Solving these 10 employee pain points could make you millions

Recently, we wrote about 9 CX trends that we expect to see in 2022. One of these trends predicted that the Employee Experience (EX) will become just as important as the Customer Experience (CX).


As the "Great Resignation" continues to fester across the world, employers who provide a frictionless and superior employee experience will most likely attract the best talent.


So what are some of these friction points that need to be solved?


Below, we have listed 10 pain-points which continue to cause frustration for employees across all industries. We anticipate that the organisation who solves each of these pain points could generate millions in revenue whilst also bringing the employee experience into the 21st century at the same time.


#1 - WFH limits managers ability to gauge employee wellbeing


😩 Corridor chats no longer occur as people regularly work from home. This inhibits the ability for managers to continually keep their finger on the pulse of their employee's wellbeing.


💡 Employee Wellbeing Tracker - A platform which aggregates employee behavioural data (chats, emails, slacks) to proactively identify employees who are becoming disengaged. This data is fed through to their line manager, allowing the line manager to proactively reach out to disengaged employees.


This tool could also have the capability to obtain quantitative and qualitative feedback directly from the employee which could be (anonymously) fed through to the line manager for further consideration.


#2 - Job application process is inefficient


😩 The resume application process is disjointed. Recruiters often get a number of poor candidates applying and applicants don’t get enough feedback on their application.


💡 Tinder for Recruitment - Applicants create a profile with their respective skillsets and personality traits. Recruiters publish certain job applications, including video insights about the job and who the individual would be working with. In order to proceed to an interview, recruiter and applicant must match. Platform would also allow employers to easily provide feedback on the job applicant and quality of their resume.


#3 - Resumes are a poor way to demonstrate skillsets in 2022


😩 We are still required to upload a resume to each job we apply for. There is no real way for candidates to differentiate themselves except for the piece of paper that they submit. Equally, the candidate is unable to gauge whether the Employer would be a good fit until they go for an interview.


💡 Video-first applications - The recruiter and applicant both need to submit a video on why the job is valuable / why they would add value to that job. This would allow both parties to get a taste of each other prior to interview stage.


#4 - I have to hop onto a computer to upload my resume


😩 It is extremely difficult for someone to upload their resume from their mobile phone.


💡 Mobile-first resumes - An app which allows you to easily upload your resume from your phone.


#5 - Reference checks are too biased to matter


😩 The typical reference check process is outdated and biased. When was the last time that someone gave a poor reference?


💡 Network 101 - A platform where applicants can get a better gauge on the company and recruiters can get a better gauge on the applicant without bias.



#6 - Employee onboarding processes are as consistent as the local bus network (not very!)


😩 Employee onboarding experiences are extremely inconsistent and heavily dependent on the workload of the person responsible for onboarding the individual


💡 OnboardingAAS - A company dedicated to ensuring the first 0-12 weeks for an employee are as memorable as possible. This includes welcome Packs, setting up key stakeholder meetings, immersion sessions, onboarding email sequencing etc ...


#7 - Employees have no clear view on how to progress in their organisation


😩 Capability roadmaps / progression plans are rarely articulated in a succinct manner. If they are, it is generally in some form of static word document.


💡 Digital Capability Roadmap - A systemised and digital approach to ensuring employees know what they need to do to get promoted. This capability roadmap would be customised to the respective role types and existing capabilities of each team member.


#8 - Employee accountability to OKRs / KPIs is minimal


😩 KPIs / OKRs are hard to govern at an employee level as there is no system which holds employees accountable.


💡 Employee KPI tracker - How might we build a system which allows employees to commit to & track towards certain KPIs / Customer Performance Indicators (CPIs)?


#9 - The loudest voice is not always the one with the best ideas


😩 Employees rarely have a dedicated space to submit or vote on ideas that they're observing. This stifles innovation as ideas are generally driven from the top-down.


💡 VooP (Voice of our People) - A platform which allows employees from all parts of the organisation to submit pain points & ideas. Ideas will be prioritised according to the amount of upvotes received on an idea. This approach would incentivise innovative thinking across the organisation.


#10 - Employees are sick of sitting down all day


😩 Physical wellbeing is rarely focused on within the workplace


💡 Corporate Fitness Coaches - A coach who’s responsibility is to ensure the whole team has 1 hour of fitness per day. This could be a great team bonding exercise as well. Physical fitness also releases more endorphins which leads to a holistic feeling of wellbeing.


To summarise, we strongly believe that the world of #employeexperience is RIPE for disruption. If you would like to cross-collaborate on some of the pain points above, feel free to get in touch with us today!


Cheers,

Ben the Bearded Man







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