You’re tired. 

For months now, you've been working with a revolving door. Just as you onboard one employee, her coworker decides to walk out. 

It’s exhausting.  

Enough. 

It’s time to make the exits stop. You can do this. Yes, I’ll share more on how. But first, I’d like to give some context on the challenges at hand.  

So, let's see how IT and HR are failing. 

Then, we’ll fix it.  

Fail point #1: IT + HR don't work together. 

That makes sense. 

After all, we’ve been told for years that IT and HR are different. They have two sets of goals, so they should be on two separate teams.  

I mean, they serve two masters, right? 

Wrong. 

They both serve employees. 

Look, I’ll prove it. Back in 2018, employees began exiting in droves. It was 3 full years before the Great Resignation. They weren’t happy, way back then. So, a study was designed to identify the issue, and 94% shared that they’d stick around if given an opportunity to learn.1  

The thing is … 

Learning takes two: IT and HR.  

See, it's related. HR owns the training — and IT owns the tech.  You can’t divide the digital employee experience between one department or the other, it takes both. The moment you keep these two teams apart, you put the employee experience in jeopardy, and one foot … steps out the door.  

Fail point #2: You’re missing a DEX program. 

It’s true. 

In fact, only 27% have a digital employee experience (DEX) strategy in place or in progress. Chances are high that your company is one of the 7 in 10 that are missing one.2  

So, what is it? 

Basically, a DEX looks at everything from your software to employee-facing HR tools. It’s how you measure your team's technology use, and how it helps (or hurts) their job. Given your focus, it may be the best way to keep your talented teammates and help them succeed. 

Why? 

Well, 85% of your market cap is based on people resources.3 Crazy, huh … this is a real opportunity for you. So, before you get FOMO, I'll share how to put a digital employee experience in place. 😉 

Here you go. 

It’s as easy as 1, 2, 3 ... 

  1. Track it. 
  2. Secure it. 
  3. Prioritize it.
 

#1. Track it. 

Start here.  

Create a goal, write it down, and stick to it. Get the entire team on board — HR and IT. Then, get help. Work with a partner to create a digital employee experience dashboard to measure your progress. Create one score for cross-department, geography, and industry analysis.4   

#2. Secure it. 

Set up monitoring. 

Why? To lock down security risks. Work with a partner who can put in the compliance parameters you need to stay safe. For example, consider this. Are you ready for a phishing scam? Unless your team has seen one before, chances are slim. So, show them what to look for. Set up a series of simulated campaigns. You get the benefit of seeing where your threats lie. They get a fun, no-shame way to gain experience in an effective way to drive home how essential security is. That's how you protect the business.4 

#3. Prioritize it. 

Create a team. 

Take a look. Are there IT staffers who you can up-skill? This could be a great chance to build your firm’s digital employee experience with players who offer both tech and people skills. After all, this team will be responsible for tracking that DEX score, so they should be well versed in both. 

Need help? 

You've got this. Send an email. 

References: 

  1. https://www.brainstorminc.com/blog/secrets-out-3-ways-to-make-them-use-your-software 
  2. https://blog.shrm.org/blog/the-big-picture-trust-is-the-new-employee-experience#:~:text=The%20Employee%20Experience%20market%20(%24,%2C%20more%20engagement%2C%20and%20productivity.  
  3. https://www.gartner.com/smarterwithgartner/the-esg-imperative-7-factors-for-finance-leaders-to-consider  
  4. Forrester Report (2021). Digital Employee Experience Maturity Enables The Future Of Anywhere Work.