Diageo

Companies and organization culture evolve and the demand for what we call employee experience and personalization increases each time. A trend that started with the tech and digital companies that bought the concepts from the consumer journey and design thinking experience to the employee journey approach and brew up with the pandemic when the need for the human compound finally gets the right space in companies and cultures that it was not yet the case. In addition, socially The Diversity and Inclusion movement, the demand for more flexibility and a wellbeing approach, put on the table the whole life of our employees as a burning platform and companies and cultures were demanded to see the individuals that come with all our employees.

As a curious and continuous learning person, I could not avoid studying more about learning and trying to understand the essence of it. Currently, it is the topic for several top HR reports as Deloitte (2017) about employee experience, David Ulrich’s theory called Evolution of employee experience to personalization (2023) and Gartner, 2023 about personalized learning also named and precision learning approach. In the practical world, we are seeing the emerge of several flexible benefits & recognition platforms, systems that are re-creating experiences from recruitment to all employee journeys through the use of IA to personalize navigation. But what it is about in my view:

Recognized individuals versus employees.

Basic, but first thing is understood that everyone has a life, and social roles beyond the role in the companies. It includes emotions, family circumstances, and a holistic approach to health that have implications, and demands on this individual’s life and impacts in this role of employee, company colleague and their respective performance. I remember when I started to work several years ago and there was a common statement that was said in Brazil (when I started my career) at this moment you should leave yourself at the company parking every day and put your organizational persona custom to enter the companies. Great news, it is the end of this era!

“Honest and transparent communication is key to connecting and getting relationships to be evolving through people and with companies”

With this, the implication for the companies is that policies, HR processes and benefits should take it into account and offer different options that respond better to different needs. Flexibility is a topic that will continue to increase its importance even more.

Transparency & Direct communication

Honest and transparent communication is key to connecting and getting relationships to be evolving through people and with companies. People just want to have clear information so they can make the better decision for them. And yes, they will choose what is best for them every day, best they take it with the clear and right information than with the one they imagine is the right in the absence of good and transparent communication. In addition, having transparent communication is highly linked with the perception of being treated with respect, also being an important characteristic of trustful relationships. Implication for management and culture is that communication needs to be direct, fast, and honest even at the moment that we could have something not that great. And remember, timely communication is even more in the fast communication world that we live in nowadays.

Connection & Build for their successful approach.

As an individual, building connections, trustful relationships and feeling you belong is key. Managers and company representatives are critically important for it and need to connect with each of the individuals that work for them. Know them as a person, listen and create the right challenge and development opportunities that are linked with the employee’s interest. Probably, the most difficult and at the same time most critical area for success.

Build with the employee definition of success for them, open the path for the right development opportunities to it and connect, empower and be beside them during the journey! For each employee, a different path and approach show the clear need for personalization. And be there to create the right conditions for their success. And do not forget to celebrate and recognize important steps, achievements, and milestones. Share their success and happiness!

Companies that build these leadership capabilities in their culture have an important right to win in this new era.

Adaptability and learning to change.

We already know since Darwin that it is the most adaptable one that survives, and it is the case. Being aware, alert and in constant learning to adapt and improve mindset is key. It is because for each employee you should have a unique approach but more than it, with an active listing continuously we should seek new opportunities to make everyone and each of us feel connected and belong.

In summary, it is the human demand to be seen and listened to. Thank you for that! Time for all employees to be seen and being treated with respect and take their voices to listen. Even in cases when they do not have the decision, at least the time to have a voice. Progressive companies and cultures already understood that personalization is a differentiation point to get their chance to be chosen as an employer and the key to having the talent they need in a time when the choice is coming both ways. For me, it is a smart approach to try to “retain” someone, and in the end, something that is honest with ourselves the way we would love to be seen and treated.