Employee engagement has been an HR buzzword for many years, but employee experience is a relatively new field. In this context ‘experience’ refers to the totality of employee experiences within the organisation; how staff feel about colleagues, management, KPIs and company culture.   The evaluation of both engagement and experience in the workplace has recently been disrupted by the emergence of big data and user-friendly tools. HR professionals are running increasingly sophisticated software, no longer dependent on the IT department to gather and process data for them.   In this blog, we look at employee experience and engagement, the impact of cloud-based tools on HR, and how a major Melbourne utility used a new HR platform to align employees’ goals with its own.   Engagement and psychological investment   Engagement is a word that’s used a lot in HR. To an extent, it’s tied in to organisational goals and culture, because engagement is the level of an employee’s psychological investment in the organisation.   It’s easy to assume that people who are happy are engaged, but it’s not always the case. You can be happy, but not engaged. The key is alignment between company and individual goals.   Staff engagement surveys can give an organisation a sense of how it is serving its employees. But organisations need to decide the overall goals they want to achieve before they can engage their staff.   The impact of the cloud on evaluating employee experience  The IT department is no longer solely responsible for providing all the resources and tools used in HR – databases, interfaces, report generation. These tools are how we reach in and find out about employee experience, and thanks to the cloud, they have become much more user-friendly and independent.  When it … Continue reading →