Haku
Viitteet 1-1 / 1
The EX-factor : exploring elements of the employee experience
(2023)
parhaimmillaan yhdistää kaikki kolme. Organisaation päätarkoitus on oppia tukemaan työntekijöitä parhaiten heidän työssään. Työ muuttuu nopeasti. Työntekijäkokemusajattelu on hyödyllistä muutosjohtamisessa, sillä se luo empatiaa. Työntekijöiden ymmärtäminen ja...
Employee experience thinking puts the employees in the center of the organization’s work. It can be defined in many ways according to the approach. The perspective can be managerial, organizational or individual but at best combining all three. The main purpose for an organization is to learn how to support the employees best at their work. The work is changing fast. Employee experience thinking is useful in change management for it creates empathy. Understanding the employees and acknowledging their expectations and work in a changing internal and external operational environment enhances engagement, wellbeing, and better performance. Employee experience affects customer experience and employer brand. Every organization is unique and should be considering designing their own framework for the employee experience according to their own preferences and emphasis. The development method in this paper is close to action research. The task is to design a framework and explore elements of the employee experience for the case organization. The desired outcome is a suggestion for the first steps to explore the employee experience in the organization and the result is a list of doings, including possible questions for the employees and a step-by-step guide for a co-creating process. It can be useful for other organizations aswell, keeping in mind that it should be designed hand in hand with the organization’s own strategy. In this case, the organization wanted to emphasize the already established managerial coaching guidelines which naturally affected what elements would be chosen for the employee experience framework. The employee experience should be analyzed together with data of wellbeing, engagement, and performance. These can be seen as indicators of a good employee experience. It is essential to engage employees into the employee experience process from the beginning. The employee experience thinking has a close relationship to design, customer experience thinking and leading with empathy. Design thinking and service design tools have been found especially useful for co-designing the employee experience. For further development it would be useful to combine and analyze all the employee experience approaches and build a step-by-step guide with different types of co-creative processes for exploring the employee experience for different purposes (managerial, employer branding, wellbeing etc.)....
Employee experience thinking puts the employees in the center of the organization’s work. It can be defined in many ways according to the approach. The perspective can be managerial, organizational or individual but at best combining all three. The main purpose for an organization is to learn how to support the employees best at their work. The work is changing fast. Employee experience thinking is useful in change management for it creates empathy. Understanding the employees and acknowledging their expectations and work in a changing internal and external operational environment enhances engagement, wellbeing, and better performance. Employee experience affects customer experience and employer brand. Every organization is unique and should be considering designing their own framework for the employee experience according to their own preferences and emphasis. The development method in this paper is close to action research. The task is to design a framework and explore elements of the employee experience for the case organization. The desired outcome is a suggestion for the first steps to explore the employee experience in the organization and the result is a list of doings, including possible questions for the employees and a step-by-step guide for a co-creating process. It can be useful for other organizations aswell, keeping in mind that it should be designed hand in hand with the organization’s own strategy. In this case, the organization wanted to emphasize the already established managerial coaching guidelines which naturally affected what elements would be chosen for the employee experience framework. The employee experience should be analyzed together with data of wellbeing, engagement, and performance. These can be seen as indicators of a good employee experience. It is essential to engage employees into the employee experience process from the beginning. The employee experience thinking has a close relationship to design, customer experience thinking and leading with empathy. Design thinking and service design tools have been found especially useful for co-designing the employee experience. For further development it would be useful to combine and analyze all the employee experience approaches and build a step-by-step guide with different types of co-creative processes for exploring the employee experience for different purposes (managerial, employer branding, wellbeing etc.)....
