How to Turn Employee Experience into Your Organization’s Superpower
With major talent shortages affecting almost all global industries, finding and hiring the right talent has become imperative to an organization's success.
Modern employees have a new set of expectations for their employers, including the facilitation of remote/hybrid work and the availability of professional development opportunities.
If done right, a company can make itself an Employer of Choice to the world’s best talent by focusing on employee experience.
UNLEASH is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP or SHRM-SCP recertification.
In this exclusive UNLEASH webinar, we look into how HR leaders can strengthen their employee experience, with Atlas’s Seamus Moore, reesmarxGLOBAL’s Nick Gilmour, and Nedbank’s Andee Uren.
The panel of highly-knowledgeable executives gave practical insights into how organizations can create personalized, scalable EX strategies, use AI and technology effectively, and build cultures that attract and retain top talent, with a focus on:
- Preparing for the future: Collect strategies from HR industry experts on how to overcome the most pressing people’s challenges as we move into 2025.
- Finding the right talent: Create an organization where the world’s best talent wants to work.
- Exploring the new way to work: Discover how new global people solutions are changing the way we work, including Employer of Record services.
- Redefining your organization: Become an agent of positive change in a volatile market.
Innovative solutions for boosting employee engagement and retention
“So the challenges for our teams are: how do you create and encourage regular meetups? How do we create and celebrate cultural awareness festivals, such as Diwali and Christmas? How do we bring that excitement into the workplace when our business is fully remote? So they’re the day-to-day challenges.”Seamus Moore, Atlas
For Andee Uren, Nedbank has seen its challenges too, even though the business does offer a hybrid working model.
“We’re grappling with a similar thing at the moment in terms of getting the balance right,” she says. “As a bank will never be fully remote, but it’s getting the balance right with hybrid working.”
She continues to explain that one of the bigger challenges for Nedbank is providing the right career growth and development for employees.
“If we look at our exit interviews, we see that the chief reason that people leave us is because they’re looking for growth opportunities elsewhere,” Andee adds. “Now, we always say that there’s room to grow internally – you don’t have to leave in order to grow, but that is not the experience of every individual employee.
Andee Uren, Nedbank
“From here, the biggest challenge is how to reframe growth as a linear career progression going up in terms of promotion. Instead, think of growth as being more of a lattice career development, where you might make lateral moves, or even move back a bit in order to move forward.
“There might not be a salary, status or benefit increase, but the new role may still offer growth. We all want to learn, so how do we create an environment where growth is seen as different and just as good as linear career progression?”
Sharing a slightly different angle, Nick Gilmour, VP of Global Operations at reesmarxGLOBAL gave an insight from a recruitment point of view.
He said: “For us, we need to make sure that management is trained to manage remotely. So how do you actually engage and collaborate with the team? Is the management trained on being culturally sensitive and understanding different markets and different countries, for example?”
Regarding professional growth and learning and development, Gilmour highlights the importance of ensuring everyone in the organization has equal opportunities, which may be limited for those that may not spend a significant amount of time in the office.
“On a weekly, monthly, or annual basis, do you feel like you’re growing and learning and developing yourself? This needs to be asked, even if it’s not necessarily a promotion or the next linear step in the career at an organization. So I think that training and enablement of leadership is absolutely key to retaining talent.”
Watch the full session now to discover more!
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