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Redesigning the employee experience to improve engagement

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Redesigning the employee experience to improve engagement

Redesigning management in an agile way: this is one of the major challenges for human resources within companies. To attract the best talents and engage their employees, head office HR is ever present: creation and management of a community of employees who are fulfilling their potential, layout of spaces for a premium employee experience, paper-free services for better management of spaces on a daily basis, etc.

Improving the well-being of employees is becoming the real lever for companies’ competitiveness: a strategy that improves employee committal, but also customer satisfaction, where responsible consumption is increasingly in demand.

When the word “Collaborator” means the “Ambassador”

Management 4.0, agile and cooperative, bases its strategy on a central argument: the first ambassadors of a brand are its employees. This is supported by the principle of the symmetry of attention. Created by the service academy at the end of the 2000s, this concept encourages the company to “pay attention to its employees just as one would like them to pay attention to customers”.

And then, in order to make people talk about it easily and at a lower cost, a company can count on the network of its workers! Word of mouth and social networks: employees always talk about their work, and even more if they feel fulfilled. By implementing symmetry of attention, a company ensures the sustainability of customer and employee experiences through:

  1. The reduction in the staff turnover rate (and the reduction in costs that this implies),
  2. The ease of attracting new qualified employees,
  3. Long-term commitment of employees and customers.

Headquarters: everyone’s commitment due to the employee experience

Strengthening employee engagement at head offices requires a new social and structural operation: fluid professional and social exchanges, experimentation with new solutions and consideration of employee opinions. This rationale of actions also requires human resources to work on the culture of the company and the inclusion of all its employees while respecting their diversity.

Therefore, improving the quality of life at work stimulates the motivation of employees, who now find part of their well-being by coming to their work premises.

To develop the experience of employees in head offices, it is thus essential to offer them an atmosphere that they will not find when teleworking. And the pioneers ventured to do this: Google, known to the general public for its city-sized head office, where employees enjoy an “all-inclusive” life, is an example of this.  Google’s offer includes:

  • Hairdressers
  • Gyms
  • Day-cares
  • Massage parlours
  • Various video games
  • Piano
  • Free canteen for lunch and dinner
  • Table tennis
  • Buses equipped with wifi for journeys between home and work…

Their strategy is talked about around the world, and is one of the great competitive advantages that allows the multinational company to develop its employer brand at high speed.

Results: New qualified employees join the company with motivation, commitment and loyalty; customers, for their part, feel more involved and unconsciously grow in their own feelings of loyalty.

Google Analytics_MonBuilding App

Employee experience: an application that responds to HR challenges

Developing a new strategy for the well-being of employees at a head office does not happen without considering the tools to be made available for this purpose. Applications for management of work places, invoicing, payroll, and other requirements are very popular with head offices concerned with optimising time, space, and the well-being of their employees.

Other tools offer centralisation of these services in a single app. The growing trend is an app that promotes a community spirit and creates social ties between all employees and their HRDs.

One single app like Witco, dedicated to the well-being of employees, will therefore promote:

  • Sharing: a forum with surveys and information to best fit the needs of employees;
  • A better organisation: easy hot desking, management of common areas in real time (by a reservation module);
  • Communication: promotions of events for the community, information in case of emergency, display of useful contacts etc.

At a time when the employee experience is a sine qua non for a good customer experience, it is therefore necessary to digitise its strategy, in head offices, centred around the well-being of employees.