Is Your HR Department Ready to be Reinvented?


Chief Employee Experience Officer

Chief People Officer

Chief Engagement Officer

These job titles didn’t exist a few short years ago, but now they are a common occurrence in the workplace. But, why?

It appears that all the buzz surrounding the importance of employee engagement has turned HR departments everywhere upside down. They are going mad trying to capture that “secret sauce”, which motivates employees and makes them more collaborative and productive.

So far, many companies have tried exploring different benefit options and employee perks like free gym memberships, free lunches, flexible work policies, and even bring your dog to work days. But, even with all of these perks, there is still a gap, a silo, that is getting in the way of their employee engagement goals.

Sure, employee recognition programs, fun perks, and flexible policies help employees feel appreciated; but real change begins with meaningful everyday interactions and connection to goals. Sadly, “only 40% of employees are well informed on company goals, strategy, and tactics.” The flow of this information is often stifled from reaching lower level employees and they quickly become disjointed from the rest of the company. Gallup’s chief scientist of workplace management, Jim Harter, said that “it comes down to showing people how their work and contributions impact the success of the entire firm. Disengagement starts with having a confusing job.”

To solve this problem, Airbnb has appointed individuals who act as “ground control” to make sure their company’s mission and culture are brought to life everyday. They have dedicated much time and effort into a project called “workplace as an experience”, where their main focus is “tapping into the physical, emotional, intellectual, virtual, and aspirational facets of how an employee is engaged in the workplace.”


workplace as an experience


Airbnb realized that their employees needed an immersive experience with more touch points and more visibility. The problem was, one siloed department couldn’t possibly ensure that experience was taking place for every employee. So, their Chief Human Resource Officer became their Chief Employee Experience Officer, in order to fulfill the vision of an integrated employee work experience. Their hard work paid off too, because 90% of their employees now recommend them as a great place to work! 

So, if your HR department is ready to be reinvented, take notes from the companies who are doing it right, and learn what works best for your employees along the way.

An Easy Way to Gain Employee Buy-In



Many successful companies have learned how to nurture potential buyers throughout the sales cycle, but few have mastered how to nurture new employee so they buy-in to their company. And, isn’t that what leaders really want, employees who have “bought-in” to the company and are invested in making it better?

The truth is: engagement begins from the very first time a person reaches out to your company, whether it is for a sales opportunity or a job opportunity.

Many companies use content marketing to attract and engage with potential buyers. They realize how important it is to share your company’s voice and establish some level of rapport with your audience before expecting them to really listen to you, especially in an online environment. So, these companies share interesting and relevant information with their potential customers with the goal to establish rapport, thought leadership, and brand awareness. But beyond these goals, offering a free service like content sharing will demonstrate a company’s desire to help others. So, you are not just helping people grasp what your company stands for, you are also proving authentic goodwill, which drives buyer engagement.

Like your potential customers, employees can also decide whether or not they will actively engage with your company, and some of their engagement needs are very similar.

Employees also need to grasp what your company stands for and why. They look for acts of goodwill and other proof that their company’s main goal is to help people, including employees. For total buy-in, however, they need to be more than just recipients of company information; they need to be active participates who are invited to provide feedback, aid in decision making, and influence meaningful change.

Employees need both understanding and participation in order to identify their purpose and connect with the big picture. Any exclusion from company news, activity, or progress, will keep employees from participating in any meaningful way, because they don’t really know how to help.

By sharing more information, ideas, and knowledge internally, companies can shift their culture to one that is supportive and inclusive. It is a culture strategy which promotes open, effective communication and provides clear channels for feedback. The numerous benefits of which include: increased employee engagement and employee advocacy, discovery of SMEs(subject matter experts), and higher overall performance.

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