Deloitte Digital’s Post

Navigating the rapidly evolving business landscape, Chief Experience Officers (CXOs) face pivotal challenges in enhancing customer and employee experiences. Deloitte Digital's latest insights reveal the top hurdles for CXOs, including collaboration with other leaders, identifying actionable experience metrics, recruiting skilled talent, integrating AI ethically, and proving the ROI of experience initiatives. These insights aim to guide CXOs towards maximizing their impact and shaping a future where business success aligns with exceptional human experiences. For a deeper dive into these challenges and strategic solutions, explore the full perspective on Deloitte Digital.

Charged with the responsibility for shaping the customer and workforce experience, the Chief Experience Officer holds one of the most exciting and challenging roles in business today. In the first survey of its kind, our #CXO Amelia Dunlop and her team asked 250 #HumanExperience leaders about their greatest struggles.  Here are the top five challenges they shared: 🤝🏻 Collaborating with leaders in other functions  📊  Identifying actionable performance metrics  👥  Recruiting “experienced” experience talent  🤖  Creating #AI-based experiences while honoring concerns about trust and humanity  🏦  Making the investment case for experience Explore our new report to learn strategies and solutions that can help prioritize experience in your own organization. https://lnkd.in/e2_HxJhB

As we propel into 2024, a there's a palpable buzz among business leaders. This year holds the promise of being truly era-defining. Despite the disruptions of the past, there's a distinctive focus, a concentrated energy, as business leaders actively shape the future of work and design workforces that breathe life into their strategies. Toward the end of last year I started to sense a pared-back mission being mapped out for those in HR and Talent: crafting the present-day experience that will empower the future workforce and drive tangible, impactful changes in customer experience. The way this year has unfolded so far only fuels my anticipation. The team at Harrier Talent Solutions and I eagerly anticipate collaborating with People and Talent teams, emphasizing the importance of impact metrics. Together, we aim to unlock capabilities in leaders across organizational layers, fostering genuine commercial and customer experience impact.

How aligned are your employees? One of the things organisations need to move in the right direction is to have people who are aligned with strategy and purpose. If people aren’t on the same page, their performances are likely to be inconsistent, slow, and not up to their potential. So, what brings people together? Through our people analytics platform, Contexis Insight, we’ve seen the effect that purpose connection has on alignment. Those who have a strong connection to the organisation’s purpose are 16% more aligned than those who don’t. People who think that purpose is alive in their organisation are clear on strategy and goals. And they can base every decision they make on it. Every person is actively contributing to the same goal which moves the organisation into the right direction. Let us help you build an aligned workforce. ➡️ contexis.com #contexis #data #insights #dataanalytics #people #strategy #peopleanalytics #culture #impact #ESG #sustainability #performance #leadership #corporate #corporateculture #alignment #align #aligned #decisionmaking

A very engaging discussion with Charlotte Sweeney OBE, Pauline Miller, and Greg hosted by d&i Leaders (Diversity and Inclusion Leaders) on the future of DE&I. Some key takeaways included: ➡ Share Responsibility in DEI: Highlight the parallel with other business functions and resources. Could teams such as analysts, change management, or UX teams contribute their skills to DEI initiatives? ➡ Understanding the Multi-generational Workforce: Adopt behavioural science, experimentation, and data-driven strategies over generational stereotypes. ➡ Tailor to Business Needs: Align initiatives with the specific needs and goals of the organisation. Avoid relying on trends for 'quick wins' as they may not always align with your organisation's needs. ➡ Drive Actionable Change for Leaders: Try a more innovative approach to engage leaders – Swap webinars with ideation or design thinking sessions. For instance, host an ideation session with leaders to explore what the recruitment process could look like for different candidates. This will allow them to gain actionable takeaways and use their professional skills to drive change forward. #DEILeaders #Trends2024

Low engagement and inactionable data are top issues for experience leaders. A primary reason for low engagement is that Likert scales are not engaging since they force people to attempt to translate an experience into a number, taking them out of the emotional centers of the brain. Inactionable data stems from having to subjectively interpret numbers from a Likert or NPS scale. What does a 3 mean? It could mean somewhat satisfied, disappointed, frustrated, angry, indifferent or delighted. How can you take action on that? That is why Raven is the Morphii preferred platform - our easy-to-use platform allows you to use Morphii - providing you with accurate data you can immediately act on. #experience #action #employeeengagement #customerexperience

Redefining KPIs: Beyond Numbers to People In a data-driven world, we often get caught up in the quantifiable aspects of success. Yet the true essence of KPIs—key Performance Indicators—transcends mere numbers. Let's reimagine KPIs as a compass for organizational health, where: 👥 Keeping People Interested - fuels innovation and dedication. 📢 Keeping People Informed - builds transparency and trust. 🤝 Keeping People Involved - fosters collaboration and a sense of ownership. 💡 Keeping People Inspired - cultivates a culture where every team member is motivated to excel. When we shift our focus from figures to faces, from metrics to motivations, we unlock the true potential within our teams. Let's lead with a holistic view of KPIs that places our people at the heart of progress. Do you agree that the new age KPIs are about people just as much as they are about percentages? Share your views below! 👇 #Leadership #HumanResources #EmployeeEngagement #KPIsReimagined

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆: 𝗧𝗵𝗲 𝗛𝗶𝗱𝗱𝗲𝗻 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵 𝗼𝗳 𝗘𝘃𝗲𝗿𝘆 𝗖𝗼𝗺𝗽𝗮𝗻𝘆! 💼🌟 Did you know that content shared by employees gets 8x more engagement than the same content shared by the brand’s own channels? 👀 That’s the power of 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆! When employees share their experiences, insights, and culture, they’re not just building the company’s brand, they’re building trust. Authentic stories from real people foster stronger connections and help brands appear more relatable. So, let’s encourage our teams to share their journey, their achievements, and their ideas. After all, the most authentic ambassadors for any company are its employees! 🗣️💬 #EmployeeAdvocacy #CompanyCulture #EmployeeEngagement #BrandBuilding #Leadership #ExcelHacks #ProductivityTips #DataMastery #StayTuned #ExcelMagic #Efficiency #DataTips #ExcelMagic #DataAnalysis #LinkedIn #Business #Career #Leadership #Data #DataScience #GlobalCommunity

🚀 Visualize Team Dynamics with our Organizational Analytics Solution! 🌟 In today's fast-paced business environment, understanding the dynamics of your team and aligning them with your organizational goals is crucial. Organizational Analytics provides an in-depth analysis of your workforce, empowering leaders to make informed decisions. It is a powerful discovery tool for what is really happening in your organizational culture. Why Harrison Assessments? Our analytics tool goes beyond traditional assessments by: 1. 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿𝗮𝗹 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝘆 𝗔𝗻𝗮𝗹𝘆𝘀𝗶s: Understand the core competencies driving your team's success. Our tool maps out the behaviors that contribute to high performance, tailored to your unique organizational context. 2. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗥𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀: Identify high-potential talents ready for leadership roles. Our solution helps in succession planning by revealing the hidden gems within your organization. 3. 𝗧𝗲𝗮𝗺 𝗗𝘆𝗻𝗮𝗺𝗶𝗰𝘀: Dive deep into the interpersonal dynamics of your teams. Discover how various personality traits and work preferences can enhance or hinder team synergy. 4. 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 & 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻: Pinpoint what motivates your employees and what might be causing disengagement. Our analytics provide actionable insights to boost morale and reduce turnover. 5. 𝗖𝘂𝘀𝘁𝗼𝗺𝗶𝘇𝗮𝗯𝗹𝗲 𝗗𝗮𝘀𝗵𝗯𝗼𝗮𝗿𝗱𝘀: Get a clear, concise view of your organizational health with customizable dashboards. Whether you're looking at the macro level or drilling down to individual contributions, you can obtain clarity on what is really going on, and what to do about it! Ready to transform your organizational insights into actionable strategies? Click here to explore more: https://lnkd.in/exBV8_d Let's shape the future of work together! 💼✨ #HarrisonAssessments #OrganizationalAnalytics #Leadership #TalentManagement #TeamDynamics #EmployeeEngagement #SuccessionPlanning

🚨Track Surveys - 360 Feedback for a mobile workforce at BIMA “Managers talk about 360 a lot now, and really value it.  The Track approach gives us a framework, we like that it's been tried and tested in other organizations.  The notes that Track have built, that come as standard in the report..are really good because it tells people 'this is the mindset you want to go into when you read the data. We encourage people to go looking (in the report) for something that may not sit well with you when you first read it, but that's much more valuable than a report that just tells you you're a superstar." Lee Burrows Chief People and Organisation Officer BIMA. 🚀Read the full case study, positive outcomes and what BIMA had to say: https://lnkd.in/eNi4NhEa 📍 Find Us @TrackSurveys: https://lnkd.in/ecyip2Zk #employeefeedback #feedbackculture #employeeengagement #workculture #leadership #remotework #360degreefeedback