HR ‘Could Do Better’ on Employee Experience: A Survey Report
In the survey conducted by Benefex, a leading provider of employee benefits and engagement solutions, two-thirds of HR professionals believe they are delivering a positive employee experience. Surprisingly, only 13% of employees share this sentiment, indicating a stark disconnect between HR’s perception and employees’ actual experiences.
In the ever-evolving corporate landscape, the role of Human Resources (HR) has expanded beyond traditional personnel management to foster a positive employee experience. However, recent findings suggest a significant gap between HR’s perception of employee experience and the reality experienced by employees.
According to a survey conducted by Benefex, a leading provider of employee benefits and engagement solutions, two-thirds of HR professionals believe they are delivering a positive employee experience. Surprisingly, only 13% of employees share this sentiment, indicating a stark disconnect between HR’s perception and employees’ actual experiences.
Over the past year, employee experience ratings have seen a sharp decline. Only a fifth of employees rated their experience as excellent, a significant drop from 38% the previous year. This decline is particularly concerning given that employees’ expectations of their employers have simultaneously risen. A staggering 81% of employees stated that the employee experience is more important than it was a year ago, especially in terms of salary, benefits, recognition, and wellbeing.
In response to these changing expectations, 71% of organizations plan to increase their spending on employee benefits. A majority of these organizations (over 80%) are prioritizing employee wellbeing, recognizing its vital role in enhancing the overall employee experience.
Recognition at work is another area that employers are looking to improve. A vast majority of employees (94%) reported that it is important to be acknowledged for their efforts at work, and 89% believe it is important to recognize their colleagues. However, less than half of the surveyed employees (42%) rated the technology available for recognition as ‘good’ or ‘excellent’, indicating a clear need for improvement in this area.
This sentiment extends to employees’ overall feelings about workplace technology. A significant 61% of employees feel that the tools they use at work are inferior to those they use at home. This disparity can contribute to employee dissatisfaction and negatively impact their overall experience.
Michael Tigwell, Benefex’s Chief Operating Officer, expressed concern over these findings. He noted that while employers believe they are performing well in providing a great employee experience, there is a clear disconnect between their initiatives and what their employees actually need.
Looking ahead, many reward and benefit professionals believe that artificial intelligence (AI) could drastically alter their role. According to Benefex’s findings, 19% think AI will replace most jobs in reward and benefits, and a tenth worry that AI will fully replace their job at some point.
Moreover, more than a quarter (26%) expressed concern about bias in HR-related AI applications, while 20% are worried about the risks of using corporate information in AI models. These concerns highlight the need for careful and ethical implementation of AI in HR practices.
Tigwell concluded by emphasizing the need for employers to continually adapt to changing employee needs. He stressed the importance of building agility into reward and benefit strategies and embracing new ideas and technologies, such as AI, to ease pressure in the HR department.
In conclusion, the findings from Benefex’s survey underscore the importance of aligning HR initiatives with employee needs and expectations. As the corporate landscape continues to evolve, HR departments must strive to bridge the gap between their perceptions and the actual employee experience to foster a positive and productive work environment.
Stay tuned, to PropleManager.co.in for further updates on the evolving workplace paradigm.
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