How HR Can Work With Other Departments to Create the Best Employee Experience

What’s one of the top challenges for HR when it comes to enhancing the employee experience?

One of the most common answers we hear: how it’s challenging to work across divisions and departments.

Here we examine 3 key ways HR can work with other departments to enable the employee experience.

 

1. Create clearly-defined, shared goals.

Inviting other departments to be a part of the process from the start helps all those who should be involved to see the vision and how your goals are shared. Put simply, you’re helping clearly define, “What is in it for me?”

If you’re able, dedicate time for a session where all collaborating leaders can work together to uncover a shared vision for how you’d like the employee experience to evolve.

If you can’t involve key stakeholders from the start, be sure to give them as much context as possible prior to any meetings (or projects) they join. Knowledge-sharing at the beginning and throughout the journey will go a long way in getting their continual buy-in. Once you’ve answered what the benefits are to your colleagues and to their department, be as clear as possible about how they can be involved to reach those goals—and what’s next.

TIP: When creating your shared goals, connect the business strategy with your people strategy, which can help other departments better visualize the benefits of improving the employee value proposition.

 

2. Provide a venue for everyone’s input.

It’s one thing to say you want to collaborate with other departments, and it’s another to set up structure that drives the ability to collaborate.  

Examine the methods and/or processes you have to allow colleagues from other departments to let you know their ongoing feedback. If they hear about a challenge with what you’re rolling out, what’s the best way for them to let you know? If something they were in charge of fails, what’s the best way for them to proceed?

Often times, this is where organizational design hurts us because we’re used to working within our own department.

It may be ideas, challenges, or opportunities that they are willing to share with you if you give them a clear way to do so. Make it as easy as possible for others outside of HR to actually participate during the journey. As they share this feedback with you, it’s your time to listen.

TIP: If you are not hearing as much as you’d like from other departments, be sure that you are directly asking them for their ideas and input. If you don’t directly ask, you may be limiting your efforts.

 

3. Enable other departments to see your work in terms of human performance.

If a barrier to collaboration in your company is outdated views of HR, uncertainty in how they can assist HR, or the sense that this is “just another program,” you may want to invest in changing the perception of HR within your company.

In Predictions for 2017: Everything is Becoming Digital, Bersin says that with all the change in technology, business, and demographics, many companies are now changing the identity (and furthermore the perception) of HR so that they can improve company outcomes.

Bersin points out:

  •       Despite all our advances in technology, engagement levels today are no higher than they were 10 years ago;
  •       US workers may be taking  less vacation than ever, in fact research shows four to five days less vacation now than in 1998;
  •       Nearly 40 percent of employees believe “it is impossible to maintain a fast-growing career and a sound family life,” thanks to the “work-martyr” effect in their organizations.

Figures like these support how, more than ever, the holistic employee experience must be re-examined and improved.

Many HR departments have already renamed themselves to reflect this shift in mindset. “The concept of ‘total employee experience’ will become a major focus in HR,” says Bersin. “The strategy [is] to rethink this problem—and move HR from the ‘personnel department’ to a new role as the ‘consultant in human performance.’”

The sooner the rest of the company recognizes this, the better they can see the big picture—of a more productive, customer-centric organization—and how working with HR can help that vision be achieved.

 

TIP: Whether in-person or in written communication, continue to ask, “How are we helping individuals and teams perform better?” Do what you can to help other departments distinctly see the organization’s shift in focus that you’re helping to lead.

 

Enhance the Employee Experience with Talmetrix

Collecting feedback is one of the most effective methods for letting your employees know their voices are being heard. Talmetrix is your partner for collecting feedback and turning it into action. Contact us today to start measuring and improving your employee experience. 

 

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