What is eX? Why is it so important?
Important elements to consider in designing your employee experience? What moments matter during the “life-cycle”?
Role of culture and engagement
Strategy – Continuous Dialog – Delivery
Pitfalls to Avoid
Despite significant interest, the large majority of organizations continue to struggle with their employee eXperience (eX) efforts due to insufficient attention to creating an intentional experience with purposeful transformation. In a recent post, I described lessons from the 28% of organizations from Kincentric’s 2019 Global Employee eXperience Report who are delivering a differentiated eX.
Starting with a solid strategy sets these extraordinary companies apart, and allows their continuous dialogue and eX delivery efforts to drive tangible value. Data from Kincentric’s Global Employee eXperience Report also help highlight some common missteps to avoid.
Top 5 eX strategy pitfalls:
There is a better way to deliver a differentiated eX, and it starts with a solid eX Strategy
The 5 pitfalls above shine a light on the significant change management required to move from historical HR-centric approaches toward employee-centric design.
Continuous dialogue pulsing and other employee lifecycle digital apps have so much potential to enhance the employee experience and accelerate speed to value…yet, there is a lot more to eX than this that includes behavior and culture change.
Success requires a strategy that aligns the business, the required culture and organizational change readiness. Success requires a purposeful and intentional strategy with people at the center.
Find out more about how Kincentric can help you succeed in your eX strategy, measurement and delivery:
Ken Oehler is a Senior Partner in Kincentric’s New York office. He is responsible for the strategic direction, thought leadership, technology roadmap, and operations of Kincentric’s Global Culture & Engagement Practice. Ken specializes in developing culture, leadership, measurement, technology, and rewards interventions that accelerate business performance.
Ken has 20 years of consulting experience. He has worked with clients in a variety of industries across the globe including: Avon, Best Buy, Bank of America, Baxter Healthcare, Case New Holland (CNH), Ciena, Convergys Corporation, DeVry University, Fannie Mae, Fiat, Food Lion, Freddie Mac, General Electric, General Motors, Generali, Hilton Hotels, ITT Industries, Knight Ridder, McDonald’s, Merck, Microsoft, MetLife, Nissan Motor Corporation, Pfizer, Royal Bank of Canada, and Walmart.
The scope of his strategy, planning, and change implementation consulting activities has included:
• Culture and business strategy alignment;
• Employee Experience strategy and lifecycle measurement;
• Employee engagement research and interventions;
• Total Rewards Strategy and Total Rewards Optimization;
• Advanced analytics and data mining;
• Mergers & Acquisitions; and
• Change management.
Ken is the author of multiple Kincentric reports, including the Global Trends in Employee Engagement Report that draws on research from Kincentric’s employee survey database with responses from over 25 million global employees.
Most of this research has been covered in outlets such as Fortune, Fox Business, Human Resource Executive, Market Watch and World at Work.
He has also published in outlets such as Harvard Business Manager, Harvard Business Review, Workforce Solutions Review, and Workspan.
Ken earned a Ph.D. in Industrial & Organizational Psychology from DePaul University and a B.A. in Economics from the University of Michigan.
click headline; see the interesting report