By David Kovacovich, HR West 2018 Speaker
I’ve been in the Human Capital Management industry for 10 years. We started with logoed lamps for milestone achievements. The concept of Employee Recognition made the process of rewarding behavior change more immediate and systematic. Employee Engagement introduced employee learning, performance management, live events and leadership development into a broadened view of employee development.
It’s 2017 and the aforementioned tactics are giving way to Employee Experience. At the center of Employee Experience is your Employee Value Proposition (EVP). An EVP is the agreement of an employer to recognize moments that inspire an employee to dedicate their discretionary effort to the organization. If you wish to inspire amplification of discretionary employee effort, you’ll need to think about the following:
It’s not about what you provide; it’s about what you encourage.
- Is your company a place where employees feel trusted to be themselves?
- Does every employee interact with every one of their colleagues each week?
- If I never set foot on campus, am I still plugged-in to company culture?
Create a company Shark Tank event that allows employees to present new ideas to C Level judges.
Form teams of Idea Makers that share information with one another from different areas of the organization.
Allow employees to teach classes on any subject that entices their passion (from fishing to guitar composition). Set up a few different tracks and allow employees to attend these classes one Friday afternoon a month.
If you break down silos, on-the-job tension will ease.
Transparent Leadership Development
Trickle down stress shifting will no longer scare your employees into success. Micro-management is over. Your employees have far more options than you may assume.
Every organization should develop a system that evaluates on an equal curve. There need to be measures of success in place that can be tracked and broadcast. Managers can no longer be entitled to protect their top talent or drive out under-performers.
- Every employee should have their performance managed through various sources.
- There should be a socialized system that catapults top performers into the internal talent pool.
- Employees should have the freedom to explore internal career development without asking for permission from their boss.
The corporate world is evolving. People are spending less time in cubicles, there has never been a more accessible time to get funding for a new venture and your competitors will hire your best talent tomorrow.
A paycheck is not enough… Culture, Transparency and Purpose are now taking priority over the almighty dollar.