By assessing where you fall in terms of your current EX capability you can identify where you need to focus and how to prioritise your efforts.
Thinking about employee experience management as movie-making, where leadership is directing – creating conditions for people to perform at their best.
People analytics has amazing potential, but much of it is disjointed and uncoordinated. A focus on EX provides the opportunity to achieve more.
The leadership challenge in the future of work is to glue together the shifting workforce into a community of shared interests.
Change leadership means getting away from viewing large-scale change through a project lens, towards ongoing transformation and renewal instead.
There’s growing interest in measuring and managing employee experience, which takes a number of key threads.
We are in a period of huge creativity in employee research with continuous listening and using insights to shape employee experience.
In many companies people are frustrated. They’re putting in effort, but not making much impact, due to the difficulty of getting work done.
Employee surveys are useful for people analytics and for building a compelling employee experience. It’s a good time to be doing more with employee surveys.
High performance companies work simply. That means doing things once and always with a very clear focus on the customer.