Scenarios for HR Management:
1. You are an HR Manager who outsources employee engagement surveys every 2 years using companies like Gallup
- Integrate IT Feedback
Collaborate with IT to include questions related to employees’ experience with digital tools in the engagement surveys. This ensures a holistic view of both job satisfaction and the impact of technology on engagement. - Increase Survey Frequency for Timely Insights
Move toward more frequent pulse surveys or annual surveys to capture ongoing changes in both employee engagement and digital experiences, as the blog suggests transformation is continuous. - Use Survey Data to Influence Digital Tools
Leverage survey results to identify gaps in digital tool effectiveness and collaborate with IT to implement solutions that boost both engagement and productivity. - Align Employee Engagement with Digital Transformation Goals
Ensure that your engagement surveys also assess how well employees are adapting to new digital tools, contributing to a smoother transformation process. - Foster Cross-Department Collaboration
Share survey findings with IT, fostering a continuous feedback loop to resolve digital issues that directly affect engagement and productivity, as highlighted in the blog post.
2. You are a HR Manager that conduct surveys internally with own tools and external consultants
- Incorporate Digital Tool Performance into Surveys
Work with IT to add metrics assessing how digital tools (e.g., Workday, collaboration software) impact employee satisfaction and engagement. - Create a Feedback Loop with IT
Establish a joint process for sharing feedback collected from engagement surveys with IT, ensuring timely resolution of technology-related frustrations, as recommended in the blog post. - Focus on Engagement Beyond Satisfaction
Expand your surveys to not only measure job satisfaction but also engagement factors like how digital tools enable growth, autonomy, and collaboration. - Collaborate on Quick Wins
Identify digital quick wins through the surveys, and work with IT to roll out small but impactful changes that can immediately enhance employee engagement, in line with the article’s advice on “quick wins.” - Benchmark Digital Engagement Metrics
Even if your surveys are in-house, consider using external benchmarks to gauge how your employees’ digital experience compares to industry standards, ensuring both HR and IT are driving towards common goals.
3. You are a HR Manager with no previous experience in employee engagement surveys
- Start with a Joint IT and HR Survey
Design your first survey to capture both traditional engagement metrics (satisfaction, retention) and employees’ feedback on their digital experience. This will give you a more complete picture from the start. - Collaborate Early with IT
Bring IT into the conversation from the beginning to ensure that your survey captures the employee experience of digital tools, which, as the blog post emphasizes, are essential to engagement. - Focus on Digital Readiness
In addition to measuring job satisfaction, ask questions that gauge how well employees are adapting to current digital tools, in line with transformation efforts. - Use Survey Results to Guide Digital Transformation
Use your survey data to inform future HR and IT decisions, especially in optimizing digital tools to foster engagement, innovation, and productivity, as highlighted in the blog post. - Pilot a Joint Feedback Mechanism
Start small by piloting a survey that includes both engagement and digital experience questions, ensuring IT and HR alignment from the outset of your survey journey.
Scenarios for IT Managers:
1. You are an IT Manager that outsources digital employee experience (DEX) surveys annually using companies like Yorizon
- Share Insights with HR
Ensure that results from your DEX surveys are shared with HR to integrate insights on how digital tools affect overall employee engagement, as recommended in the blog post. - Enhance Feedback with Engagement Questions
Work with HR to include questions about employee engagement in DEX surveys, ensuring the feedback loop covers both digital and human capital. - Act on IT Feedback Proactively
Use DEX survey feedback to make proactive adjustments to digital tools and systems before issues negatively impact employee engagement, aligning with the article’s emphasis on proactive problem-solving. - Link IT Improvements to Business Outcomes
Highlight how digital experience improvements lead to better engagement, productivity, and business outcomes, echoing the blog’s point on the importance of aligning tools with business goals. - Collaborate on Quick Wins
Coordinate with HR to identify “quick wins” based on employee feedback, such as improving user interfaces or addressing frequently reported technical issues, as noted in the article.
2. You are an IT Manager that conduct end-user experience surveys internally with tools like ServiceNow
- Work with HR for Holistic Feedback
Collaborate with HR to ensure your end-user surveys also measure how digital tools impact broader employee engagement, not just technical performance. - Focus on Engagement Drivers
Use the surveys to explore how digital tools impact key engagement drivers such as autonomy, connection, and growth (as discussed in the MAGIC framework from the blog post). - Enhance Collaboration with HR
Build stronger relationships with HR by sharing survey insights, ensuring that both digital tools and human capital strategies are aligned. - Proactive IT Strategy
Use internal survey data to anticipate and address digital issues before they lead to disengagement, as suggested in the blog’s focus on continuous feedback loops. - Benchmark Digital Experience Metrics
Even if surveys are conducted in-house, use external benchmarks to measure how your IT infrastructure and support compare to industry standards, ensuring that digital experiences meet employee expectations.
3. You are an IT Manager with no previous experience in digital employee experience surveys
- Start with Joint HR-IT Feedback
Launch your first digital employee experience survey with HR’s input to ensure the feedback covers both technical and engagement aspects, reflecting the blog’s message about the importance of alignment. - Assess the Impact of Digital Tools on Engagement
Focus on how well current digital tools (e.g., email, collaboration software) are supporting employee productivity and engagement, as discussed in the blog post. - Collaborate on Cross-Functional Survey Design
Work with HR to ensure that the survey captures the full employee experience, including how IT tools enable or hinder their work and satisfaction. - Focus on Immediate Feedback
Use the first survey to identify areas where quick changes can have an immediate impact, mirroring the article’s recommendation to focus on quick wins for employee engagement. - Pilot Continuous Feedback Loops
Start small with a pilot survey, and use the results to build a continuous feedback loop that informs both IT improvements and broader employee engagement strategies, as outlined in the blog. Experts like Yorizon can help you implement continuous improvement schemes.
By following these tailored recommendations, both HR and IT managers can break down silos, aligning their efforts to improve not only digital tool effectiveness but also overall employee engagement, driving successful digital transformation outcomes.
Need help implementing these strategies in your organization? Consult with us to get personalized recommendations that can enhance both your HR and IT collaboration for optimal results.
Want to know more about the value of IT end-user surveys? Read our blog “From Frustration to Flow: Enhancing Digital Workplace and IT Happiness“