Posted by EmployeeChannel on 5.18.2017
Contributor -- that’s what 47 percent of companies and 57 percent of workers said will be the best term to describe employees by 2025, according to a recent Randstad study. While this change in title may seem small, employers need to approach the employee experience in a new and improved manner.
So, what’s the big difference?
The term “employee” is defined as a person employed for wages or salary. However, “contributor” is defined as a person who gives in order to help achieve or provide something.
Most of your team members have already adopted the contributor mindset. Those who haven’t, will quickly find their way, and you need to be prepared.
Here’s how you can transform the employee experience and master the future workplace:
Alongside contributing employees, evolving technology is taking HR into the future. HR pros should already be relying on the sciences -- if they’re not, it’s time to start.
In fact, 77 percent of all organizations believe people analytics are important, according to a 2016 Deloitte report. The same report found more companies are ready to take on the science side of business. In 2015, only 24 percent of companies felt ready or somewhat ready for analytics; this year, that number jumped by one-third to 32 percent.
William Tincup, president of Recruiting Daily, believes the hard sciences are the next evolution for modern HR practitioners. This means HR pros need to stay grounded in math, data, science, and engineering in order to stay on top of employee experience.
“Most of what we do is captured with data so we really show now how data flows within our organization, how to leverage what we learn from data, and how to use data to predict,” said Tincup.
HR sciences are changing and improving at a rapid pace -- just like the employee experience. This means you and your team need to be educated on a consistent basis.
Encourage your team to join you in regular HR analytics educational opportunities, like these eight online courses, to stay on top of data that can teach them about employee trends, habits, and experiences.
Many company leaders and HR pros are so focused on how work gets done, they often overlook the quality of outcomes. While the idea of flexible workplaces has been put out there for some time now, companies are still attempting to control their team’s environment.
“Focus more on the outcomes of work rather than how work is done today,” Tincup suggested. “If someone wants to work differently but reach the same goal, then we should allow that to happen.”
Don’t put employees in a working box. A positive employee experience relies on contributing when and from where employees perform best.
Chat with each team member individually to gauge when, how, and where they’re at their most productive -- and be open to those working options.
For example, if an employee works best from their home office, but you need your team in the office for meetings, evaluate the option of having meetings all fall on set days, or only during certain hours (mornings or afternoons). This way, they can potentially set a schedule that allows them to work from home a few days a week or for half days around meetings.
By being flexible, you’re allowing each person to take control of their own experience, which allows them to put their best foot forward at work.
Remember, the future of the workplace revolves around employees participating in company success. Get your team fully involved in their employee experience by giving them the opportunity to offer their ideas.
Tincup said, “Instead of thinking of employees as victims or respondents, we need to actively bring them into creating their own solution. And, let's do that more often than every 20 years. Hacking work, hacking the experience of work, is the new normal. It's the constant we should strive toward.”
Brainstorming and feedback should be offered (and asked for) frequently and consistently.
Help employees plan monthly meetings where they can openly discuss their employee experience and brainstorm ways to enhance company success as a team and individuals.
Depending on your company culture, you may or may not want HR pros or company leaders in these meetings. If managers aren’t included, have one team member bring back the entire group’s thoughts back to management.
However, if they are, encourage them to let the team take charge. Then they can give input as to what the company can do to meet employees’ needs.