Research tells us this isn’t a passing fad. It’s the ticket to the game if you want to attract and retain top talent. Employees aren’t just asking for it, they’re demanding it. And if companies want to attract a diverse workforce, it’s business critical.
But why does personalisation matter? Whilst the benefits are clear for employees what is the benefit to the organisation they work for?
It’s simple.
It’ll save businesses money, drive growth, and actively enable them to become more inclusive and diverse.
By personalising the employee experience (EX) you’re doing two things; you’re helping people feel understood and seen. Which in turn will encourage them to show up and fulfil their side of the employer/employee contract.
What do we really mean when we talk about personalisation in the workplace?
A personalised workplace considers the different needs and preferences of their people. It goes way beyond flex benefits or hybrid working. It considers who you are and what you need from the moment you apply for a role, right through your career journey.
But what does this look like in practice, and how do you create an equitable experience if everyone has a different journey?
The truth is personalisation can take different guises. But at the core is building an EX that demonstrates you have a deep understanding of your audience and can give them choice that feels relevant and unique.
And some companies are already doing great things in this space.
John Lewis recently announced they were making changes to their recruitment process. These changes have allowed them to better meet the needs of neurodiverse candidates. With neurodiverse individuals representing between 15% and 20% of the global population, they recognised that they needed to provide a recruitment process that personalises the experience, so it better suited their needs.
They got to know their potential candidate base, asked them what they needed, what would help them shine, and implemented a range of options that made them feel seen and valued.
JPMorgan Chase & Co. has introduced two distinct career journeys for their staff which enables individual contributors and line managers to have a development and promotional path that is equitable.
We’ve also heard about initiatives specific to the UK that gives employees the option to bank their national holiday days and use them at a time that is more relevant for them.
These small changes matter, they are scalable and don’t hinder a company's ability to be equitable and fair. What it will take though is up front investment to get to know your current and aspirational workforce, so you can design an experience that can adjust to their personal preferences. This is also where technology plays a huge role and can be used to its full advantage to keep you up to date with ever changing needs of your people and allow them to curate their own experience.
We would love to hear about the small and big things you’re doing to personalise your employee experience, and what difference it is making to the business you work for – get in touch with us at hello@unitedcultureco.com.
