Prioritising a human-centred approach requires time and attention. It is not enough to say that mental health is important if you are insensitive when they share their struggles. To walk the talk with your employee experience, you need to take the time to be curious about what the different components of employees’ lives are, and how those impact both their well-being and work habits. By considering each individual piece that makes up people’s lives, such as caring responsibilities, well-being and career aspirations, you improve everyone’s employee experience.
This article outlines five key things that leaders need to do to create a human-centred approach to employee experience.
1) Make your strategy human-centred
Our sports heritage at EY Lane4 means we are well versed in dissecting the different components of performance. When talking about a performance environment, focussing only on specific metrics that measure profitability misses out the human element. For example, you should also consider your employee’s well-being and their wider societal impact. A recent LinkedIn article by Amy Walters, Manager, EY Lane4, EY Professional Services Limited, states that it is critical that you take a holistic approach when looking at performance and ensure that this is integrated into your strategy, including how you measure KPIs and reward your employees.
If this is not a part of your strategy, you risk creating a disconnect between what you say is important and what managers are evaluated against. For example, if you state that improving the company’s societal impact is top of the agenda, but managers’ performance metrics relate only to revenue, you are not empowering them to have conversations about how their teams use their corporate social responsibility days. By building well-being into performance metrics, you are giving managers, at all levels, permission to build that into their approach to work, ensuring they expand their vision of performance and build a human- centred employee experience.