Navigating Your People’s Purpose.
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EMPLOYEE EXPERIENCE
AND
HOLISTIC INFRASTRUCTURE
Harmonizing Human-centric
and
Technical Impact
The employee experience reflects performance management and talent retention engagement and initiatives within the employee life cycle combined with infrastructure that becomes holistic when it transitions from a static line-item expense to a proactive value investment to elevate long-term productivity. We approach this portion of our ideas-to-action, advice-to-solutions sequence by exercising a pull-back view of the grid gap between efficiency and effectiveness; thus, reimagining HR to be a value creator in people and culture.
EMPLOYEE EXPERIENCE SERVICES
EMPLOYEE EXPERIENCE SERVICES:
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Evaluate organizational development (OD) techniques for application into the employee experience by enabling a co-creation model approach to align employee energy and strategic intent and minimize operational risk.
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Design a checklist to retain the positive outlook an employee has of the company.
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Reference current company culture compared to the desired culture for “moments that matter” to craft an opportunities framework for leadership to foster engagement and communication.
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Review compliance behaviors to the “hot button” employment laws such as Title VII of the Civil Rights Act of 1964 (Title VII), Americans with Disabilities Act of 1990, as amended (ADA), Fair Labor Standards Act (FLSA), National Labor Relations Act (NLRA), Family Medical Leave Act (FMLA), and Uniform Services Employment and Reemployment Rights Act (USERRA).
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Gauge the organizational climate as a strategic tool to elevate the employee experience and identify gaps between intent and perception as it represents fairness, trust, and psychological safety of the total rewards philosophy, including wage and hour compliance.
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Assess the space between employee sentiment toward compliance and employer compliance obligations to reveal insights and practical solutions for a strategic alliance that frames regulatory compliance as a contribution to and productivity driver for value, initiatives, and growth.
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Review techniques in promoting organizational policies and procedures resulting from compliance to updates issued by regulatory agencies. For example, OSHA issued an updated requirement: “As of January 1, 2024 establishments with 100 or more employees in certain high-hazard industries must electronically submit information from their Form 300-Log of Work-Related Injuries and Illnesses and Form 301-Injury and Illness Incident Report to OSHA once a year. These submissions are in addition to submission of Form 300A-Summary of Work-Related Injuries and Illnesses.” Do you have more than 100 employees? Are you in compliance?
HOLISTIC INFRASTRUCTURE SERVICES
HOLISTIC INFRASTRUCTURE SERVICES:
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Formulate a strategic roadmap that establishes a foundational infrastructure and creates a purpose-driven people plan to align employee behaviors with company values.
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Define role structures (e.g., performance management, organizational design) to identify an infrastructure plan.
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Apply a contextual understanding of the people strategy framework needed for long-term scalability, strategic alignment, and engagement to identify potential infrastructure gaps.
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Identify strategic limitations caused by functional challenges in safety, wellbeing, and activity-based collaboration.
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Develop a people-focused foundation that allows businesses to grow without operational disruption. If employees are trying to remedy defective technology or unclear policies, then disengagement can spread, reducing productivity.
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Review managerial enablement know-how that focuses on strategy in the environment, tools, and systems for scalable learning, which cultivates a positive feedback loop where collaborative learning expands on total value.
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Perform an initial, proactive assessment to identify deficiencies and improve foundational and practical implementation of an Employee Data Security & Privacy Policy, such as defining who has access to sensitive employee data through the principle of least privilege, establishing Role-Based Access Controls (RBAC), and Data Classification.