Innovators Are Using HR Software to Engage Employees

Innovators Are Using HR Software to Engage Employees

The new generation of multi-tasking HR software solutions are easy-to-use (some might even say fun), and offer valuable data to management through embedded analytics. Formerly used solely by HR managers, these systems are now crossing departmental lines. Soon, as companies continue to chase better employee engagement, it’s possible that every worker will interact with an HR system regularly.

By using HR software, managers can listen to their teams, empower individuals, and reward star performers in almost real time. Here’s what a few HR pros have to say about using software to engage their own workers.

GIVE EMPLOYEES A VOICE

Finding the time to listen to employees is an ongoing struggle for many managers. New HR programs though are helping to create a line of communication by giving employees a way to have their voices easily heard through regular surveys or simple metrics. Kinga Skowronek of UrbanBound says “giving an outlet to employees and making the executive team aware of the pulse of the company has been tremendously valuable and has made a positive impact on the company.”

UrbanBound, a Relocation Management Software company, uses a weekly employee happiness survey app called TinyPulse. The app delivers one quick question per week ranging from rating systems to long answer varieties, which employees can answer quickly and anonymously. Creating dialogue with leadership, regardless of whether the feedback is positive or negative, gives management the opportunity to avoid snowballing issues and maintain job satisfaction.

Employee suggestion software is another specialized solution that helps managers listen to their teams.  Vetter, for example, gives employees an opportunity to filter ideas up through the chain of command in a supportive environment. Duncan Murtagh, Co-Founder of Vetter, says “employee suggestion programs can be a powerful tool for building a culture of engagement, belonging, work ethic, and pride in the workplace.”

EMPOWERMENT FOSTERS ENGAGEMENT

Engagement strategies often overlook the fact that disengagement can start as early as the onboarding process. Unorganized onboarding is a stressor for new employees, hindering their ability to catch on quickly and decreasing the odds of them making it through the first 90 days. Current team members meanwhile are often resentful if they feel their time is being wasted on a new hire that isn’t a great fit.

FinancialForce, a cloud ERP provider, offers social onboarding features that help employees engage right away. New employee profiles are automatically preloaded with relevant information, such as internal groups and customer accounts to follow. The social aspect ensures that employees have access to the information they need to feel prepared, and are then ready to focus on more important tasks, such as their new job.

Trends in self-service features of HR software include employee scheduling, training, and mobility. Giving employees the power to make decisions about when they want to work instills a sense of commitment and keeps them engaged in their roles. Travis Doherty, of TixTime, has seen firsthand what self-scheduling can do for a company’s bottom line. “Employee self-service boosts ownership of scheduling,” says Doherty. “Employees often jump at the chance to be more involved in scheduling. And when they are involved they become more responsible for their schedules and take ownership of covering shifts they can’t make.”

MAKE BENEFITS, MORE BENEFICIAL

Developing skill sets through employee training is often promoted during the hiring process, but often too little attention is paid to the progression of training programs during and after use. HR systems can be used to analyze the popularity and effectiveness of specific training sessions, and ultimately create more effective programs.

John Peebles, CEO of Administrate, recommends implementing a training management solution. “We’ve seen massive uptake from employees, and management loves the visibility they can have, which tends to create a positive feedback loop,” says Peebles. “More visibility of more engagement means more effort spent on training!”

Discovering which training sessions are most active, who is taking them, will help determine the current return on investment. Then use those analytics to implement systems that give employees options rather than just assigning them blindly.

Wellness programs are another popular benefit that HR software can improve by making them more accessible. Using an application like Jiff, companies can use organizational data to determine the best type of program for their team, then receive feedback and goal tracking capabilities in one central location. Employee engagement increases relative to the success of the program, proving that user-friendly benefits with measurable results make for a better incentive.

Are you making the most of your company’s HR system? Comment below and tell us how.


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Charlotte RitterCharlotte Ritter is a technology analyst for TechnologyAdvice. She covers business intelligence, gamification, project management, and other emerging technology. She has also written about startups, company growth, and talent management. Connect with her on LinkedIn.

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