, neighborhood coffee shop, cubicle, manufacturing shop floor, co-work space, or home office, you get the idea. As long as employees can drop a pin, let their boss know they’re accessible and KPIs are being met, organizational leaders have remained open-minded. According to Mercer’s survey on the topic, “before the pandemic, executives believed only 45% of the workforce was adaptable to a new world of work. COVID-19, however, has shattered that belief - today, more than 90% of employers say that productivity has stayed the same or improved with employees working remotely, and 82% say they will implement flexible working at a greater scale post-pandemic.”
However, organizations are starting to realize this new normal is complicated and requires a new Employee Experience strategy. There are increasing demands on creating cloud-based infrastructure to enable all sorts of capabilities including the ability for an organization to reach and engage their most important audience - their employees - wherever they work. In a way you can say culture is going cloud, but not entirely. A dispersed workforce also can make it more challenging to evolve, share and protect the employer brand.
Evaluate and Prioritize
Evaluating what matters most to employees in this post-pandemic world will help organizations successfully navigate and prioritize the most effective methods and channels to inform and inspire its people. Organizations should look at their HR and Communications strategies and tools to identify gaps. These two departments can work more closely together to deliver on employee expectations of their employer and vice versa. This is critical for employees to stay motivated to do their jobs with excellence and be active participants in the company’s culture. And by culture, we don’t mean increasing read rates of a witty monthly newsletter or refreshing posters in the breakroom; although we can help with that too. Modera views culture as something more important and tangible. Culture is dynamic and alive; it’s the result of consistent, intentional actions from all areas of an organization that are hopefully aligned to mission and values. People want a reason to stay at their job - give them one, or many!
Don’t Leave Employee Experience to Chance
However, when looking at all that defining and supporting an employer brand and internal communications encompasses, it can be overwhelming to tackle. Unfortunately, internal communications can become secondary to other organizational initiatives that are perceived to have higher priority. This is why it is essential for the team(s) that is in charge of employer brand and internal communications to justify and advocate for financial and non-financial resources early and often. One of the greatest risks an organization can take is losing its high-performers due to poor communication, culture or disengaged leadership. Retaining your best talent is too important to leave on the table for later. It costs employers an average of $4,700+ and takes an average of 42 days to fill an open position, according to the Society for Human Resource Management (SHRM).
Get a Support Team
We collaborate with clients to help with their Employer Value Proposition narrative, mission and values messaging framework, and so much more. Modera applies our expertise across multiple disciplines - branding, marketing and communications - to develop meaningful employee experiences rooted in purpose. We create informative, inspiring and effective materials that are just as impactful as the external-facing campaigns we are known for. Let us help you navigate a new way to work and leverage our team to support your employee experience plans. Contact us if you are interested in a complimentary consultation.
