Picture Sarah from the accounts department, she is a night owl who does her best work after 10 AM loves learning through videos and needs pin drop silence to focus. Meanwhile, Marcus in sales is up at 5 AM listens to podcasts during his morning walk and works well in a buzzing office. They both are stuck in the same 9 to 5 box following identical training programs and drowning in policies that are same for everyone.
This could go on and on. But not anymore, companies are now catching on treating employees as they must! Hyper-personalisation at work isn’t just some fancy word but it is going on to revolutionise how companies deal with everything be it work schedule or learning paths. Let us take a closer look at how hyper-personalisation in employee experience is working wonders!
Index:
7 Ways Hyper-Personalization Is Shaping Employee Experiences
Here are seven impactful ways hyper-personalization is improving the way organizations approach employee experiences:
Personalised Onboarding Sessions
Think about your first day at a new job. Of course, you remember that feeling of drowning in the generic PowerPoint presentations and training videos that just made you yawn like anything. To add more, it has nothing to do with what you would be actually doing! Wouldn’t it be better to treat new hires like real humans, not robots? it is possible now!
Here’s how one can make it work: instead of welcoming the new employees with the same onboarding procedure as people from the sales or the IT department, it is best to provide them with training sessions that are better suited to their aspirations and future objectives.
Companies that nail personalized welcome and onboarding sessions witness an 82% better retention rate and a 70% boost in productivity.
Customized Learning & Training Opportunities
Every workplace has different employees with different goals, so why would their learning journeys be identical? The employee engagement software gets this, and one can actually use it to assess their performance and achievements and then give them learning
opportunities that are better suited to their current position and aspirations for a better future.
A person who is shouldering their leadership skills well but also wants to ace a language can take the help of workshops and learn them. It works like a career GPS that leads the way for you. The whole Choose Your Adventure doesn’t just make learning fun; it also improves employee engagement and makes people think twice before updating their LinkedIn job status.
Customizing Daily Work Experience
There might be a person whose brain doesn’t fully boot up until 11:00 am, while the other one might have conquered half of the to-do list. Smart companies are now catching up with the concept that not everyone is made with the same mold. Hyper-personalisation could actually help people perform according to their most productive period of the day.
For example, people with a late sleep cycle could work on focus-intensive tasks during their preferred hours. In contrast, employees with early sleep cycles may want to schedule meetings in the morning.
Customizing employee experience would not only increase efficiency but also allow employees to feel comfortable. It’s like every person gets to use their superpower at the right time, and the work actually gets done.
Better Employee Engagement Activities
Not everyone is a fan of those mundane, mandatory, fun Fridays. So, instead of making it a compulsion, mixing it up with stuff people would actually enjoy doing would work towards better employee engagement.
It would be so much fun if the marketing team were enjoying high-intensity workouts and the sales team was bonding over cooking classes.
The cool part is that these employee engagement activities not only add fun but also help the company develop genuine connections. It is like having a planner that knows what works for which employee.
AI-Driven Employee Well-Being Programs
At no point in time should you fall trapped in believing that an employee’s well-being is a singular phenomenon. In this age of AI-driven employee personalization, companies can develop plans that address the emotional, physical, and mental health of their employees.
As an example, artificial intelligence tools can identify an employee with stress and propose possible ways to reduce their stress level by suggesting mindfulness apps, counseling ideas, or even fitness programs. Consider employees who suffer from high-stress levels; they get lots of reminders to go off on a break or do meditation.
Rewards & Recognition
When the acknowledgment is unique, it is always considered more valuable, isn’t it? Through employee engagement software, managers are able to track the preferences and accomplishments of employees and provide them with customized rewards.
To illustrate, rather than giving the same cliche gift card or coupons to everyone, you could provide an employee with concert tickets, a handwritten thank you message, or a day off to relax. Such small gestures create deeper emotions and assure the employees that their work is essential.
Diversity and Inclusion Based on Analysis of Data
Speaking of hyper-personalization it helps organizations break down the data to identify barriers and come up with ways to overcome them.
For example, customized surveys can help identify the specific needs of employees.
Also, equality, sharing, and equal opportunities for advancement for all employees are assured by hyper-personalization. Whether it is creating easy going work conditions or the provision of precise assistance to those who work remotely, a personalized method guarantees that diversity and inclusion are both impactful and efficient.
Final Thoughts
In the modern business world, hyper-personalization seems to be the way of the future. By using data and artificial intelligence, organizations will be able to build an environment that works for individual needs.
From specifically made programs to more suited career growth opportunities, hyper personalisation will indeed ensure that the employees receive the attention and care they deserve.
When this new method is implemented, it will become clear that not only is employee engagement within the organization improved, but also a positive cycle commences where work transforms from a tedious, mundane task for everyone.
It’s pointless to stick with generic methods because that is not the future. In an environment where employees receive continuous encouragement and support, every organization will succeed and do well