Digital Employee Experience (DEX) in 2023 has become more crucial than ever for businesses to get right. Hybrid and remote working have become the norm for many businesses, with no sign of returning to pre-pandemic working models. Employees’ expectations have evolved, and they now expect an environment of open communication, personalization, efficiency, and simplicity with processes like timesheets and requesting leave. However, according to recent studies, 63% of UK organizations still do not offer personalized DEX.
With the Great Retention and Resignation crisis looming over businesses, the time has never been more important for HR teams to rethink their strategies to better streamline the employee working experience. Without access to the highest quality digital tools to manage their day-to-day, many employees will look to new employers who can provide an easier working experience. This article will explore the latest trends in DEX and how businesses can stay ahead of the curve.
Mobile-First Approach to DEX
In today’s digital world, a mobile-first approach to DEX is essential for businesses. The benefits of a mobile-first experience are substantial, enhancing engagement and allowing people to use technology that’s familiar to them. It also helps with hybrid working, allowing employees to access the information they need 24/7, wherever they are based.
Employees now expect the same level of experience in the workplace as they get from their favorite consumer apps. With the next generation of workers being digital natives, they expect a smooth and sleek HR experience, such as HR services in app form that they can simply download on their phone. However, with personal and working lives becoming increasingly hard to separate, businesses must do all they can to help their workforce “disconnect” and properly unwind when implementing a mobile-first experience.
One way to do this is by introducing “right to disconnect” policies to help staff keep their home and work lives separate. Businesses that are looking to adopt mobile-first experiences must set boundaries and ensure managers and senior leadership teams enforce these, otherwise they risk encouraging an unhealthy work/life balance.
Hybrid Connectivity is a Must for DEX
Pre-pandemic, the notion of having an entire workforce based remotely seemed alien for many businesses. However, what companies have discovered over the past couple of years is that existing prejudices and infrastructure were the major barriers.
To provide a more connected digital EX when employees work from home, businesses need to restructure their hybrid working connectivity. One simple way is to introduce an EX platform that unites the company’s whole HR tech stack, providing a one-stop-shop for all HR services and making it easy for employees to access everything on offer in one place, at any time.
Agile DEX for Uncertain Times
The past few years have been turbulent for businesses and employees alike, with HR teams often finding themselves at the epicenter of the challenges. However, HR teams that had agile HR technology to communicate with their workforce were able to contact and update the business with necessary changes – like Covid rule changes – straight away. Those that didn’t looked to all-staff emails or more manual methods of communication, both of which are very admin heavy and miss that element of personalization, which became very important to employees during Covid.
With more employees working across different locations, on varied devices and in various environments, HR leaders must be able to act with agility and reactiveness when it comes to communicating with and updating employees. Especially as the working landscape continues to show uncertainty. With hybrid and anywhere working not going away any time soon, the ability for HR teams to deliver personalised and relevant information to employees through their workplace technology has become even more important. This is where digital employee experience (DEX) comes into play. As mentioned earlier, DEX refers to the sum of all interactions and experiences an employee has with their employer’s digital technology and tools. To ensure that these interactions and experiences are positive, HR teams must prioritize DEX and adopt a mobile-first approach. This means providing employees with access to the information they need 24/7, wherever they are based, through technology that is familiar and user-friendly to them. It also means ensuring that the digital tools and platforms used by the organization are agile, scalable, and offer a seamless user experience.
Implementing a mobile-first approach is not only a must-have for the DEX but also for the modern-day work culture. Companies must adapt to the technological advancements and ensure that their employees have a smooth and seamless experience. With the rise of digital natives in the workforce, it is more important than ever to adopt a mobile-first approach. The next generation of employees will expect a streamlined HR experience with services available at their fingertips. This will require companies to offer HR services in app form that can be easily downloaded on the employee’s mobile device.
However, companies must be mindful that personal and working lives are becoming increasingly hard to separate. It is important to set boundaries and ensure that managers and senior leadership teams enforce these, otherwise they risk encouraging an unhealthy work/life balance. A recent survey by the Trades Union Congress found that one in four employers is considering introducing “right to disconnect” policies to help staff keep their home and work lives separate.
Hybrid connectivity is a must-have for DEX, especially in the post-COVID world. Companies need to restructure their hybrid working connectivity to provide a more connected digital employee experience. One way to achieve this is by introducing an EX platform that unites the company’s entire HR tech stack. This will provide a one-stop-shop for all HR services and make it easy for employees to access everything on offer in one place, at any time.
Moreover, the agility and reactiveness of HR teams have become increasingly important in the current working landscape. With more employees working across different locations, on varied devices, and in various environments, HR leaders must be able to deliver personalised and relevant information to employees through their workplace technology. This has become even more important as the working landscape continues to show uncertainty with hybrid and anywhere working becoming more common.
Summary – DEX in 2023
In conclusion, companies that will find success in 2023 will be the ones that make provisions to give their workforce the best Digital Employee Experience possible. With the Great Retention and Resignation crisis looming over businesses, the time has never been more important for HR teams to rethink strategies to better streamline the employee working experience. Businesses must be forward-thinking and prioritise DEX, adopting a mobile-first approach, restructuring their hybrid working connectivity, and embracing agility and reactiveness. Companies that don’t adapt risk falling behind and losing top talent to the ongoing hiring crisis.
