Employee Experience or People & Culture?

Emma Egan

Sterning HR tracks salaries and collates data around what people feel contributes to a great Employee Experience. Our insights help us align candidate expectations with the market, advise clients when they position their new roles, and prepare for investment to help retain their high performers.

Following on from last week’s newsletter about how people working towards their purpose mitigates the risk of burnout, Employee experience is high on the agenda. According to Gartner people are seeking more personal value and meaning at work. How you make people feel is at the heart of a great Employee Experience, much like a good customer experience.

The past few years have thrown more curveballs than we care to admit, impacting engagement, productivity and Employee Experience. Gone are the days of HR just ticking boxes and offering tea and sympathy. Instead, HR professionals need to be able to focus on lifting capability, performance and engagement, and this has to align with the overall business strategy.

Should the title “People and Culture” still exist or should it be “Employee Experience”?

This article from Gartner has some great suggestions on what to ask in your engagement survey to elicit more insight. They fit around the three key areas people need; organisational trust, commitment to coworkers and the right capabilities.

Is it time for a fresh perspective?

Sarah RakoiaBianca Clifton- MAHRI and I are currently working on several great opportunities, spanning Sydney and skillsets.

From HR advisors, HR Business Partners in Sydney and Coffs Harbour, Head of Employee Relations, Legal Counsel – Industrial Relations – all with sustainable, purpose driven organisations. Sterning HR jobs – see if there is something there for you.

Don’t hesitate to get in touch for a confidential discussion, whether it’s to find a new role or a new member for your HR team……or should I say “People Experience” team 😉

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