Why it's time for HR to think like a brand

HR leaders should think like brands

Think about the last time you watched Netflix, browsed Amazon, or ordered a ride from your Uber or Lyft apps. Were you able to do what you wanted and get what you needed quickly and without frustration? Would you go so far as to say the experience was a joy?

If you answered “yes” to either question, you can thank these brands for investing in the customer experience. They haven’t just improved the customer experience; they’ve redefined it.

You may be asking why this is relevant to you, an HR professional. It’s because these brands are also redefining expectations in your world. The better the experiences your employees have with these consumer brands, the greater expectations they’ll have—even in the workplace.

Smart companies should take cues from Amazon and Netflix and other innovators and work to become laser-focused on the employee experience. The benefits of doing so are undeniable: Jacob Morgan, author of “The Employee Experience Advantage,” found in his research that companies that invest in improving employee experience report having twice the average revenue and four times the average profit of other organizations.

How do you get there? HR leaders can design and deliver experiences that make employees’ lives easier and work more enjoyable by bringing in colleagues from IT and other functional areas to support your efforts and help make your vision for employee experience a reality. Here are a few recommendations to help guide the process:

Historically, HR has been the primary advocate for an organization’s employees. But smart business leaders know that employee experience has a direct impact on business success. Now is the time to align HR and IT and implement a transformative mindset that supports employee-centric systems and experiences.

To learn more about how other organizations are differentiating with the employee experience, download our ebook, HR and IT Better Together.