I need to differentiate my people experience
People experience in the workplace is now arguably one of the biggest factors in driving productivity, retaining great talent and differentiating your organisation. People are fundamentally thinking differently about their way of living, craving independence, personalisation, and self-control. Organisations have a sense of urgency to refresh their employee value proposition taking an imaginative look into personalised experiences, fresh look at reward packages offered and new ideas for connecting all their workforce and cementing a sense of belonging. We can help you think differently about your people experiences, your value proposition and put a direct link between these and the productivity of your workforce.
Global insurer and investment management organisation
Click through the project to learn how we did it.
LACE Partners were engaged to help shape the client’s HR Transformation agenda over an initial 16-week period by taking an employee experience led approach.
- Conducted a series of three HRLT ambition workshops to define the overall employee experience (EX) vision and agree a leadership change charter to support the programme’s success.
- Analysed ‘voice of the employee’ data (e.g. Glassdoor, internal pulse survey trends, leaver data etc.). We identified four critical journeys for the first phase of experience design.
- Defined EX design principles in line with the wider CX (customer) principles, to tie a red thread between EX and CX.
- Held virtual design workshops with HR, ‘persona’ and cross-functional representatives (e.g. IT, Facilities) to understand employee pain points and the technology and non-technology solutions needed to address them.
- Identified and prioritised ‘quick wins’ and the people, process and systems initiatives required to deliver transformation in the medium and longer term to develop the overall transformation roadmap and case for change.
- Designed the targeted experience for four experience journeys – desired ‘outcomes’, ‘feelings’, and ‘needs’ across key moments in each of the journeys (e.g. ‘I want to join’: I am told the outcome, I prepare to join, it’s my first day, I complete my probation)
- Identified 67 quick wins associated for the client to implement as part of ongoing continuous improvement.
- Designed a continuous improvement approach and methodology for reviewing, assessing, and improving the journeys.
- Defined a repeatable EX journey design approach to provide a best practice framework for the client to continue further EX journey design and build their internal capabilities.
- Refined the client’s two year HR transformation roadmap, high level business case and case for change narrative, reframing it from a systems-led transformation to an EX-led one that covered people, process and systems interventions.
Where are you in your journey? Perhaps we can help?
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