In my first article in this series, I introduced a new model of Employee Experience with the acronym PREP, that lays the foundation for organisations to deliver more employee focused outcomes. I encourage you to read the series from the beginning!
Employee Centred Design
I’ve noticed that the profession of People & Culture / HR is somewhat preoccupied with the notion of ‘best practice.’ Best practice by definition is an approach that is seen as superior to alternatives due to greater likelihood of better outcomes. That sounds great!
The fly in the ointment for P&C however is that we’re dealing with people, each with different perceptions. We regularly find that what worked great in one organisation might not in another, for a multitude of reasons. Unfortunately we’ve become used to citing that “people don’t like change” when initiatives don’t work out as expected, and have reassured ourselves that we followed best practice.
I think it’s more accurate instead to say that “people don’t like change being imposed on them.” How many times have you yourself been subjected to change by a company you’ve bought goods or services from, and found yourself saying, “well if they had only asked me, I’d have said…”? Involvement in decision-making is a common driver of employee engagement, yet often we fail to really engage with people to design solutions.
Our focus on understanding and enhancing Employee Experience has encouraged the team at Humankind to reflect on these realities and look for a different approach. Seeing fantastic results in other fields, we have drawn from Human Centered Design, Service Design and User Experience Design to develop an approach for Employee Experience: Employee Centered Design (ECD).
Humankind’s Employee Centered Design mindset is founded on two key beliefs: