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3 Key Priorities When Planning a Responsive Employee Experience

4/23/19, 3:13 PM

Having a responsive employee experience is one of the most effective steps you can take to provide the level of flexibility and consumer-grade usability that your employees expect, boosting their engagement while also paving the way for future enhancements. HCM software solutions that provide an engaging and optimized mobile experience are a crucial part in this success.

Three key priorities to consider when implementing a responsive employee experience are simplifying and streamlining tasks, empowering employees, and keeping your employee experience unified.

1) Simplify and Streamline Tasks

Simplifying and streamlining tasks is central to creating a responsive employee experience. Think about the experience you're offering at every step of the employee life cycle. Whichever device is being used, it should be easy for employees to find the specific, day-to-day actions they need to complete, and there shouldn’t be any confusion about which area of the app does what or how to get there. By intuitively separating tasks, designing clear areas to go to when completing a specific item, and building links between related tasks, you can ensure that users move easily through solutions.

Remember too that different groups need different things. Contractors and gig workers have different needs than traditional employees, as do salaried vs. hourly employees, managers vs. staff, or even part-time vs. full-time workers. A configurable home screen that highlights relevant tasks for users when they log in can increase productivity and make employees feel valued and recognized. By accounting for the varying needs and priorities of the subsets of your employee population you can improve the employee experience and positively impact your competitive edge in today's tough environment.

Connected, engaging HCM technology empowers HR to orchestrate rich employee experiences and share data and analytics that measure the impact on business objectives as well as identify needed action for continual improvement."

-Alexandra Levit, Business/Workplace Author,
Speaker, Consultant, and Futurist
Kronos Workforce Institute Advisory Board

Download our ebook, "Engaging Your Entire Workforce" for HCM strategies to engage and retain salaried and hourly workforces.

2) Empower Employees

Responsive experiences aren’t just about submitting requests or punching in and out from remote locations. Employees should be able to carry out all tasks on any device, giving them autonomy and making them feel engaged in their work — no matter where they are. This focus on empowering employees should start with the
talent acquisition process, allowing applicants the same level of flexibility and convenience to set the stage for how they’ll be treated as employees. Here are just a few ways you can create empowerment with a responsive HCM solution:

  • Go beyond tactical. Mobile functionality shouldn’t be limited to just punching or viewing timesheets and schedules. Instead, think about what information your employees want and expect access to anytime, anywhere — things like benefits details, pay stubs, and tax information.
  • Make it flexible. For shift swaps, coverage requests, benefits enrollment, direct deposit management, and more, give employees the ability to manage their work life and make changes when and where the need arises.
  • Empower responsive managers. Simplified dashboards and reports that provide drill-downs into specific employees and workflows, notifications for quick reaction to requests, and access to see reports, assign workflows, and leverage checklists all make it easier for managers to respond in a timely fashion. What’s more, a responsive framework allows managers to start
    building a visualization or dashboard on the go from a mobile device and then pick up right where they left off from their desk in the office, streamlining access to key metrics.
  • Set applicants up for success. Integrate a responsive applicant portal into your company website, automate alert workflows and tracking for timely response, provide resume and social media upload options, and tightly
    integrate with onboarding for quick data transfer upon hire.

Graphic - How technology correlates with employee engagement and retention

3) Keep Your System Unified

Having a bunch of separate apps and separate systems is confusing for you and your employees. You need a unified platform for all your HR activities that can translate seamlessly to any device. Using micro apps to deliver HCM solutions doesn’t mean using different apps — you should have one unified location for employees and managers to access information.

And keep in mind that the platform matters. Seamless responsive experiences require the platform that powers them to be a single source for all data across HR, payroll, and time and attendance, whereas point solutions require multiple apps and multiple systems of record on the back end, which results in unreliable data that employees and managers won’t trust.

In fact, that’s what’s best of all: A unified platform builds trust. When you don’t have to reconcile data across multiple databases, you’ll know for a fact that the information you’re working with is your single source of truth — regardless of which part of the HCM cycle you’re working in. This certainty means employees and managers will accept what they see in their mobile experience,
rather than second-guessing which parts of the data can be relied on. This is especially true for remote workers who don’t come to a central office location every day.

With more and more companies hiring remote employees, contractors, field workers, and more, having a responsive and mobile friendly employee experience is a must-have in today's competitive environment, and crucial to the success of your organization.

Engaging Your Entire Workforce ebook download

  1. Adobe, Work in Progress (May 2016), 11, found at
  2. Ibid at 13.

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