We all know how important it is for a company to be able to attract and retain top talent. Even though it might seem like a difficult task, there are many ways in which companies can create an appealing environment for their employees. Here are some of the most effective trends that will make your employees feel valued and happy at work.

1- Quiet Hiring

Quiet hiring is a process by which companies hire candidates without advertising the position. It's a good way to attract candidates who are not actively looking for jobs and keep their plans confidential from competitors.

By enabling companies to provide personalized attention and assess the fit between the candidate and the organization, quiet hiring can lead to a more positive and engaging recruitment experience, resulting in a more talented and motivated workforce and a better overall employee experience.

In conclusion, quiet hiring is a valuable tool for companies looking to attract and retain top talent, improve their overall employee experience, and maintain their competitive advantage.

2- Hire Candidates with an Unconventional Background

Hiring candidates with unconventional backgrounds is an employee experience trend that can bring numerous benefits to the organization. By embracing diversity and inclusiveness, organizations can create a more supportive and innovative work environment, and improve employee morale and job satisfaction.

For example, Apple is committed to diversity and values candidates who bring unique experiences and perspectives to the table, including those with unconventional educational or career backgrounds. If you are looking for a front-end developer to work in your tech startup then you might be interested in someone who has studied engineering but isn’t currently working as a software developer.

A candidate like this will bring fresh ideas and perspectives but may not have any real-world experience that can fit into the system used by your ATS so he/she might not even get through the initial screening process.

3- Onboarding Experience

The onboarding experience is one of the most crucial aspects of building an engaged workforce. It’s a time when new employees get to know their new company, bosses, and co-workers, so it’s important for them to feel welcomed into their new workplace.

A great onboarding experience helps new hires understand how they contribute to the company's mission and vision. It also helps them feel included in discussions about how the business works—and why it does what it does.

Successful HR Onboarding Processes can be as simple as a welcome email from HR or as comprehensive as a multi-day workshop series with interactive activities that help teach basic skills necessary for success in your organization.

4- Flexible Working Conditions

Flexibility is a broad term that can mean anything from having flexible working hours to remote working. A study by Gallup found that employees who work remotely are 15% more productive than those who don't, and a report by the Harvard Business Review suggested that flexible working schedules are better for employee well-being and productivity.

However, making your company's culture more flexible isn't just about allowing employees to work from home or set their own schedules; it's also about giving them control over how they use their time at the office.

5- Well-being at the Workplace

Well-being is not a new concept. It has been around for decades, but only recently have companies started to take a keen interest in the topic. And it's no surprise why. A well-being program can improve employee engagement and reduce the costs associated with stress-related health conditions.

It's also about the time that companies invest in well-being because millennials are demanding more from them than just their jobs. Young employees want to know how they can develop themselves professionally, and what kind of opportunities they'll get after working there for a year or two.

In order to attract this generation of talent, you need to offer something that adds value to their lives outside work as well—and one way of doing that is by demonstrating an interest in their well-being at work through flexible hours or job-sharing options (for example).

6- Technologies at the Workplace to Improve Productivity

The next trend is about technologies that can help employees work smarter and better. It’s no secret that technology has revolutionized the workplace, and with new technologies on the rise, it’s more important than ever to incorporate them into your business.

One of the best ways to improve productivity and employee experience is by using a pair of smart glasses or another wearable tech to allow your employees to access information quicker and easier than before. The ability for workers to access data from their wearable devices allows them to complete tasks faster without having to leave their desks or get up from their seats – which means more time spent working!

Increase Productivity with Remote Working Tools

Another way technology can help increase productivity is through remote working tools such as video conferencing software or apps like Slack. Allowing employees flexibility in where they work from day-to-day increases productivity because they don’t have travel time between meetings throughout the day - meaning less wasted time being stuck in traffic!

7- Secure Employee Data Privacy

Data privacy is another big concern for companies, but it can also be one of the most important aspects of an employee experience strategy. The growing number of data breaches makes it clear that businesses need to adopt a proactive approach to data security and ensure they have the right tools in place.

When employees know that their personal and sensitive information is being protected, they are more likely to trust their employer. This can lead to increased engagement, productivity, and job satisfaction.

Your company should comprehensively understand the different types of IT threats (such as ransomware) and know how to detect them before they happen.

8- Employee Feedback and Improvement Opportunities

Employees want to know how they can improve. They want to feel like their voice matters and that there is an opportunity for growth and change within a company.

Companies should provide multiple avenues for employees at all levels of the organization to provide feedback on their daily tasks, projects, or overall job satisfaction. Employee surveys are a great way to collect feedback from employees in an anonymous format.

Providing actionable feedback is even more important than gathering it; however, many organizations fail at this step because they don't have a defined process for identifying issues with processes or systems before they're implemented in full swing with real users.

9- Career Development in the Company

Career development should be a priority for HR, and it's no secret that employees want to be challenged and grow. Whether you're in the tech industry or a small business, there are plenty of ways to encourage career development in the workplace.

• Host workshops on new technologies or software
• Create training opportunities for employees interested in learning a new skillset
• Offer paid internships to college students who will gain experience while they're still in school

Conclusion

No matter what industry you’re in, it’s important to make sure that your employees are happy with their work. These trends are shaping the future of work and are essential for creating a positive, productive, and fulfilling workplace culture. Companies that embrace these employee experience good practices will be well-positioned to attract and retain the best talent, improve employee engagement, and ultimately drive business success.

The SLA (Service Level Agreement) is a key component of enhancing HR Support quality and making sure employees get the best possible service, hence improving Employee Experience and engagement at work greatly.

But what exactly is an SLA? And why should you care about it if you're an HR professional? In this post, I'll try to explain why an HR SLA is important, how to set one up, and how to monitor performance against it.

What is an HR SLA?

Historically, the notion of SLA has been created to make sure IT contractors were contractually bonded to respect a certain level of quality, security, reactivity, and availability of the software they provide to their customers.

They would define in the contract different notions of service quality (time to answer a ticket, time to solve an issue) based on the gravity of the issue and would track that time during the whole length of the contract. A penalty would be defined in advance in case of an SLA breach, all that to protect the customers in case of an issue with the software they paid for.

Applied to HR, an HR SLA is the Service Level Agreement between the HR support team and the employee. It’s a promise to an employee about how long it will take to answer their question, and it’s also a commitment and contract between the employee and the HR team not to expect more than the defined SLA. Your SLA is composed of different metrics, hereafter is a few examples.

• Time to first reply - which is when the problem is handled
• Time to last reply - when the issue is resolved
• And most important, the RTO (Response Time Objective) - The maximum time your employees should expect a response from the HR Support Service.

Why is it important to be transparent about your RTO with employees?

Transparency and open communication about your RTO is of paramount importance. It's not really about having the shortest RTO; it's about communicating on it and respecting it. Better have a 5-day RTO that is always respected than a pressuring 24h that is respected only half of the time!

By being transparent, you also help ensure your employees are satisfied with your services—which will, in turn, lead back to improved employee retention rates over time!

Communicating your RTO also leads to better time management and planning: it allows your employees to make decisions based on what they know about your RTO instead of being left guessing or wondering whether their requests will be fulfilled.

When you communicate your HR RTO, you are building a culture of quality and trust. You let your employees know what to expect from the services that they receive from your HR team. You can also use this opportunity to let them know how they can get in touch with someone if they have a concern or complaint about the service that was provided.

How should I set my HR SLA?

The first step in setting your HR SLA is to look at what you expect from your team and how many people are on it. For example, if you have a small HR team of 2 persons and receive 100 requests a week, that means that each person has to answer 50 requests per week (10 requests per day). A normal request takes around 12 minutes to process; they will thus have to dedicate around 2 hours a day each to answer those requests.

Depending on their HR portfolio (what other running activities they have and how much time a day they spend on them), 24h to 48h SLA seems reachable. If the number of questions increases, though, they might need more time to spend answering them and dedicating a whole day or two to doing so. Your SLA will, of course, extend as the support organization changes.

Another factor is the complexity of your requests: if you receive only simple questions like "How do I apply for vacation?" (Tier 1), then this will take less time than something more complicated like "Do I qualify for an increased pay grade?" (Tier 2 or Tier 3). It is a good practice to split your SLA by complexity, having, for instance, 24h for Tier 1 issues, 2 days for Tier 2, and 5 days for Tier 3.

How to monitor HR SLA performance?

To monitor the performance of HR SLA, you should be keeping track of:

• The number of questions asked.
• The number of tickets created.
• The average time to answer questions (ATAQ) and tickets (ATT) by category
• ATAQ and ATT for each employee

Those KPIs are the main ones that you should focus on while starting to implement an SLA Strategy, but by becoming more and more expert in it, you will soon discover that you can find hundreds of data points to be tracked to monitor your SLA. (ticket processed per agent, per team, per category, per level of complexity, time a ticket stays in a specific status, first-time resolution ratio, SLA per channel…).

Most of today’s HR Ticketing systems, such as our platform Clevy OnDemand, or even Service Now for HR, or Salesforce at Work, will let you track all those data in an aggregated way to help you monitor and improve your SLA processes over time.

But remember to start simply. SLA is a mindset and has operational impacts. It is not about having everything right the first time, it is about starting somewhere and continuously improving the process.

How to set expectations for your HR Support teams?

It’s also important that you set clear expectations for your HR support teams, so they know what’s expected of them and how they should be performing. To do this, you need to communicate the SLA to employees. As you monitor the performance of your teams, provide feedback on how well they are meeting their goals.

Also, make sure that if there are any issues with the service level agreement or if there is room for improvement, you can work together with the team members to improve it.

HR teams are not IT, and they are definitely not customer service. Answering employee questions is only part of the myriad things they have to do every day to make sure the company runs smoothly. So it is of paramount importance to not impose SLA on them but rather define SLA with them and improve them over time. You want your HR happy and engaged, or the whole machine will definitely break.

Conclusion

Ultimately, HR SLAs are becoming more and more important as they provide a way to set expectations and communicate them clearly with employees. The value of communication and transparency cannot be overstated.

In fact, the more you communicate with your employees about what to expect from the HR team and how they can help them achieve their goals, the better it will be for everyone involved, leading to less frustration and better engagement for HR teams and employees alike.

Employee experience is a term that describes the emotional state of an employee in relation to their workplace. It includes an employee's feelings about their workplace, managers, co-workers, and position.

The goal of any business is to create and maintain happy employees who feel valued for their contributions to the company and enjoy coming to work each day. If you want to keep your people happy, it's essential that you understand what makes them tick—and what could drive them away from your organization.

Employee experience is about making sure your employees feel heard, supported, and engaged at all times

Employee experience is a term that refers to the way employees feel about their work environment and how they're treated by management. It differs from employee engagement in that engagement is based on an individual's motivation to participate in any given activity, whereas employee experience encompasses more of the whole picture. It includes the workplace atmosphere, interactions with coworkers and managers, and other factors beyond just whether someone feels motivated to do their job.

Employee experience also differs from employee satisfaction because it has to do with feeling connected and supported at work as well as being able to find meaning or fulfillment there—two things that are key parts of having a good career but not necessarily what makes you satisfied with your job on any given day.

The importance of creating a positive employee experience cannot be overstated: when employees feel valued for their contributions (both big ones like completing projects on time or small ones like answering questions), they're happier at work; when they feel supported by their managers in achieving personal goals such as reaching milestones or receiving promotions; and when they can trust management will act ethically toward them (and not just themselves).

Employee experience is a combination of culture and technology

Employee experience is the combination of culture and technology. Culture is the mindset of your team, and how they think about their work. Technology is what tools you use to get things done. When you bring together these two pieces—culture and technology—you build an employee experience that creates value for both employees and customers.

This brings us back to why employee experience matters: it affects how much value an organization creates for customers. The more a company will succeed in making their employees engaged and satisfied, the better the service of their employees to the customers in the end.

To create a positive employee experience, you need to make sure no one of your employee's questions remains unanswered

To create a positive employee experience, you need an integrated platform that streamlines workflows and helps your teams handle your employees' requests. This means your employees will be able to get the information they need faster and more easily than ever before, and they are never in a situation where they have an issue or need something and no one is there to help them or answer them. Hence the importance of investing in your support functions, and support tools, especially HR and IT.

By feeling supported at all times, your employees will be much more engaged, and you will highly improve your employee experience.

Conclusion

Employee experience is an important element of a company’s success. It impacts the ability to recruit, retain and develop employees—all crucial aspects of a business’s future growth. If you want your company to compete in the marketplace, you need people who love what they do.

The best way to accomplish this is by providing them with excellent experiences in their jobs: experiences that are fun, and fulfilling and make them feel valued as human beings. In addition to investing in your culture, you need to invest in the right tool to make sure all of their questions have an answered, making them feel heard, supported and engaged, at all times.

HR departments are responsible for many important tasks, such as recruiting and hiring new employees. However, they also need to deal with a lot of paperwork and administration. This can be time-consuming and inefficient.

To help improve productivity, many HR departments have started to use workflow automation tools. These systems allow the department to automate repetitive tasks so they can spend more time on high-value activities like improving employee engagement or developing new talent within their organization.

What is an HR Workflow?

An HR workflow is a process that allows you to streamline the management of a task, such as hiring new employees, approving vacation requests and managing employee performance. A workflow is a set of steps that are completed in sequential order in order to complete an action or process.

Workflows can be used for everything from reviewing resumes to filling out paperwork or sending emails. Designing your company's workflows can help you automate repetitive tasks like having managers sign off on time sheets before they're submitted for approval by payroll.

What are examples of HR Workflow?

Here below are some examples of HR Workflow that exist in all companies and can be for most of them automated:

1. Employee onboarding

Employee onboarding is the process of getting new hires up to speed on the company, its culture, and procedures.

Employee onboarding helps ensure that employees have a smooth start with their new companies and can begin contributing right away.

Being in control of your Employee onboarding workflow helps bring consistency across all departments, which is essential for employee satisfaction and business continuity.

By automating employee onboarding, a company can save time by reducing human error in the hiring process—saving HR professionals from having to update each document manually every time there's an update or change. Automated updates allow your team members to focus more on helping new hires get acclimated quickly instead of spending too much time making sure their paperwork is correct.

2. HR requests and approvals

HR requests and approvals are a part of the core HR processes. Approvals often involve many different people, sometimes spread across different departments.

A typical example would be when an employee wants to change jobs or get promoted, but there needs to be approval from their manager and/or other managers/leadership team members first before an offer can be made. This is a manual process that takes time, not only for the person making the request but also for each individual who needs to approve it.

HR request and approval workflow automation can help streamline this process by automating all tasks related to the request including sending notifications when tasks are completed and keeping track of who has done what so there's no confusion about who is responsible for what task.

3. Employee offboarding

Offboarding refers to the process of ending an employee’s employment. This can be a complicated process for both employers and employees, so it’s important that you handle offboarding in a consistent and compassionate manner.

When an employee leaves your company, they should receive clear information about their health benefits and paid time off (if applicable), as well as any other benefits that are specific to their position or location.

Conclusion

Designing HR Workflows can help you make sure your HR processes are well functioning, streamlined and consistent across the organization. Common HR workflows are onboarding, offboarding and requests and approvals.

Once your workflows are designed, HR workflow automation tools can be used to automate them (partially or totally), letting you reduce your HR team's workload.

Automating HR workflows can also be beneficial in ensuring that your employees are engaged and satisfied with the HR support. With everything being automated, there is less chance of human error which can lead to frustrations and misunderstandings between employees and employers.

Employee Self-Service Portal is one of the best solutions if you want to automate some repetitive tasks and centralize information. The idea behind this service is that employees won't have to bother IT staff with minor issues, such as changing their passwords or updating their contact information. And when they need help from IT, it's easier for them to get in touch since there's no longer a need to call or email first. In this blog post, we'll discuss some benefits of an employee self-service portal for your company.

What is an employee self-service portal?

An employee self-service portal is a web-based system that allows employees to view and update their personal information, submit time off requests, and view their pay stubs and W-2 forms. This system can be very beneficial for both employers and employees, as it can help keep everyone organized and informed.

If you're thinking about setting up an employee self-service portal for your business, you should keep a few things in mind. First, you'll need to choose a platform or system that will work for your business. There are a number of different options out there, so it's essential to do your research and find one that will fit your needs.

The functionalities and benefits of an Employee Self-Service Portal?

Employee Self-Service Portals are designed to provide employees with the ability to access and manage their information. There are many ways an employee portal can be used, but they all have one thing in common: they allow employees to control their data, which allows them to take more ownership of their careers.

• HR & Payroll: Employee Self-Service Portals allow employees to view and update their personal information (name, address, etc.), as well as track absences or submit requests for time off.
• Onboarding & Offboarding: Employees can easily submit new hire forms from anywhere at any time using an Employee Self-Service Portal. It’s also easy for them to update address changes when moving from one location or office space into another -- this helps ensure that payroll continues uninterrupted even when employees move around within your company!
• Training: An employee training system lets you communicate updates about training programs directly into the hands of each employee who needs it most - no more lost emails or forgotten meetings!
• Time & Attendance: Integrate Employee Self-Service Portals that make it easy for employees to clock in and out of work. This helps keep track of hours worked, which can be especially important if you’re working with contractors and freelancers who bill by the hour.
• Submit leave requests:  Your employee will be able to view personal time off, and track time clock information in case of unexpected absences or extended leaves. Additionally, they can review their payslip, reimbursement details, and tax-related details as well as approve expense reports through this portal.
• Automate many of the administrative tasks: Allow organizations to share information with their employees in a secure manner.

Why is it crucial to set up an Employee Self-Service Portal in your company?

The majority of large companies have revised their priorities. We can see that setting up a self-service employee portal to improve employee comfort and productivity is on top of the list.

This means that your staff won't have to waste time on repetitive tasks, like renewing their health insurance or submitting leave requests. They can do all of this in one place, which will additionally reduce the number of emails you receive from employees throughout the day.

Employees can access their data from anywhere—whether they're at home, in the office, or somewhere else entirely. This makes it easier for them to use their time wisely while they're away from work since they don't need any special equipment (like laptops).

To finish, Employee Self-Service Portal improves customer experience by allowing customers more control over how they interact with businesses online. For example: imagine how much easier it would be if you could make a reservation through Uber without having an account set up beforehand!

Conclusion

Creating an employee self-service portal is a great way to improve the efficiency of your employees by providing them with easy access to the information they need. They will be able to perform administrative tasks without having to wait for IT support or leave their desk. You’ll also see an increase in productivity because your employees won’t have time wasted trying to reach someone on call who might not be readily available at that moment.

When employees are disengaged, the business suffers. It costs money to hire and train new employees, so keeping your employees engaged becomes crucial. In this post we'll cover how to avoid employee disengagement by understanding what causes it, aligning employee goals with your company's goals, and encouraging work-life balance in your workplace culture.

Understand what causes employee disengagement

Employee disengagement is a measure of how engaged employees are with their work, their workplace, and their employer. There are many reasons why employees might feel disengaged at work—the most common being that they have little autonomy over projects or tasks they're assigned and aren't given the opportunity to learn new skills in the process.

It's not always easy for managers to spot employee disengagement before it becomes severe enough to affect productivity and retention rates.

Telltale signs that your employees are struggling with engagement issues:

1. They don't have clear goals

2. They don't feel empowered to make decisions that affect their work

3. They don't know how their work contributes to the company's mission

Employee disengagement can lead to low productivity among your staff members because it reduces morale among team members; as well as high turnover rates due to poor working conditions for employees who choose not to stay long term and find a better environment elsewhere. Today it's crucial to reduce your turnover in a time of Great Resignation.

Ways to help your employees feel more engaged at work

• Provide feedback on job performance regularly.
• Offer a reward or recognition program to recognize employee achievements.
• Create opportunities for your employees to learn new skills.
• Make sure your company has a clear mission and vision that everyone understands.

Align your goals with your employees

Employees who don’t understand the company's vision, or whose goals aren't aligned with their company's objectives, are more likely to feel undervalued and disengaged. Aligning employee and company interests is key to a successful business.

Ways to Align employee and employer goals:

1. Reward employees for good performance.

2. Provide coaching and mentoring opportunities.

3. Encourage employees to give their input on company decisions

If an employee doesn't know why they're doing what they're doing—or if they see no clear connection between their work and the success of your organization—it can lead them down a road toward dissatisfaction. This is why it's helpful for managers to regularly check in with employees on how their jobs align with company strategy, so you know if there are any adjustments that need to be made along the way.

It's also worth noting that some employees may need more autonomy over their own situations at work; in such cases, it may be wise for managers to give them more control over setting their own objectives (within reason).

Encourage work-life balance

Work-life balance is important for all employees, but it's especially important for those who are feeling disengaged. When you care about your employees and want them to be happy in their jobs, you'll want them to feel like they can take time off when they need it.

Some ways that employers can encourage work-life balance include:

• Provide flexible work hours so that employees can work from home occasionally or take a few days off during the week if they need it.
• Offering paid sick leave and paid vacation time so that employees don't feel guilty about taking time off when they're not feeling well or in order to spend more time with family or friends.
• Providing a supportive work environment that allows employees to take breaks during the day if needed, such as going outside for a walk or taking a lunch break.
• Creating policies and procedures that don't require employees to work long hours in order to meet deadlines.

Measure employee satisfaction levels, and make them feel heard.

Use a survey to measure employee satisfaction. It's important to know how you're doing before you can improve. To do this, use a tool like Clevy On Demand, which allows you to create surveys and conduct research on your own employees. This will give you data that can help you make strategic decisions about what factors are affecting employee engagement levels at your company and where changes need to be made.

To get the most out of employee engagement surveys, you need to make sure that the questions are relevant and that they're answered honestly. The best way to ensure this is by making sure that the survey is short and concise.

It's also important to make sure that you're giving out rewards for taking the survey. This will encourage employees to fill out the survey honestly, as well as help you gain a better understanding of your company culture.

An employee that feels heard will feel engaged.

Conclusion

The key to preventing employee disengagement is identifying what motivates and engages each individual employee in your organization so they feel like their work matters and gives them meaning and purpose. This starts with understanding what drives each person, what their values are, how they see themselves fitting into the bigger picture, etc...

You can create a strategy around engaging these individuals by identifying where there might be friction points in their work environment (like not enough autonomy), or perhaps giving them more opportunities for growth or development within the organization as a whole (like cross-training).

By doing this consistently over time - both at an individual level as well as across teams/departments within your company - you will begin to see meaningful changes happen among your team members while also improving overall productivity rates!

With the rise of technology and globalization, the way we work has changed dramatically. The modern workplace has become more competitive than ever before. It means that there are more demands on employees and employers alike to meet these demands.

The role of the Employee Experience Manager in a modern workplace is to help organizations adapt to this new reality by improving their EPM (Enterprise Performance Management) system which is beneficial for employees and employers.

What is Employee Experience?  

Employee Experience refers to the overall experience that an employee has while working for an organization. It includes aspects such as work environment, culture, leadership, job satisfaction, and career development opportunities.

This role is important because it has a direct impact on employee retention and recruiting new talent. And since research shows that most people spend roughly 90% of their time at work, it's also vital for productivity, morale, and performance in general.

What is Employee Experience Manager?

The Employee Experience Manager is responsible for ensuring that employees are satisfied with their jobs and happy at work, but what does that mean?

• Make sure employees have what they need to perform well every day (for example, computers or books)
• Identify any issues affecting employee engagement and resolve them as quickly as possible (for example, by fixing broken equipment or resolving disputes between coworkers)
• Identify areas where improvements could be activated so that workers feel better supported by the company they work for than they do now.

Employee Experience Managers must consider all aspects (values, belonging, recognition, leadership…) of an organization's culture when making decisions about improving the workplace environment.

What are the missions of an Employee Experience Manager?

Employee Experience Manager have a few primary missions:

• Create a positive and productive work environment: The best Employee Experience Managers know that happy employees are productive employees. They take steps to help their staff find purpose, meaning, and tools for success by creating an environment that allows everyone to thrive.
• Help employees find their purpose at work: Connecting people with projects they're passionate about, an employee experience manager inspires employees to be at their best every day while also making sure they feel valued.
• Create a positive company culture: When people feel good about where they work, they want to share that feeling with others. It's about making sure that every day at your company is enjoyable for everyone involved.

Why is Employee Experience Manager essential in a Modern Workplace?

According to a report from Deloitte, Human Capital Management (HCM) will be one of the top five most important functions for businesses in 2020. With an increasingly competitive job market, companies are looking for ways to attract and retain top talent. This has increased focus on employee experience as a key differentiator between employers in industries like healthcare, financial services, and retail.

Employee Experience is also essential for improving revenue and customer experience. Employees who feel valued by their employer are more likely to be engaged at work—which can lead to better performance or improved productivity—and they're also more likely to recommend their employer's products or services to others outside of work hours.

How Digital Software can improve your Employee Experience Management?

One of the most effective ways to improve Employee Experience Management is to integrate a digital software solution into your organization’s process.

For example, Clevy On Demand Employee Portal can improve retention and performance coaching, leading to higher levels of employee engagement and performance.

By integrating an Employee Experience Management Software, you will be able to:

• Provide feedback on the overall quality of your employees' experiences with your company (including their interactions with HR, training programs, onboarding processes, and more). This can help you identify potential issues before they become problems for employees.
• Give managers real-time access to information about their teams: They can make better decisions about scheduling meetings or making changes that improve productivity across departments when needed (for example).
• These also give supervisors tools like performance evaluations that allow them to track how each employee is progressing toward meeting goals or exceeding expectations. Indeed they provide regular feedback throughout each year-long period instead of just once per year—giving managers more time throughout the year rather than waiting until end-of-year reviews are due!

Conclusion

The demand for skilled and experienced managers will only increase as the job market continues to evolve. You can build a successful career as an Employee Experience Manager with the right training and education.

The job requires creativity and empathy for people’s needs, which means it requires someone with strong communication skills who can lead by example when interacting with employees at all levels within an organization.

The Employee Experience Landscape has become all the rage in 2022, and it's great news! At Clevy, we believe that the more people are talking about and thinking about Employee Experience, the better. Employees are now more connected than ever before, and they have access to a wealth of information that can help them make informed decisions about their careers.

This means that companies must demonstrate why their employees should stay with them or choose them over other options. Increasingly this means creating an environment where people feel valued, engaged, and listened to, which sometimes means rethinking how we work together as a company and which tools we use to support it.

From Ticketing Software, HRIS and HCM to Employee Experience Platform

Ticketing tools don't just do ticketing anymore (e.g., Zendesk, Service Now,...). Concurrently, HRIS and HCM are starting to offer requests and case management features to their customers. These features are actually very close to... Ticketing!

They are all converging towards the same goal. Better serve their employees by focusing on the most important thing in the Employee Experience: Make sure every Employee with a question or issue is heard, helped, and supported in the best and quickest way possible.

All that while leveraging interactions and data to ensure a delightful and personalized experience, unified and connected throughout the vast application ecosystem of the company.

What to consider while selecting an Employee Experience Platform?

An Employee Experience Platform is a set of tools that allow organizations to understand their employees better, improve engagement, streamline workflows and gain competitive advantage by leveraging data from internal sources (e.g., HR systems) to answer their requests and needs better.

While looking for an Employee Experience Platform, companies should ask themselves a few questions:

1. Is that software oriented towards solving the queries and issues of my employees?
2. Does that software connects with the rest of my Application Ecosystem to:
   - Unify my Employees' access to all my HR and internal applications
   - Let me leverage those applications data to help support teams deliver contextualized support to employees
3. Unify my Employees' access to all my HR and internal applications
4. Let me leverage those applications data to help support teams deliver contextualized support to employees
5. Does that software let me engage with my employees at scale? (surveys and forms are a fine way to take the pulse of employees and get structured data and feedback)
6. Is that software easy to use by my Support functions and user-friendly? (disengaged support teams will have a dreadful impact on your Employee Experience)
7. Is it Automation-based and Intelligent to help me prioritize tasks and save time on more value-added interactions with my employees?

If all of those answers are YES, then the solution should be considered, provided two other variables to take into consideration: the price and the time-to-value. Is that solution flexible in pricing and adapting to my size and needs? And how long will it take before I can get actual value out of it in my organization?

Most Employee Experience Platforms today have a free trial; it's a great way to check their value before actually making an investment!

Try Clevy's OnDemand for free today, our Automation-based Employee Experience Platform, or compare different software providers on our website.

Conclusion

The rise of Employee Experience platforms has led to the evolution of how companies view their employees. While once companies were simply concerned with recruiting and retaining talent, now they are looking for ways to ensure their employees are heard, supported, and engaged.

Having successful HR onboarding processes in 2023 is a key issue for companies. As you know, onboarding is critical to any company's human capital management strategy. It's how new hires get introduced to their new role, team members, and company culture—and it helps them feel more comfortable in their roles from day one.

Many stakeholders are involved in creating an effective onboarding process: The hiring manager and HR team are responsible for finding the right people and ensuring they have a great experience on day one.

What changes make necessary to improve the HR onboarding processes?

The workforce is more diverse than ever before. Millennials are the new generation of employees, and they expect a seamless onboarding experience. Indeed, they want to be able to do their work seamlessly wherever they are (workplace or remotely). Employers need to communicate with their employees in a more personalized way than ever before, especially when it comes to HR onboarding processes.

To keep up with the changing world of work and to improve Employee Engagement in a time of great resignation, employers need to make sure their onboarding systems are as easy and intuitive as possible.

The best way to do this is through a user-centered design approach. You have to Work closely with your employees during the development process so that they can give feedback on how well your system works for them—and make changes based on that feedback.

Finally, create a system that is intuitive and easy to use. It also helps you avoid alienating your employees by making them feel like they have no input into the onboarding process.

It's time to reimagine HR onboarding

90% of new hires fail within 18 months, and 50% of all new employees leave within six months. The good news is that you can make your HR onboarding process more effective by focusing on these three key areas:

• Defining clear expectations around roles and responsibilities.
• Communicating clearly with managers on how they're expected to support their new hires as they ramp up into their role and company culture.
• Establishing a structured plan for managing performance throughout the first year so that both managers and employees are aligned on how success will be measured—and what steps need to be taken next.

Best onboarding practices to improve your employee engagement

• Offer a modern, well-defined onboarding process that is tailored to the needs of your employees
• Ensure that your employee is warmly welcomed by all employees (by organizing a welcome event or a lunch)
• Make sure that you have the correct training materials in place for new hires
• Have a defined set of expectations about what it means to be an employee at your company

Tips: Set up a digital employee platform

You can put in place a digital employee platform, such as Clevy on Demand, that will facilitate the introduction of your new recruit. By showing him the automation of main procedures, your employee will be reassured about the different HR processes he may encounter within the company.

Example: How to apply for vacations, apply for long-term sick leave, easily find personal documents...

This key point will show your new employee that your company in which the employee experience is a primary concern.

A brand-new digital employee experience

In the past, onboarding was limited to the traditional face-to-face interactions between employees and HR. Now, it's easier than ever for your company to communicate with its employees online via channels like Slack or Teams. These new forms of communication also allow you to create your own employee experience that reflects your brand values.

While traditional learning management systems (LMSs) are still valuable tools in HR onboarding processes, they're sometimes not enough to keep up with today's digital workforce.

The problem is that many LMSs were designed long before the internet existed and certainly before anyone could envision the world we live in now—a world where people work remotely from multiple locations; where employees are no longer confined by geographic boundaries; where companies have offices but also virtual teams working together from around the globe.

Conclusion

HR onboarding is no longer a one-size-fits-all process. Now, it's time to start thinking about how you can use technology to make the onboarding process even more efficient and effective. The key here is to keep up with the latest trends in HR automation and integrate them into your existing system so that it's easier for everyone involved. Know you have all the best practices for successful HR onboarding processes in 2023!

HR Process Management, or HRPM for short, is the activity of designing and implementing processes to improve the performance and efficiency of an organization. The goal is to improve employee satisfaction, productivity, and retention.

HRPM involves the use of software to automate and streamline HR processes. This improves efficiency by reducing time spent on administrative tasks while increasing employee productivity through better communication between departments.

The different HR processes in a company

Human resources processes are divided into several broad categories. These categories represent the main stages of the employee journey.

• Recruitment and selection (which includes job description, recruitment tools, and interview the best candidates…)
• Onboarding (which include recruitment, office visit, ongoing employee engagement, and team building…)
• Performance management (including SMART goals, performances standard, review…)
• Compensation management (including benefits administration)

The most important aspect of HR process management is the ability to plan for and implement these processes effectively.

How to leverage digital tools for Human Resources Process Management

Human Resources Process Management (HRPM) is a challenge for all modern HR departments. The complexity of processes and the need to be flexible and adaptable, while retaining high-quality standards, make it difficult to create a single best way of doing things.

As with any other process-oriented activity, building a digitally savvy HR team is there for important for HRPM. A digital-savvy HR team knows how to leverage digital tools and has confidence in using them effectively.

Ways you can use digital tools to improve your HR process management:

1) Create a digital process map that shows all your processes, their inputs, and outputs, as well as their connection points with other processes.
This will help you understand where your problems lie and how they can be solved by automating certain tasks o making them more efficient through better design.

2) Automate employees' daily requests by using an HR knowledge base.
This is probably the most repetitive task for an HR employee. They can quickly find themselves inundated with emails containing the same type of request. Moreover, answering each email independently and manually takes a lot of time while employees sometimes need a quick answer. By using suitable software you will save time and will be able to focus on other parts of your business while still managing your employees' salaries effectively and efficiently.

With Clevy OnDemand's employee portal, you can automate your internal processes and respond more efficiently to your employees' requests.

• Choose from our many integrations to find the one that best suits your needs
• Integrate a virtual assistant
• Easily collect data from your employees
• and more…

What are the benefits for the HR department?

The benefits of HR process management are numerous, but they can be boiled down to the following:

Reduced costs

By analyzing and optimizing your processes, you'll reduce time and money by making sure that everything is done correctly.

Better employee experience

A streamlined process means that employees know what's expected of them at each stage of their career path, which builds trust between your company and its staff members. This trust is essential for a thriving company culture that encourages employees to work hard from day one!

More efficient HR processes organization

Now that you have a better understanding of how your processes work together (and where they can improve), you can make sure that every step in those processes runs smoothly without wasting time or money on unnecessary steps along the way--especially when hiring new employees!

What are the benefits for the employees?

The benefits of HR process management are numerous, but they can be boiled down to the following:

Improved employee engagement:

Employees are more engaged with the organization's mission and vision, leading to improved performance. This also leads to reduced attrition rates, as employees feel a greater sense of belonging in an organization they believe is headed in the right direction.

Improved employee retention:

The HR Process Management methodology provides a way for managers or supervisors to keep track of their employees' progress and provide timely feedback on performance issues—which can help prevent high-performing employees from leaving the organization because they aren't being recognized or rewarded appropriately for their contributions.

Improved employee performance

When you take care of all your people's needs throughout their careers at your company (such as providing them with formal training programs), they'll be much more likely to work hard for you in return! That means increased productivity levels among your workforce due mainly because they feel like they're being treated fairly by management.

Conclusion

Implementing an effective HR process management system will help you achieve a number of important goals. While some aspects of such a system might be implemented at once while others are gradually phased in over time, remember that it’s never too early to begin planning for this important area of organizational performance improvement!

We hope this article has given you some insight!

Automation has been around since the industrial revolution, but only recently has it become cost-effective enough for large companies to implement it on a large scale. As technology advances and becomes more accessible, automation becomes less expensive and more widely available.

We've seen an explosion in HR technology over the past few years, but most of it is focused on streamlining and simplifying existing processes. This is great because it means you can focus more on the people side of things—but it also means that you don't have the time or resources to look at how you could change things up.

Today, we can create systems that rely on machine learning and artificial intelligence (AI) to make hiring decisions or match candidates with jobs based on their preferences and experience—and we can do this without having to hire another person for a whole new department!

The rise of Artificial Intelligence in human resources

More and more organizations are using or planning to implement AI within the next two years.

With the advent of Artificial Intelligence (AI), the role of HR professionals is changing from being a compliance officer to being a strategic advisor. HR departments are now becoming more like business units, with their own goals and KPIs. This means that HR departments have to be able to justify their existence through results.

However, with the increasing number of data points available to HR professionals, it has become difficult for them to manage all this information manually. This is why automation is coming into play and transforming how we perceive HR processes.

The future of human resources is about automation software

Human resources departments will use artificial intelligence and automation software to streamline their processes and make them more efficient.

A report by McKinsey & Company found that AI could improve productivity by 25% in the world's largest companies by 2030, with a potential $8 trillion boost to global GDP. Automation will also give HR professionals the opportunity to focus on higher-value tasks like strategic planning, talent acquisition, and employee engagement.

Why companies are investing in the automation of their HR processes?

If many companies invest in HR automation, it is because it brings many benefits and improves employee engagement:

• It makes it easier to manage your team: With fewer manual tasks to do yourself, you can spend more time focusing on the people side of your business.
• It saves you money: Automation cuts down on costs associated with having someone do this work manually, so you'll be able to save money on your payroll budget without sacrificing quality or efficiency.
• It makes employees happier: The more efficient process helps employees feel like they're being treated well by their employer, which increases loyalty and engagement levels among staff members—which means happier customers!

Creating a better employee experience

Employees will be able to use this automated software to complete tasks such as updating their insurance information or requesting a vacation day. They will also be able to use it to find out if they qualify for any benefits, such as medical coverage or parental leave.

With HR automation, employees can have more control over their benefits, performance reviews, and more. With the Clevy OnDemand Employee Portal, they'll be able to use a virtual assistant to schedule their own time off, or even request different benefits packages based on their needs.

HR automation will also make it easier for companies to attract new talent by making sure that their policies are fair and transparent for everyone who works there—not just those who make the rules!

Automation of HR processes will empower employees to take ownership of their careers.

As you can see, HR automation is constantly improving thanks to artificial intelligence. The most successful companies are those that are able to leverage technology to make their employees more efficient and productive.

Finally, the future of HR automation means that employers will have access to better tools and data, which can help them make smarter decisions.

Working remotely, your employees feel a distance from the rest of your team. This can make it harder for them to feel connected. There are ways to improve this, however! Here are some tips on how to enhance engagement for remote employees:

Make your employees feel that they are heard

Most remote employees feel they're not being heard when they have an issue or raise a question. They think it is harder to make their voice heard and have answers to their question. To fight that, your need to work on different things, among them accessibility, responsiveness, and trust.

Accessibility is making sure your Support team is accessible so that your remote or on-site employees can easily reach them on different media, no matter where they are and what they are doing where they need to ask a question. Deploying a support channel like a helpdesk, Virtual Assistant (chatbot), or opening a support channel on teams can be an excellent way to make sure they can contact you virtually at any time.

But accessibility without responsiveness doesn’t create trust, which is paramount to improving engagement.

Being responsive when someone reaches out to you with an idea or concern is crucial. And taking time to respond with empathy is decisive. But guaranteeing a swift response to anyone who reaches out to you requires much more than goodwill; it requires good processes, organization, and support tools. Investing in support solutions that automatically redirect requests to the right person, depending on their skills and workload, and tracking SLA (like the Time to Answer) can help your team stay organized and ensure all your employees will have an answer in less than a few days.

Survey their mood and act on the data

The best way to know your employees’ level of engagement is by asking them, for instance, through surveys that capture how they feel about their work environment, colleagues, managers…

Managers and HR teams often informally survey the mood of employees, making sure everything is going well when seeing each other at the office. In the workplace, asking simple questions about one’s attitude or engagement comes naturally. However, it can be hard when you’re not in the exact location as everyone else. So how do you know if an employee is satisfied and engaged? We recommend having regular surveys sent to your employees.

Questions like “Do I have enough resources to complete my work tasks?” or “Does my manager provide me with sufficient feedback?” are essential to measuring your employees' engagement. We also recommend creating “space for feedback,” general surveys, or “feedback boxes” accessible on your intranets and digital workplace interfaces to capture spontaneous feedback at all times.

When you receive responses from your staff members' surveys, use this information to inform the decisions you make about managing remote teams effectively. And most importantly, COMMUNICATE on the data and the ACTIONS you will take on those data regularly. No one likes answering questions knowing the results won’t be acted upon.

Make knowledge accessible, give them the tools they need to do their job

Provide them with a place to ask questions —and make sure it's easy for them to access the knowledge and information they need to do their job. At some point, they need to be able to access remotely all the information people can access on-site if you don’t want to create an “Experience discrepancy.”

Moreover, ask your remote employees what resources would help them most in their role so that you can provide those resources in an easy-to-find format. A self-service HR platform is an excellent way to satisfy this need. It can enclose all your HR files, forms, and knowledge and let your employees access it at all times, but don’t close all support communication channels because you offer them self-service tools. Always allow them the opportunity to reach out to you if they need or consider their issue is too personal.

Conclusion

Improving remote employee engagement can be done by:

1. Ensuring they stay connected and you stay accessible at all times
2. Providing them with qualitative tools and making knowledge and information accessible to help them do their job from anywhere
3. Surveying their mood and acting upon their feedback
4. Being reactive while they have issues and questions.

Focusing on those four elements, our customers successfully improve their overall employee experience, ensuring their remote employees stay engaged, reaching an average employee satisfaction of 96%. Let's talk if you are interested in enhancing your remote employee engagement!

Intranets, knowledge portals, and HR chatbots can all help your organization be more efficient and help bring HR information to your employees, but which one to choose? Let's dig into some criteria you can use to make your choice!

Knowledge portals handle complex knowledge.

Knowledge Portals are self-service Knowledge bases. They are designed by experts who understand employees' questions and how to create dedicated articles to answer them. However, Knowledge Portals are poorly designed, with dense content aimed at experts and very hard to digest for a regular employee. To be efficient, portals require updating, and the content should be easy to read, with simple concepts and rich content such as videos, images, and gifs to keep the reader engaged.

Intranets provide contextualized help and communication services to help employees collaborate and access up-to-date corporate information.

An intranet is an interface where employees can find information, share it, and collaborate. Intranets are often associated with internal websites that provide access to company documents and policies. Still, they can include social media features such as blogs, forums, employee directories, or even job boards.

Intranets offer several benefits: they're focused on helping employees do their jobs more effectively; they provide a direct line of communication between companies and their employees; they create an easy-to-use environment for collaboration among coworkers.

Chatbots offer easy-to-use, 24/7, and highly accessible HR Support to Employees.

Regarding real-time support, chatbots are the best option for companies that want their users and employees to find information quickly, 24/7. Most of the time, employees don’t want to look into a heavy document; they just want a straight answer to their questions. And answering questions is what chatbots are good at (at least the good ones out there!)

AI Virtual Assistants are becoming more efficient and powerful: they can now display forms, and enriched content (for example, videos), connect to APIs and offer contextualized experiences,.… And they can be displayed everywhere (on an Intranet, as a widget on your different HRIS, in Microsoft Teams…), Instrumental for employees who want quick answers without having to leave their browser or navigate through various interfaces.

Time to focus: what is your primary goal regarding information accessibility?

When choosing between an intranet, a knowledge portal, and a Virtual Assistant for your employees, it's decisive to remember your main goal.

• Suppose you want to provide instant access to rich information (think: company policy or HR rules). In that case, a portal may be the right choice. Portals allow employees to access documents and articles carefully produced by experts quickly.
• An Intranet or Digital Workplace system might be better suited if you want a tool that enhances internal communication and collaboration between your employees.
• Lastly, the chatbot sounds like a safe choice if you want to provide a simple user interface that all your employees can easily use anywhere and anytime. Chatbots are now pretty efficient in processing natural language and can easily automate up to 80% of support questions they are asked.

Why choose when you can combine the three? Discover Clevy’s AI-powered Employee Portal

Discover Clevy’s AI-Powered Employee Portal, an AI-powered Knowledge Base, also accessible as a Virtual Assistant and that unifies access to all your internal app ecosystem. Our AI-Powered portal lets you combine each tool's strength to maximize your employee’s experience and optimize the level of automation of your HR support.

Our Employee Portal automatically learns from your employees' actions and preferences, providing them with the information they need at the right time. At the same time, an AI portal can respond intelligently to their questions and guide them through processes in real time—without any manual intervention from IT or HR.

The need for automation is now common for strained companies' services such as HR and operational support. In fact, during the last few years, employees have been working flexible, out-of-office hours, and they desire fast and self-running answers. As 85% of HR Directors announce they are more solicited yearly, automation of HR support seems more than ever needed.

Automation often appears complicated to set up; it is not. Excellent results can be achieved quickly using the correct tools and processes.

1. Turn your HR Support Emails into structured HR Knowledge

On average, support team members manage 110 business emails a day. It seems like a lot. But what if 110 emails a day could be capitalized on to increment your HR Knowledge Base automatically?

By leveraging this HR knowledge in your company, you will find two significant advantages:

• Proper and up-to-date HR knowledge base that your HR agents can rely on to answer requests much quicker
• Customized content for your company, integrating your company's processes, rules, specific forms, and even your company's culture, that you can deploy in a self-service Knowledge Portal to help your employees help themselves, even before contacting your support teams

2. Hire an AI to automate the repetitive tasks and answer questions for you

Companies are an excellent environment for internal knowledge automation: they have dedicated support teams and plenty of streamlined processes and forms.

Implementing an HR AI (HR Virtual Assistant) can help you process requests and automate the answer to the recurring daily questions sent to your support teams. AI-powered Assistants today can even contextualize their response to the profile asking the question, going from level 0 ticket automation to level 1 and level 2.

Conclusion

Using an AI-powered Employee Experience Platform like Clevy OnDemand will help you make sure that your AI will learn from all interactions with your employees, regardless of their source (Microsoft Teams, email, ticketing forms, portals, chatbots, or any other channel).

The training begins with the first tickets you process, meaning that you can deploy your AI Powered Self Service interfaces (Virtual Assistant or AI-Powered Portal) in minutes and reach 70 to 80% or Requests Automation in a matter of weeks without having to do any additional work.

The Great Resignation is there, and companies should be aware of it. Some sectors experienced turnover rates up to 40% in 2022. Turnover is costly and damaging to morale and productivity. We should talk about it now, as 65% of employees in the US claim to feel disengaged or highly disengaged from their workplace.

High turnover can lead to poor customer relations and a lousy reputation among future employees and clients. In this post, we'll explore why turnover happens, then outline strategies for reducing it in your company.

High turnover causes major productivity issues in companies

Turnover is not only costly, but it causes damage to your company. When employees leave, companies lose the expertise gained through years of experience. Your company's value depends on your employees' knowledge, and missing expertise can be highly damaging.

Moreover, finding suitable candidates to fill open positions can be difficult if you're struggling with a reputation for high turnover. Even with a robust hiring process, your candidates may still be wary of working for a company where they feel like they'll have to start over after their first year or two on the job.

Turnover is costly for companies

When employees leave, it costs money to replace them. The average turnover is considered to be around 20-25% of their annual salary -meaning that for an employee earning $50K a year, that's $10,000-$12,500 going instantly out the door. But that's not all! You can also add to it other hidden costs: training new hires and investing in onboarding programs, loss of productivity on other employees affected by one of their employees quitting, reshuffling of workload…

The Society for Human Resource Management reports that replacing entry-level employees costs even more while taking into account hidden costs, reaching up to 30% of their annual salary — and for executive-level employees, that cost can be as high as 400%.

Some profiles' departure can have a broader impact on your organization, but the phenomenon isn't restricted to high profiles. No matter what job role you're discussing, there is one thing that all employers can agree on: the higher the turnover in your workforce, the more expensive it will be to replace those lost employees.

Not only is turnover expensive, but it also hurts work productivity and overall company morale

It's also important not to underestimate how much stress leaving can put on you and other employees who stay:  when an employee leaves, stress levels in the team increase by 22%! That's because coworkers start worrying about their job security.

So what makes a good employee decide to leave? Employees cite broken processes, disengagement, and lack of help and support as the top reasons for wanting to quit their jobs (42%), according to Help Scout's 2018 State of Employee Engagement Report.

It is essential to understand why employees might be unhappy at work to avoid this situation. Broken processes make employees tired and frustrated. Disengagement appears when employees are not motivated in their job or when they feel disconnected from their team or organization. Lack of help and support is decisive because it breaks the last link with the company, generating damaging frustration.

Reducing the turnover rate by investing in your Employee Experience

Employee retention can be improved by taking the three main drivers of Employee Experience:

• Employee engagement - To retain your employees, you need to ensure they are engaged in their work and have a sense of belonging. This will help them feel valued as individual contributors. It requires ensuring they think that they can communicate openly without fear of reprisal.
• Employee support - Employees leave because they don't feel heard and supported. It would help if you made sure they can always reach out to your Support Functions and are confident they will always be answered promptly. That’s how trust is built. Communicating on your Support function SLAs (in how many days should I expect an answer) and ensuring you respect those SLAs.

• Employee satisfaction - Use an employee satisfaction survey regularly so that any issues with the company or its policies can be addressed quickly before someone leaves due to these issues rather than quitting after having worked there for several years. Surveys let you know your employees' concerns on remote working, workload, and welfare issues. And when you get data, act upon them and communicate your accomplishments regularly. Communication, communication, communication!

Conclusion

Employee retention is not just about keeping people happy in the workplace. It may seem daunting, but communicating better with employees and improving their engagement and trust that the company will always be there to help them, no matter their issue or concern, can help substantially reduce turnover and improve morale. Using the correct tools like Employee Experience Platforms can help you transform your company's employee experience, eventually reducing your churn.