In a recent post entitled Can Artificial Intelligence Make Work Better?, I talk about some of the results of global research we conducted early this year to understand how workers feel about their experience at work and what they feel could make it better.  On February 21st, I participated in a SHRM webcast entitled Employee Experience Falling Short of Expectations: The Perception Gap You Can’t Afford to Ignore in which study author Ian Parkes and I discussed the results of this research and the implications those results might have for leaders looking to improve their employee engagement.

If you’d like to learn more about the research, you can watch and listen to a replay of the webcast with Ian and me here.

Later that same day, SHRM hosted a tweetchat to discuss this same research.  We had 161 people join the conversation, and there was plenty of lively debate about what it takes to create better employee experiences at work.  If you weren’t able to join this SHRM #Nextchat live, you can click here to see all of the comments from the folks who tweeted in response to the following questions:

Q1. Why is there still such a disconnect between employers and employees when it comes to processes such as scheduling and time-off requests? Shouldn’t technology be taking care of all this by now?

Q2. How does your organization manage schedules, and how much control do employees and managers have over their schedules?  Is this different for different categories of workers (hourly onsite plant worker, an exempt teleworker) or types of scheduling requests (PTO requests, shift swapping)?

Q3. How are you ensuring that your employees are receiving and taking vacation, sick time and other paid time off they need—when they need it—to be productive and healthy and avoid burnout?

Q4. Often managers are slow to recognize burnout in employees or don’t understand the symptoms. How can managers spot it?  What are the signs?

Q5. What is your organization doing to identify and fix the issues and problems that can cause employee burnout?

Q6. The complexity of working life continues to grow and negatively impact the employee experience—and, ultimately, retention. What’s one thing your organization is doing to make your employees’ working lives better and to retain employees?

Q7. What technologies are getting outdated in your workplace, and what new technologies are you investigating or investing in to improve productivity and the employee experience?

Q8.  What advice can you share with other HR professionals about how their role needs to change in the new world of work to ensure that all HR policies and procedures make employees feel like trusted partners in the organization?

 

 

 

 

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