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Article on employee experience

I am a director of HR Program management at a global research and publishing company. I am in the HR field because I am very passionate about the idea of employee experience and surprised to still see so few of employers focusing on this topic and instead focusing on employee engagement (a product of EmpX).

I am not looking to promote any products or services, or even mention my employers name.

Please see below for a summary of what I would like to write about:

Suggested Titles:

-Sustainable Employee Experience design

-Top strategies to deliver on a fail-proof people experience strategy

-How to create an employee experience that sticks

Why I would love to share my ideas on this topic:

Having been in the role of organizational consultant, candidate, employee, and now more specifically an HR and Talent Acquisition professional, I continue to see poor employee and candidate experiences. We are spending millions on recruitment but not focusing on the powerful organic branding (positive or negative) created by employees once they join us.

I am passionate about this issue because the idea of work-life balance is simply not one that makes much sense, not for the employee or the employer. No matter what, even if we work a regular 40 hour work week, we are still spending more of our lives at work and employers continue to feel more pressure to compete and squeeze the most out of their people.

This reality is emphasized by multiple available studies, one coming out of the nonprofit group Mental Health America (MHA) and The Faas Foundation, that surveyed more than 17,000 U.S. workers in 19 industries and found that 71% were either “actively looking for new job opportunities” or had the topic on their minds “always, often or sometimes” at work. With statistics like that, employers are certainly not getting the best out of their people and all of us are simply not getting the best out of life!

My point of view: As employers, we must create employee experiences that are designed to be “leak-proof”. I use that term to describe the need to create an experience that a poor manager or leader can’t potentially destroy due to their own competing interests or priorities. Experiences need to have intentionality and be designed in a way that ensures everyone has a similar intended experience.

To give you a better idea of what I have in mind, the sections of this article could focus on the following: why designing EmpX is important and why it pays to invest in this area; where to start / how to examine your current EmpX ; Identifying “moments that matter” to employee and prioritizing your journey; how to design experiences that are intentional and “leak proof”/built to succeed; sustainability / how to stay agile and commit to adjusting and experimenting as needs and expectations change

Why - I want to get this written for submission in business publications such as Forbes , [login to view URL] , and if not then lower tier site such as business blogs

Kĩ năng: Article Writing, Viết bài kinh tế, Nghiên cứu

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ID dự án: #19338495

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