The world of work is evolving. Even before the outbreak of COVID-19, Human Resources professionals have always been focused on driving impact across the employee life cycle. With the changing landscape, one of the hardest things when it comes to remote workers is delivering impactful, positive employee experiences that help to keep teams in sync, retain talent and promote productivity.
That’s where Workplace from Facebook comes in. This blog covers 3 tips for managing talent in a post-pandemic world by emphasizing and prioritizing the delivery of positive employee experiences.
Deliver an exceptional experience in the "pre-onboarding" stage!
In Josh Bersin’s new publication “HR outlook for 2021,” he predicts the prevalence of service roles. That is, jobs that require technical skills and experience but are primarily driven by your candidate’s ability to learn, collaborate and relate to your organizations purpose. Building an inclusive culture of belonging and innovation becomes more difficult from a remote working perspective. Now more than ever, it’s important to leverage technology as much as you can and include digital thinking as part of your paradigm. Leaders who effectively help their people stay informed, resilient, and productive has emerged as a major priority, which lies heavily on delivering a positive employee experience.
Employee experience (EX) is now a corporate strategy, and many organizations are beginning to think of EX as a company-wide initiative from offer acceptance, to the first day on the job, to the last day on the job. Simply put, employee experience needs to be considered from the pre-onboarding stage up until they leave the organization – a full end-to-end strategy that impacts the perception and experience of your brand.
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With Workplace from Facebook, immersing new starters into your organization and culture is easy. Before employees even start, your organization can cut out much of the paperwork by starting orientation in the pre-onboarding stage. Multi-company groups (MCGs) on Workplace allow people from multiple organizations to collaborate, so new hires can be added to the group with their personal emails prior to receiving their company email address.
Once new hires are added to the group, you can direct them to pre-onboarding files, training and resources. By asking them to familiarize themselves with the company values and read information around what to expect in their new roles, candidates will feel closer to the organization and it will help them get ready to soar in their new role. It also reduces operational overhead by automating administrative and logistical tasks.
Simplify, integrate and design the digital employee experience!
Communication leaders have to push forward with the simplification, integration and design thinking of the digital work experience. Tracking the progress of your recruiting pipeline is essential, but this task can be cumbersome. So, it’s important to take the manual out of the labour by using an integration that can manage some of the more tedious work tasks. In Workplace, you can setup alerts to be notified when a candidate interview stage changes or you can use Workplace Chat to review and approve key process steps in the onboarding of employees. The process is seamless and helps take the heavy lifting off of you!
Measure engagement with analytics and people data!
How do you know if people are really engaged at work? Knowing whether your people are genuinely committed to their work should be more than just guesswork. The need for communication leaders to develop and deliver in an agile way, become data-driven and provide a steadfast focus on employee experience is undeniable. People analytics are now becoming a mandate, one that empowers communication leaders to make informed, strategic decisions with accessible and reliable people data.
By studying all people processes, functions, challenges and opportunities with Workplace analytics, your organization can elevate these systems and achieve sustainable business success. Because after all, people who feel their voice is heard are far more likely to feel empowered to do their best work!
Workplace’s analytics tools bring your people data to life with multidimensional graphs and charts – and there are multiple indicators to look at, such as productivity metrics. These metrics have a direct relationship to engagement, as highly engaged employees tend to produce more work, and better work. By launching a survey on Workplace, you can ask your employees about their experiences then share the results and take action, leading to greater trust and transparency.
Workplace puts arms around the whole organization. With the launch of Workplace at Campbell Soup Company, 2x more people are reading internal messages. Workplace has cracked the lid on two-way communication, creating endless possibilities. From group projects, to multi-company groups that invite outside companies, suppliers, and customers to connect and share in real-time, to insights, production updates, and product feedback. The conversation is no longer top-down and outward broadcasting; it’s changing the way Campbell does business and showing the food industry that something new is cooking in the kitchen! Workplace is also changing how Campbell celebrates its food, enabling instant responses from a variety of communities.