Retention and Employee Experience Redefine HR
The importance of a positive employee experience has been well known by successful C suite leaders for some time. A business without people is just four walls and a website (minus the website if there’s no one to maintain it). A company with a high rate of attrition can fail or be easily overtaken by competitors. On the flip side: high functioning teams can accomplish the seemingly impossible. They invent electric cars, create a dominant search engine, grab market share in a competitive industry.
Attracting the best talent requires a lot of time and effort. Retaining talent, in an increasingly competitive tech landscape, requires significant resources. So, instead of relegating Human Resources to a departmental silo dealing with administrative tasks, companies are realizing that HR is actually a cross departmental team. And ‘Human Resources’ doesn’t necessarily sound human enough. This can cause an identity crisis, and an internal power struggle as departments seek to control the more strategic and budget-related aspects. However, it’s worth taking the time to create the proper structure. When companies keep in mind that most valuable assets it has are its people, they can truly prioritize employees’ needs. They can focus on “creating meaningful experiences within work and meaningful organizations.” Companies can truly shift their focus to employee experience as a conduit for recruiting, retention, and increased productivity.
We can see this shift already occurring at AirBnB. Mark Levy’s new role of Chief Employee Experience Officer encompasses recruiting, development, corporate social responsibility, corporate culture and environment, transparency, and collaborative technology. If we think about the way that our work schedules and styles have shifted, especially with more people working remotely, traveling for business, or needing to stay competitive with technical certifications, we begin to see that thinking about an employee as a whole person is actually a competitive advantage. Hiring someone is the beginning of a relationship, just like planting a seed is the beginning of a garden. If you want your employees to continually grow with the company and contribute to success, it’s time to think about prioritizing employees’ needs as a logical and practical way to keep competitive.
Read the full story about the shift from HR to employee experience on LinkedIn.