Fauna

Changing our perspective can change everything... In our WorkPossible* research, we asked more than 5,400 employees globally what they most wanted from their dream leaders to enable them to do their best work. We asked leaders what they think the MOST important things are that they do to enable their teams to do their best work. And, we asked leaders what they need to be equipped with to do THEIR best work. The results were fascinating. There's some alignment between what team members want and what leaders focus on, but there's definitely a gap. A big one. We need to close it. Do you understand what this picture looks like in your organisation? *WorkPossible was created in partnership with CultureCon® You can download the full report here https://lnkd.in/gr-5ECa2 #employeeexperience #leaderexperience

Are your employee experiences high-quality? High-quality is subjective, but that's what's important isn't it? That the people we're designing for are having what they consider to be a great experience. Which employee experiences did we look at? Our WorkPossible research looked at recognisable moments that a large, global and diverse audience to easily relate to. For example, recognition, onboarding, growth conversations. How we view our experiences are greatly varied based on who we are... 💡Overall, 67% said they considered their employee experiences to be high-quality 💡That number rises to 72% for the under 27s 💡Team members are more likely to say their experiences are low quality 💡Senior leaders are 13% more likely to say their experiences are high-quality 💡Only 51% of neurodiverse people rate their experiences are high-quality We often measure the OUTCOMES of the experiences we design and, we should. But shouldn't we also look at measuring experience of each touchpoint? Try adding this lens to your listening, make sure to segment it, and it'll be eye opening... #employeeexperience

Hattie shared her thoughts on the apparent new workplace 'apathy' with HRMorning. It's safe to say, all is not quite as it seems... "In recent years, quiet quitting went viral, literally and figuratively. Mercifully, we might be hearing the term less. But make no mistake, the underbelly of that quiet rebellion is alive and strong. Gen Z might have brought the label to life, but the reality was a cross-generational feeling of increased apathy; people doing the bare minimum and having a complete lack of enthusiasm for work. Not inspiring on the surface but an important signal of something bigger going on … and it’s certainly not apathy" Read the full article below 💡 #quietquitting #employeeexperience

We're so delighted for the wonderful team at DFI Retail Group on their launch of their Team Member Value Proposition to their 200k+ employees and candidates. DFI have some iconic brands across multiple retail categories and are Creating Possibilities Every Day for the team to thrive today, and tomorrow. This is our favourite type of work and we can’t wait to see the impact 💡

Which employee experiences are enabling you to do your best work? Think about it… Our WorkPossible research looked at recognizable moments that a large, global and diverse audience could relate to and easily share their experiences of. We've explored 'moments' across the classic big employee lifecycle touchpoints and the things we experience every day in our relationships and interactions. And it’s all in the everyday. It's collaborating with our teams, it's our relationship with our leaders, and having growth conversations. These are the everyday moments that matter. So next time you’re prioritising which EX touchpoint to productise or redesign next, consider what’s enabling your people to do their best work. It could give you a whole new lens… #employeeexperience

They say Paris is always a good idea… And we’re here to have our favourite type of conversation about pushing what’s possible in the employee experience, from bonjour to bon voyage 💡

Do you need to think differently about your onboarding experience? Are your first hellos setting your new team members up for success? Is first year attrition too high? 5 design principles for reimagining your onboarding (and pre-boarding) experience... 💡The culture fit. We often hear 'we need to get the basics right', but that's a given and culture fit is also a basic. Increased speed to effectiveness and productivity comes from knowing how to navigate an organisation. 💡A personalised experience. Role segmentation is also a basic, but personalisation isn't - yet. Think AI powered nudges towards the right tools for the role (and nothing else, to avoid overwhelm). 💡Beyond day one. Let's close the experience gap between what's promised at interview, offer and on day one with the reality of the role. Let's map 30/60/90 day experience journeys. 💡 Community building. Preboarding can be supported by technology but made human by the connections we need to do our best work. Who should we buddy with? Which org challenge can we collaborate on? 💡Uniquely ownable. Google have 'Nooglers' and Spotify have 'Controlled Chaos'. The way we say our first hello should be uniquely 'us', experiences to show our new people who we REALLY are. Onboarding is one of the lowest rated employee experiences. Our WorkPossible research in partnership with CultureCon® showed that only 52% of people rate their onboarding as high quality. What an opportunity... #onboarding #preboarding #employeeexperience

Employee experience design from first hellos to fond farewells 💡For happier people 💡For stronger teams 💡For better businesses 💡For WorkPossible #employeeexperience

Fauna EVP fundamentals... We're working with multiple organisations to develop their Employee Value Proposition, so how do we get this work right? Let's be clear about what it really is. An EVP is so much more than a recruitment tool. Your EVP comes to life in your employer or talent brand and is lived across the employee experience. 💡It needs to be authentically you. It's your unique organisational signature. It needs some aspirational push so we like to think about it as you, at your best. 💡We need to make it real. If one of our core EVP pillars is innovation, what interview questions are we asking? How are we developing leaders to lead innovative teams? How are we tweaking our employee listening to ensure we're harnessing employee ideas? 💡We use it as a decision-making tool. Does this employee experience align to who we are and what makes us unique? Take performance measurement, are we developing and measuring performance based on this core framework? 💡It can unify and clarify. A great EVP makes the employee experience make sense. It should clean up our multiple frameworks; values, competencies, behaviours, guiding principles. Let's just simplify and give our people clarity of what they can expect and, what we expect in return. 💡It equips our leaders to lead. Forget the wide leadership development curriculums, let's get outcome-orientated. For example, if we want to be famous for psychological safe teams that value constructive debate, we need to develop and empower our leaders to build those teams in reality. It's MORE than worth getting this right. We've seen transformational results when organisations get really focused on designing an employee experience that leans into their best. From increased trust in leadership, wellbeing, innovation, time to hire, clarity, to engagement scores... #employeevalueproposition #employeeexperience

How are organisations using AI across their employee experiences? Our conversations with organisations range from 'we'd like to start thinking about what we can do' to 'we're using AI to automate, connect and simplify across the people lifecycle'. Wherever you are in your exploration and usage, here's five simple, tangible and highly-impactful use cases to get started... 1. Predictive engagement and retention analytics. AI can spot trends in sentiment across all your employee listening and people metrics - eg. turnover - so that you can get ahead of strategic decisions. It's worth reading into IBM's Watson Talent Tools. 2. Personalised internal communications. AI can highlight the most relevant communications per role or persona to ensure cut-through of what really matters. 3. Proactive career coaching. There's incredible potential in this area, but start with enabling leaders to privately prep and practice their growth conversations to improve the experience. Check out Toby Sinclair's content for inspiration. 4. Personalised onboarding experiences. Airbnb have long been using AI to provide tailored content recommendations in their onboarding experience to ensure their people have what they need, from day one. 5. Personal AI assistants and buddies. Sometimes it's just so hard to find what we need at work and AI is transforming accessibility to internal information and resources. Walmart's MyAssistant is there to speed up the everyday and easily connect the team to what they need. For Fauna, AI enables us to build EX strategies that automate over complex admin and focus our recommendations on a more human employee experience. Because, that's what really matters isn't it?!