PAFOW Experience: Employee Experience: News & Direction

PAFOW Experience: Employee Experience: News & Direction

Show Video

Al Adamsen All right, welcome. Here we   are February 11. Thursday, we're gonna talk about  worker and employee experience today. Thank you   for joining. I'm going to go through  the agenda in a second. But first off,   I just want to thank you for joining live. And I'm  going to orient you to this technology as we go.  

If you have questions, by all means, put them  in the feed, or the q&a section, I'm going to be   sharing some slides here in a minute. But again, I  want to make this as interactive as possible. And   that not only goes from my session here to kick  off the day, but ongoing. So with that in mind,   I'm gonna start, I'm usually in the morning, I  fumble with a few things. So bear with me. Well,  

again, thank you for being here. We're going  to talk about a topic that has garnered a lot   of attention over the last couple few weeks and  last a handful of years. And I'll explain why   in a little bit. And so before I get into things,  I want to acknowledge the native peoples of this   land. Here I am in Santa Cruz, California at  the bottom of this photo, I'm inspired by my  

experience in Australia over the past few years,  where they do an acknowledgement of country.   And I actually have a little handout here on how  to do it. I'm not going to go through the formal   acknowledgement, but I do wherever you are, if  you can acknowledge and reflect on the people who   are native to that land. It I think it's  something that particularly we as Americans, yeah,   there was an indigenous people on this land, many  of them were display, some of them are no longer   around. And when we're talking about doing people  data for good, we're talking about promoting   diversity, equity, inclusion and themes like that.  I do not want to forget ever the native peoples of  

America and again, wherever you might be  acknowledging as appropriate. Here is our agenda   today. So I'm going to go through some news and how to embrace this opportunity that we're   calling employee experience. In the second  segment, starting at the bottom of the hour,   I'm going to go through a model and also comment  on design thinking so listeners can actually   bring that to life. And again, we're going to  talk about technologies. We're going to talk   about approaches. We're gonna talk about a lot  of things today. And one of the most, I mean,  

there's been a handful of people who have really  focused on this over the past couple years and   have achieved success. One of them is Samantha  woods. She's gonna be joining us from Paris,   and she'll be talking about how the employee  experience needs to deliver on the promise that   we're putting out into the marketplace when  you Okay, you want to be an employee here.   What do we have to do to actually deliver on that  value proposition that we're putting out another   extraordinary individual sweat to Bandy from  Adobe, she has an uncommon clarity on how   technologies are going to enable or limit  the employee value proposition from coming   to life. So she has exciting things to  share we'll be discussing at 10am Pacific,   then, followed by Melissa Arantes, I do not  have to tell you that Medallia has long been   one of the leaders in customer experience, and  employee experience and bring those two together.   So she'll be talking about that model and how  listening is not enough. We're actually going   to have to take appropriate action. At noontime  Pacific, we're gonna have lunch and networking,  

then we're gonna have a break from one to two,  you can come in early, we can network certainly,   in that hour as well of I am actually going  to take a break and get some food as well.   And then in mid afternoon, Ryan mulk is  of leap Jen is going to talk about an   actual design thinking experience. So how to bring  workforce digitization the future of work to life.   I'm really excited about that hands on experience  that he'll be delivering. And finally we're gonna   wrap up the day with Stacy Sherman guard stasia,  a couple years ago did a research project on   employee experience. She wrote an extremely  insightful article on the heels of the release   of Microsoft's Viva. I'll point everybody to  that as we get closer to that time of it, she   and I are going to have an interview on the topic.  So if you have questions, that would be a great  

time to ask them as we wrap up the day. With that,  if you're just joining us for the first time,   we are about people data for  good. What is people data for good   is promoting the ethical and responsible use of  people data analytics and AI for the benefit of   individuals, first and foremost, teams groups,  including diversity groups, organizations   and society at large. We're in the process of  becoming a certified B Corp. It's going to take a   while to get that but we want to make sure that we  are promoting Voting, what we call people data for   good. So learn more about this at the FAL dotnet.  You can see here we're on February 11. This is one  

of what we're calling our profound experiences.  Now those are in the blue circles. We're going   to have a Career Expo on March 11, one month from  today, we're going to have to fall global again   at the end of May, but go to our website to see  our full calendar of events. This is another way   to look at that same calendar, what you can see  here, we're going to have a variety of themes.   worker employee experience is today's theme. In  two weeks time, we're going to talk about talent,   assessment and development, we're gonna have a  host of subject matter experts on that theme,   delivering that experience as well. I'm really  excited to announce that pathol Live, will now be   airing daily. So I'm going to start a daily show,  starting one week from today, actually Thursday,  

February 18. And we'll have daily guests, I'll do  a recap of recent news. And so with that, please   look out, go to profile dotnet. To follow us on  LinkedIn, we're also going to be airing those   episodes on our YouTube channel. So if you haven't  subscribed to our YouTube channel, please do so   we're going to have playlist and in some cases we  already do on variety of themes. So we're creating   in the heels of this employee experience playlist.  So you just be able to listen and watch videos   will also do the same thing on SoundCloud, and  Spotify. So you have playlists where you can just  

listen to subject matter experts thought leaders  influencers on a specific topic. So follow that.   We're also if you don't know a membership  organization, this is something that we did   in the wake of COVID. So if you become a member,  which is roughly $50 a month, and there are   discounts available, you'll be able to access  on demand programming. What does that mean?   After each of our events, and this includes  pathol Live, you'll be able to access videos,   audio files, text transcripts, and presentation  files in a very organized way on the profile   community app. This is what we're calling our  resource library. The resource library will also   contain tools and templates. And we can  organize regionally and do a variety of things.   You also get discounts to what we call learning  labs. These are facilitated experiences  

on a variety of themes. And you can learn more  about that at FAU dotnet. And again, this is   all anchored by a profile community app which is a  member only app that houses a resource library and   all our programming. This is what it looks like  a snapshot you can go to Google Play, or the App   Store Apple's App Store and download it and become  a member. And again, these are what our Learning  

Lab is not only taught by me or facilitated by me,  but some awesome subject matter experts including   Tess Walton, Mahindra Jeff Higgins, Heather  Whiteman. And we'll be recruiting others in the   coming weeks and months. Finally, our people data  for good newsletter has just been relaunched. So   sign up for that you can follow us on our social  media channels, I want to get to this, this would   not be possible without our sponsors. So give them  some love by going over and visiting their pages   here on the air meet. platform. And finally,  I'm going to get into my specific content about   what's been going on in the world of employee  experience. Now, just for some housekeeping,  

I am going to go probably a little bit past  the bottom of the hour with with this content,   we're going to take a five minute break. And  then I'll start the other session probably about   840 pacific time. And I'll just go for a brief  stand to talk about design thinking and some other   key features that I believe need to be  considered when putting together employee   experience initiatives programs, because it's  not as simple same thing I wish it was. But it's  

not there's some nuances or some intricacies  that we have to appreciate it. Appreciate. And   this is something that's going to be emphasized by  sweater, and Samantha and Melissa and others as we   go through the course of the day. So what's been  happening over the past couple of weeks? Well,   there are some highlights Microsoft launched  Viva the employee experience platform. This  

significantly impacts glint and its evolution  in supplying data and insight to not only   leaders and managers but also to individuals  themselves. And I'll get to that in a minute.   workday acquired pecan, which is huge news.  They're now not only talking about engagement,   but employee experience as well. And medallion  Qualtrics. And perceptive x and culture app and  

ServiceNow have long positioned themselves in  the employee experience space. Now it invites   the question. All right, what does this mean for  analytics people analytics technologies and HR   tech in general? Is this just another buzzword? Is  it a reframing on something that has been around   for a while, this is something that we're going  to discuss, I certainly have my perspectives and   ideas. And so I'll be sharing some of those  with you here momentarily. That said, if you   have questions, I see them right there, I will  come over and do my best to fill them as we go,   if we don't get them in my session, and we  can certainly get to them during the course   of the day. And if I cannot do that, during the  course of the day, I will follow up personally,   and try and get your questions answered,  as, as soon as possible. So Microsoft, Viva,   the employee experience platform, I gotta say,  I'm moved to Office 365, about two years ago,   and it took me a while to get into a flow  with teams. And now that I am into a flow,  

and now that I'm able to use other apps to augment  what we're doing internally, it's actually really   exciting. I'm starting to become more comfortable  as our, our members of our small company here.   how this is gonna affect us as a small company,  I have no idea obviously, is built primarily with   larger companies in mind where there's personas,  and there's large amounts of information and, and   content being shared it So Microsoft Viva is based  on these four pillars, connections, insights,   Viva topics, and Viva learning. connections,  obviously, keeping everyone informed topics I   found very interesting as a naming convention,  but it's really important. It's something I   struggle with personally, and I know many people  do, because they're overwhelmed by information   content, where do you find it, and that  is an attempt to actually organize,   work, better insights for our community is not only exciting, and I'll get to this   in a second. But it's really something that  I believe not only can help organizations,  

but can help individuals as well, which is related  to this final point. As you know, Microsoft owns   LinkedIn. And now they're placing a big bet that,  hey, this micro learning this ability to take   learning and put it within the flow of work is  going to be key to their ongoing success and the   success of Viva specifically. So that is exciting,  how it's going to actually manifest is to be  

determined, and the fact that they're working with  many third parties, again, it's a very inclusive   approach, which I think is a winning approach.  Here's the essence of and this is taken from   a white paper that Microsoft produced in 2019.  But it is effectively laid the groundwork for what   was just lost with Viva. As you can see, I'm not  going to go through this in too much detail. We   don't have the time right now. But it goes without  saying it per the visualization that the employees  

at the center of the design process here, where  you have resources where you have communications,   where you're looking out for your own well  being we're able to access communities,   it's truly putting the employee first. And it's  something that in our space of people analytics,   I have long question and advocated for so if I  am generating data consciously through a survey,   or if I know the organization is capturing data  based on my behavior with these technologies,   what's the benefit for me? How do I know there  aren't people who are going to use it improperly,   there has to be a high level of trust, not only a  high level of trust, there has to be transparency   on how that data and information is used over time  and who it's being used by. So with that in mind,   when we start bringing this data together in  this way over time, what is going to be the   communication on how the data are being used.  I believe there's huge opportunity because and   this is where I get really excited. It's not only  about leaders, being more effective managers being  

more effective, I get really excited about this  far left column where we have personal insights,   where we can actually reflect on our own behavior  and interaction with these technologies and say,   oh, wow, you know, hey, I am working a lot.  Can I take it off? Can I manage my workload?   Can I do things different, to help not only myself  be more productive, but look out for my physical   health, my emotional health and my psychological  health. So this is very ambitious. If you see   in the product release, several videos are  partnering with headspace so they're bringing   mindful practices into the flow of work, how  that's gonna uptake I to be determined because   this is new. That being said, I celebrate the  approach and I personally am Looking forward   to interacting with it and committing to how I  organize myself day to day. All I just shared   is a it aligns with an article I put out I  think three years ago now called people MX   three dot o and I'm not going to walk you through  it in too much detail other than to say this.   On the far left people Alex one Dotto has been  around for 100 years in one form or another   event based research, if you will, to Dotto has  been around for the past 20 plus years where it's   aggregating data and visualizing it so others  can consume it within your organization, namely,   executives and HR business partners. Three Dotto  has been in process for the last five plus years,  

arguably longer, in some cases, arguably  shorter in other cases. But you can see   down at the bottom, that this is capturing  behavioral data, passive data data exhaust,   and it's not only benefiting, again, HR business  partners and team leaders and executives, but the   individuals themselves, this is where we're  going in not only the people analytics space, but   in the HR technology space in general, and  certainly with employee experience. So one way   to frame it, and I'm going to accelerate through  this and you'll be able to access these slides,   is if we go back in time we have a employee  going through an organization over time,   they might get promoted, they might move. There's  all these technologies underneath that experience   that are capturing data. These, by and large  are transactional systems. They're not meant to   optimize the employee experience. And nor are they  meant to provide data for analytical purposes.   Now we're in this stage where we have  these collaboration tools. And so one  

example is workplace analytics by Microsoft,  where time in meetings, emails, all this   stuff that providing insight to the organization  as well as to the individuals in some cases   on how people are spending their time. Is that  valuable? Absolutely. Is it going to be used   appropriately to be determined, and that's what  we're going to talk about today is how to be very   conscious about this data collection, as well as  how it's used afterwards. And the key distinction   here is we have this data that's both inside and  outside the organization. And when we talk about   employee experience, we're talking about data  primarily, and for the foreseeable future that   is going to be captured and analyzed within the  organization. So understand that these are not   only HR technologies, that these are, frankly,  technologies that we're using in our day to day   work that it owns not HR it. And that means that  we need an overarching platform to bring this data  

together and think less about standing up and  improving a process for the processes sake, but   thinking more about the employee experience and  putting that as the guiding light for designing   what technologies to adopt. Another thing  that's happened over the past couple few weeks   is workday acquired pecan. Now this has been in  my view, in the works for quite some time because   workday has needed employee engagement  data, something to shed light on how people   are thinking and feeling the fact that they're  bringing together in this platform. That is   Phil Wilburn, and his team are doing some great  work over there. pecan has a first rate team,  

I'm very excited about what lies ahead for them.  If you're a workday customer, this is something   to get excited about and inquire about. Again,  the models that we're going to put forth around   employee experience are going to apply here as  well, in my view. Similarly, Medallia has formed   a partnership with busier busier is aggregating  data from everywhere, including outside the   organization. So with Medallia's employee, sorry,  Medallia's employee experience, data and approach   and processes, it's gonna provide uniquely  valuable insight as well. So this requires a   holistic view of the not only employee experience,  but how we're bringing technologies data, and   the actual people. I want to get ahead of myself,  because I want to talk about governance in a  

second. But the people, the technologies, the  processes, the underlying data, we have to think   systematically and to do that we need to have the  right people in a room I'm going to get to that in   a second. Finally, on the vendor side, perceptive  is also doing some great things particularly with   their daily polls and their ability to capture  data with a such a frequency that it sets   not only trends and provides leading indicators  for certain downstream behaviors. When we talk   about the employee experience, we're going to  have to talk about adjusting and nudging it   over time. So has these technologies evolved,  knowing what to look for and knowing where the  

shortcomings are and knowing where the competitive  advantages are, is going to be very important. Per   septics did a great session with representative  from city and pathol Global a couple weeks ago,   so I'll make sure to highlight that in the  chat as we go throughout the day as well.   So what about the Oh Ma and niche vendors?  Whether they be people analytics vendors,   or di vendors or engagement survey vendors?  What does it mean for them? I do not know yet.  

But what I do know is that these are not  the data cannot live siloed it has to be   consumed somewhere and visualized  with a not only an integrated view,   but with an integrated story. It has to have  context. So for these to live in isolation   is not going to persist are these going to be  partnerships are these going to be acquisitions,   probably is going to be all the above but it  is going to impact on a vendor's significantly,   Relationship Analytics is not going to go  away, it's going to be a massive compliment   to employee experience. But we're gonna have to define what the heck employee experience is,   which is going to be the next segment  that we do. So with all this in mind,   employee experience tech, you know, there's this,  again, specific vendors that are talking about   it. What does that mean relative to people  analytics technology, this is something that   we're going to talk about, which taisha Gar,  mid afternoon starting at 3pm. Similarly,  

there's HR technologies, what does it mean for the  base HCM vendors? And finally, we're also talking   about information technologies, things that have  lived outside of HR, which invites the question,   you know, how are we going to govern this over  time, it's not going to be just HR. However,   to look at the other coin, HR data still needs to  be secure, there's information that's not going   to be shared widely, namely, diversity data.  So what is going to be the governance model,   this is something that we have to think about  beforehand. So with that in mind, we and I'm   going to emphasize this point, we're gonna think  about first who, then what, and then we're going   to talk about the how, and that's how we're going  to frame the second segment. So briefly, and I'm   going to hustle through this because I think  this is really important for everybody to know,   employee experience is seemingly new. Certainly,  it's hotter than it's ever been, and with good  

reason. That being said, I was first introduced  this concept. In the mid 90s. Specifically,   were really gained a supercharged in my life  and in my career was in 1997 1998, when I was   at Clearwater, in Moscow, Russia, and Kiev,  Ukraine, I was splitting time between the two   cities, and I founded this company in Kiev, and  my partner Scott nickel, provided he was on a trip   to the states and he brought back the experience  economy. And the experience economy was booked by   Joseph pine and James Gilmore right there. And it  highlighted stories from Disney and a variety of  

other companies that were creating experiences and  monetizing those experiences. Obviously, Disney   theme parks being the easiest example to absorb  this book reference this other book, Future Shock   by Alvin Toffler that actually talked about  the economy and the need to connect emotionally   in moments that matter over time. And so it wasn't  just a one off transaction is that we're creating   a cognitive connection with the person that is  going through an experience something a memory,   in other words, and that's a memory elicits  an emotion. So if we can consciously create   this experience that then that connection is  going to be sticky, people are going to come back,   good things are going to happen. So the idea of a  customer experience, a worker experience has been  

around for quite some time and experience economy  just for the record talks not only about customer   experience, but it does talk about worker  experiences, as well. So fast forward, you know,   what has happened over the past? You know, 20  years well, we've moved from these real life   experiences like in a Disney theme park, although  that still happens to these two dimensional   screen experiences, you know, with our phones here, where we have software that we're   playing with and the thing that is really key  to think about is these experiences by and large   are designed for for a specific purpose,  the number of personas although there are   infinite number, what is really the case  is that it's not as complex as designing an   employee experience, which is dynamic. And  there's multiple facets, multiple factors   influencing a individual's response to to work.  And I'm going to get to that in a second segment.   There's also this case that has arisen that we  have so many choices by apps, information sources,   we also have too many distractions, arguably,  with notifications and things like that the   data is being generated, it not only is good, but  it can adversely affect individuals and groups.  

And that's shown to be true. So as we create  these employee experience platforms, again,   thinking about the ethics and responsible use is  going to key people are working longer and healthy   relationships and overall well being or being  compromised. Particularly now we had this little   period where, particularly younger people  entering the workforce are putting boundaries on   their time at work, which is a good thing.  However, as we're in this state of the pandemic,   workers now have more power. And they're taking  advantage of that in many cases where they're  

having people work the same or similar amounts.  And the idea that they're unaware in many cases of   maybe two kids running around in the background,  or taking care of an elderly parent, or what   have you, is is not happening. So this employee  experience, opportunity really can shed light on   these specific again, personas. And we can  accommodate them, if we take a virtuous approach.   Now, some organizations are actually doing just  that they are looking at the employee experience,   they are looking at personas. And then it  invites the question, well, how is that going  

to be managed over time through what systems and  processes and so forth. And that's what we're   going to discuss today. Finally, as I mentioned,  millennials, and others are not only wanting,   but they're demanding, and creating new ways of  living and working. And that's going to continue.   I often say that I and others of my generation  grew up in the suck it up generation, where Hey,   you're lucky to have a job, just do what you're  told. And that's just the way it is. Now,  

particularly what I would call high value talent,  they have choices, they can say no. And as the   economy starts to recover, in the midst of in  the wake of this pandemic, we're going to see   this a lot more. So those organizations that  have tightened up their employee experience   processes and actually deliver on the promise,  like we're going to talk about Samantha woods,   in a bit are going to actually win the talent. I  don't like say war, but the the war for talent,   the battle for talent over time. So finally,  where are we heading. And I'm going to be   really quick about this. And we'll take a break.  And we'll come back with the second segment.   First to then what then how I mentioned that at  the outset, models and mindset, we need to be   aligned. This can be a very esoteric concept,  I'm going to talk about one from red thread  

research. I know Josh Burson is working on one.  These need to be comprehensive. And they can be   really complicated and intimidating, which really  is going to get to that point where we need really   good governance, design thinking for experiences.  This is not design thinking for product. And   again, I'm going to talk about that in the next  segment. Experienced for personas and people,   these need to be prioritized. It's going to be the  case where we can create a platform where not only   we're designing for personas, but for people, so  managers and others can be agile in response to   an individual's needs, that's going to be a  winning strategy. In most organizations, we're not   there yet. But we have to get there. And that's  it. That's definitely part of the future of work.  

Also, part of the future of work is not only  about employee experience about worker experience,   the title of this program today is just that  worker and employee experiences. Employee   experience is kind of the buzzword. It's  you know what the hash tag is and all that.   But we have to think beyond that. Think about  workers in general technology, data analytics  

and an experience strategy. That means we have  to get the right people in the room. And again,   this is going to be a key factor going back to the  top first, who then what? privacy confidentiality   and ethics. I'm going to be spending a lot  of my time here in 2021 and beyond on   the specific topics. I'm not going to go into that  right now. But look for that throughout the day   and in future discussions on employee experience  and other topics because we're collecting data   that is both awesome from an analytical  standpoint, but also as a worker as an   employee like hey, you know, what do you doing  with that data? Are you really you grading me?   Are you actually looking to help me so that  communication, that trust has to be built over   time. And if we, if any one organization screws  this up, we're all going to be impacted. So again,   that's where I'm going to be spending a lot of my  time moving forward. So that's the first segment  

we're going to wrap. Now we're going to take  a five minute break. We're actually I didn't   do too bad on time. So this next segment,  I hustled through this someone Obviously,   I'm not going to take questions right  now in this next segment, we'll start   at 20 till so about, you know, 767 minutes  from now, you can go into the lounge,   you can network there, there are tables there, you  can go check out the sponsor booze. I'm going to  

come back and then we'll have a discussion  with design thinking as model and the retro   research model as the guide. So with that, I  will see you in a few minutes. Thank you.

2021-02-21 07:22

Show Video

Other news