Do’s for a premium DEX
#1 Involve employees
Employees who feel that they have contributed, and been listened to, will adopt new HR tech more willingly. So, try to actively involve them from the start. Set up a diverse pilot group to analyse the possible impact of a digital application, benefits, concerns, optimisations, etc. and act upon their wishes if possible. They could also test the software.
You can only tick usability if you put your employees at centre stage and build outwards from their perspective. Creating tools for and by employees is your best chance at delivering digital experiences that hit the mark.
#2 Personalise it
Remote and hybrid employees tend to be less connected to their companies and less embedded in the culture. To counter that trend, personalised digital touchpoints and experiences have become more important than ever. From curated internal communication feeds to AI-powered talent marketplaces, solutions abound nowadays.
Using generative AI in your HR tech stack can be a real gamechanger to meet personal needs and preferences. That said, be sure to prioritise features that genuinely help your employees and not just wow them.
#3 Go mobile first
Mobile-friendliness is a no-brainer when it comes to optimising the accessibility of your digital workplace. Employees who don’t have access to mobile tools to get work done feel significantly less able to access the information they need. This is particularly the case for remote, deskless and frontline workers.
If the goal is to make work life as great as real life, we need to change our perception that phones don’t have a place at work. Instead, we should embrace mobile devices as a valuable means to complete tasks, send requests, manage workflows and much more.
#4 Focus on the entire employee lifecycle
The digital employee experience starts from the first moment a prospective employee interacts with you and runs all the way to development, performance and even offboarding. Our advice: use design thinking to map out the entire employee journey, so you don’t miss important touchpoints to capitalise on.
However, avoid having too many disparate applications and platforms. That could waste time, impede productivity and deliver a poor experience. Your HR tech stack should feel familiar to your team in terms of usability and interfaces.