View
2
Download
0
Category
Preview:
Citation preview
Harnessing the power of AI foran agile approach to Employee Experience
Emil Minev
Senior L&D Consultant and Programme Manager
Paysafe Group
The changed world of work
Forces disrupting organizations today
Changes in Demographics
War for Skills and Talent
Radical Changes inExpectations for
Work and Employers
Emphasis on Engagement,Productivity and
Employee Experience
Employee Experience: moments that matter
Job Candidate
New HireOnboarding
Goal Setting &Performance
Parental Leave
Development Planning
Learning Accreditation
New Role orPromotion
Off Boarding Alumni
But too many options… Where do we start?
InspirationalLeadership
Management
Training Great
Technology
Health Clubs
Email Policies
Mental Health
Employee Feedback
Health Insurance Wellness
Programs
Game Rooms
Fitness
Safety Programs
CommuteVouchers
Free Food
Parties
Talent Development
Career Paths
Recognition Platform
Parental Leave
Volunteer Time Off
Employee Assistance
Resource Groups
Compensation and Bonuses
Fast Growth
Team Buildings
CSR
Flex Desks
Home Office
Values
Paysafe’s world
All the ways people payEverything you need to accept payments online,
in-store and anywhere else you do business.
Paysafe Group today
15+Global
locations
3000+Employees
35+Nationalities
$85BNTransaction
volume
$1.3BNNet Revenues*
200+Payment types
200k+Merchants
Feb 2016Paysafe acquires
Meritcard Solutions
Sep 2016Paysafe acquires
Income Access
Aug 2017Paysafe acquires
Merchant’s Choice Payment Solutions
(MCPS)
Jun 2018Paysafe acquires
iPayment
Dec 2015Paysafe listed on
London Stock Exchange
Mar 2016Paysafe included in
FTSE 250 index
Dec 2017Paysafe acquired by
investment funds Blackstone-CVC
Our recent journey
Complex employee journeysand ongoing organizational change is the norm
Hire Onboard GoalSetting
PerformanceFeedback
New Team
Goal Setting
NewManager
Performance Feedback
Promotion Training Performance Feedback
Exit
New Product Launch
Market Expansion
Acquisition LeadershipChanges
Reorganization New BenefitsPackage
TransformationProjects
New MarketingStrategy
Re-Orgs
Em
plo
ye
e
Jo
urn
ey
C
om
pa
ny
J
ou
rne
y
Employee Experience: Agile, Holistic, Employee Centric…
My work goals
My team
My recognition
My performance appraisal
My managerMy work and
workload
My pay and rewards
My career My
environment
Agile, Real-time, Ongoing
Managers are empowered and actionable
Growth Mindset
Forward Looking
Simple, integrated habits
Oriented around dialog and actions
The Paradigm Shift
“Engagement” as a Program Agile Employee Experience
Rigid Process, Annual Cycle
Managers get directives from the center
Fixed Mindset
Backward Looking
Heavy action planning
Oriented around metrics
Led by Business ManagersLed by HR
How do we move to a more agile employee experience strategy?
Processes
People Technology
Processes
New, more agile approach
‘Old Way’ ‘New Way’
Survey once per year 3 Pulses per year+ Lifecycle surveys+ Ad-Hoc
30-40 Questions 10-20 Questions per survey
Top-down cascading of results Release results immediately to everyone
Presentations and Excel spreadsheets Interactive dashboards with predictive insights
Difficult to track action plans Regular conversations and continuous improvement
Shorter, more concise survey content
Traditional approach Agile approach
Drivers*Reasons for
Joining
Resources
Career Progression
Rewards & Recognition
Role & Responsibilities
Diversity & Inclusion
Recommend
Holistic view over Employee Experience
Onboarding EngagementManager
EffectivenessExit
*Example drivers
Simple, check-in conversationsinstead of heavy action planning
A
C
T
Acknowledge where we are.
Collaborate on where we want to go.
Take one step forward.
People
Who are the champions?
Line Managers
• Lead the change
• Identify key challenges
• Regular dialogue
Employees
• The frontline voices
• Involved in the change
HR
• Facilitates the process
• Provides the right tools
• Build manager capabilities
Leadership
• Reinforce the value
• Communicate changes
• Hold teams accountable
EVERYONE
Managers as Coaches andPeople Success Leaders
Managers get team-specific engagement insights in real time, so they can immediately begin to have more focused, meaningful conversations with their teams —conversations that lead to action.
HR as Facilitator of behavior change
Rather than serving as compliance officers, HR builds manager capability and ownership for integrating engagement into the fabric of the organization.
Technology
Technology design principles
123
Make it easy to give feedback.
Make it easy to understand results.
Drive relevant conversations and action.
Empowering managers with
✓ Interactive dashboards
✓Driver impact reports
✓Predictive insights
✓Recommended action areas
✓Guided action planning
The Power of AI
I am overall happy working here. Our executives have a strong vision for the future and are amazing. Working with my current team is sometimes great, sometimes challenging. However,I wish my supervisor would stop constantly micromanaging everyone. As is, he doesn’t inspire confidence.”
Enjoyment Vision
Micro-management
Confidence in Leadership
Teamwork
Prescriptive
GLINT Narrative Intelligence™
Discover trending topics
Performance Evaluation Meetings Recognition
Performance Evaluation Meetings Communication
Performance Evaluation Meetings Communication
Performance Evaluation Meetings Communication
Mid-Year End of Year Beginning of Year Mid-Year
Cross-survey analytics in action
Engagement
Retention
Manager
Role Fit
Culture
+20%Employees with positive onboarding experience after the first 90 days are more favorable towards engagement and high impact drivers.
+24%
+26%
+29%
+32%
Early catch of risks for the organization
Significant change in scores of High Impact Engagement Drivers of employees, who left the organization in the last 90 days
Manager GrowthCareer Goals15ppt
Manager
27ppt
Growth
23ppt
Career Goals
IMPACT TO ENGAGEMENTV
S C
OM
PA
NY
Lessons Learned
Employees who changed opinion and become favorable towards feedback from their manager, indicate increased engagementwith 11 points and feel more recognized and empowered.
11ppt
Engagement Score
21ppt
Recognition
19ppt
Empowerment
Action of any kind matters
42%Higher favorability
on Career Goals
Employees who had meaningful career discussions with their managers are 42% more favorable about meeting their career goals at Paysafe.
70%for Software
Engineering roles
Role of the manager
We are at the beginning of a journey
Predictive business insights
Getting managers to
It is a habit
AC
T
Make it happen!
Recommended