Name: Everything About Employee Experience
Start: 2024-06-03T15:56:00Z
End: 2024-06-27T15:56:00Z

Everything About Wellbeing and Mental Health at Work

Hacking HR May Series: Everything About Wellbeing and Mental Health at Work

Understanding how Employee Experience drives organizational and people success at work

Hacking HR June Series: Employee Experience as the Ultimate Competitive Advantage

Everything About Employee Experience

Group Change and Organizational Development Lead

Organization Development and Change Management Lead

"This session focuses on laying the groundwork for understanding what employee experience is and is not, providing clarity on how it shapes workplace culture and drives business success. It covers the top four questions: What exactly constitutes employee experience in the modern workplace? How does it differ from employee engagement? What common misconceptions exist about employee experience? And, how can organizations distinguish between superficial perks and deep, meaningful experiences? The top three learning objectives include defining employee experience accurately, differentiating it from related concepts like engagement and satisfaction, and identifying myths and truths about what impacts employee experience. The session aims to develop five key competencies: critical understanding of employee experience, discernment between engagement and experience, debunking common employee experience myths, strategic thinking to enhance genuine employee experience, and skills in designing impactful employee experience strategies.      "

VP Workplace Insights

VP of People

Sr Global HR Leader, Speaker & DEI Advocate

Talent Strategy & People Ops Consultant / Executive Coach

Author | Senior Vice President, Human Resources

Executive Project Manager/ HR Manager 

This session focuses on the fundamental principles of crafting a lasting and exceptional employee experience in the workplace. It covers the top four questions: What are the essential elements of a durable employee experience? How can organizations consistently deliver an amazing experience across various departments? What are the common pitfalls in designing employee experience initiatives? And, how can success in these initiatives be reliably measured and sustained over time? The top three learning objectives include identifying key components that contribute to a positive employee experience, implementing strategies that ensure a consistent and rewarding environment, and recognizing and avoiding common errors that can undermine employee experience efforts. The session aims to develop five key competencies: foundational knowledge of employee experience design, consistency in experience delivery, proactive problem-solving for common challenges, measurement and analysis of experience outcomes, and continuous improvement in employee experience strategies.

Head of Talent and Culture

Co-Founder

Executive Coach | Fractional HR

Chief People Officer

Global Head of Strategic Workforce Planning

Founder & CEO

This session focuses on the critical relationship between employee experience and its impact on both individual performance and broader business success. It covers the top four questions: How does enhancing employee experience drive business outcomes? In what ways does employee satisfaction influence customer satisfaction and organizational performance? What are the measurable benefits of investing in employee experience? And how can companies align employee experience improvements with business goals? The top three learning objectives include comprehending the direct and indirect effects of employee experience on business success, quantifying the benefits of employee experience initiatives, and aligning these initiatives with strategic business objectives. The session aims to develop five key competencies: understanding of the business impact of employee experience, strategic alignment skills, ability to measure and interpret experience outcomes, insights into cross-functional benefits, and skills in communicating the value of employee experience to stakeholders.

Senior Principal, People Transformation and Strategy

Human Resources Director 

Head People & Culture

Chief Happiness Officer

Senior HR Global Digital Transformation Leader 

This session focuses on the strategic mapping of the employee journey to identify and optimize key touchpoints that enhance the overall employee experience. It covers the top four questions: What constitutes the employee journey within an organization? How can key touchpoints be identified and optimized for maximum impact? What role do these touchpoints play in employee engagement and retention? And, how can organizations ensure continuous improvement in these areas? The top three learning objectives include understanding the structure and phases of the employee journey, developing strategies to enhance key touchpoints, and learning how to continuously assess and refine these touchpoints to support dynamic business needs. The session aims to develop five key competencies: comprehensive mapping of the employee journey, strategic planning for touchpoint optimization, skills in engagement and retention through experience design, continuous improvement methodologies, and data-driven decision-making.

Head of Talent Management

Senior Director, People Ops, Total Rewards and Analytics

Chief Team Officer

HR Director

VP, Global HR

This session focuses on the important role of onboarding in shaping an employee’s initial impressions and long-term engagement at work. It covers the top four questions: Why is onboarding critical to employee experience? What are the elements of a successful onboarding process? How can onboarding be tailored to align with diverse employee needs and expectations? And, how can the effectiveness of onboarding programs be measured and enhanced? The top three learning objectives include understanding the impact of onboarding on employee retention and satisfaction, identifying best practices for effective onboarding, and developing skills to customize onboarding processes to various roles and individual needs. The session aims to develop five key competencies: foundational knowledge of onboarding strategies, customization techniques for diverse employee groups, skills in integrating onboarding with broader HR processes, measurement and feedback analysis, and continuous improvement in onboarding practices.

Founder and Principal

Strategic organisational consultant 

Senior Director, DEIB&C

Director | Equity, Inclusion, and Belonging

This session focuses on how company culture shapes and enhances employee experience. It covers the top four questions: How does a people-first culture influence employee experience? What are the characteristics of a people-first culture? How can organizations transition to a people-first approach? And, how can the success of this cultural shift be measured? The top three learning objectives include understanding the relationship between company culture and employee experience, identifying strategies to foster a people-first culture, and measuring the impact of cultural changes on overall workplace dynamics. The session aims to develop five key competencies: deep understanding of cultural influences on employee satisfaction, strategic planning for cultural transformation, implementation of people-first policies, assessment techniques for cultural impact, and communication skills to promote cultural adoption.

Chief Engagement Officer

Founder / Fractional VP People

HR Innovation Fellow

Executive Coach & Leadership Instructor 

This session focuses on how leaders and managers directly influence the employee experience through their actions and decisions. It covers the top four questions: What role do leaders play in shaping employee experience? How can leadership styles positively or negatively impact employee morale and productivity? What are effective leadership practices that enhance employee experience? And, how can leadership effectiveness in this area be assessed? The top three learning objectives include recognizing the direct impact of leadership on employee engagement, identifying leadership practices that contribute to a positive employee experience, and developing methods for evaluating leadership influence on workplace atmosphere. The session aims to develop five key competencies: leadership analysis related to employee experience, application of effective leadership techniques, fostering a supportive leadership environment, evaluation of leadership impact, and continuous leadership development.

Founder & Head Coach

Founder & Managing Partner

VP Product Management, People Analytics

VP of Talent & Culture

This session focuses on the essential skills and strategies for resolving conflicts at work to improve workplace relations and enhance employee experience. It covers the top four questions: What are common sources of conflict in the workplace? How can conflict resolution improve employee experience? What strategies are most effective for managing and resolving workplace conflicts? And, how can the outcomes of conflict resolution efforts be measured? The top three learning objectives include understanding the dynamics of workplace conflicts, learning conflict resolution techniques that contribute to a positive employee experience, and developing metrics to evaluate the effectiveness of conflict management. The session aims to develop five key competencies: conflict identification and analysis, advanced negotiation and mediation skills, strategic implementation of conflict resolution processes, measurement of conflict resolution outcomes, and leadership in fostering a collaborative work environment.

President

Author, Speaker, Consultant, Chief Pay it Forward Officer

Delivery Lead

Founder, Chief People Officer 

Sr. Director Compensation

Director, People Operations & Insights

This session focuses on designing and implementing a culture of recognition and rewards that significantly enhances employee experience. It covers the top four questions: Why is recognition important in shaping employee experience? What are the components of an effective recognition and reward system? How can these systems be personalized to meet diverse employee needs? And, how can the effectiveness of recognition and reward programs be measured? The top three learning objectives include understanding the impact of recognition on employee morale and retention, creating adaptable recognition programs that align with organizational values, and assessing the impact of these programs on employee satisfaction. The session aims to develop five key competencies: comprehensive knowledge of recognition strategies, design and customization of reward systems, alignment of recognition programs with company goals, analytical skills to measure program success, and innovative thinking in employee recognition.

Global Head of People Experience and HR Transformation 

Senior DEI Advisor

This session focuses on the strategies to cultivate high-performance teams by enhancing the employee experience. It covers the top four questions: What defines a high-performance team in the context of exceptional employee experience? How can leaders foster high-performing teams while prioritizing employee satisfaction? What are key practices that promote teamwork and positive employee experiences? And, how can the success of these teams be evaluated? The top three learning objectives include identifying the elements that contribute to high-performance team dynamics, implementing practices that enhance teamwork and employee satisfaction, and developing metrics to assess team performance and employee experience. The session aims to develop five key competencies: strategic team building, leadership in team management, creating synergistic team environments, measuring team success alongside employee experience, and continuous improvement of team dynamics.

CHRO - Agile HR Coach

Chief People, Talent & Diversity Curator

VP of AI Organizational and Workplace Transformation

Vice President Human Resources

This session focuses on effectively managing the balance between flexibility and structure in hybrid and remote work settings to optimize employee experience. It covers the top four questions: How can organizations strike a balance between flexibility and necessary structure in hybrid and remote settings? What are the challenges and opportunities of hybrid and remote work models for employee experience? How can technology and policies be used to support both flexibility and productivity? And, how can the impact of these work models on employee experience be quantified? The top three learning objectives include understanding the balance of flexibility and structure in work models, leveraging technology and policies to support effective remote work, and creating evaluation frameworks to measure employee experience in hybrid environments. The session aims to develop five key competencies: designing adaptable work models, utilizing technology for remote collaboration, implementing effective remote work policies, analyzing the effectiveness of hybrid models, and leadership in remote settings.

DE&I Consultant

Head of People and Culture

Human Resources Executive 

Founder & HR Executive

This session focuses on the integral relationship between employee wellbeing, mental health, and overall employee experience. It covers the top four questions: How are employee wellbeing and mental health interconnected with the broader employee experience? What strategies can enhance both mental health and overall employee satisfaction? How can organizations integrate mental health support into their employee experience framework? And, how can the effectiveness of wellbeing and mental health initiatives be measured within the context of employee experience? The top three learning objectives include understanding the connections between mental health and employee experience, integrating mental health support into the employee lifecycle, and measuring the impact of wellbeing initiatives on overall employee satisfaction. The session aims to develop five key competencies: holistic understanding of wellbeing in the workplace, strategic integration of mental health initiatives, creating supportive environments for mental health, evaluating the impact of wellbeing programs, and leadership in mental health advocacy.

Assistant Director, Employee Learning

CEO & Founder - LAS Consulting

Partner

 Former SVP, Human Resources

This session focuses on how continuous learning and growth opportunities impact employee experience and organizational success. It covers the top four questions: What role does continuous learning play in enhancing employee experience? How can personal and professional growth opportunities be aligned with employee expectations and organizational goals? What are the challenges in implementing effective learning and development programs? And, how can the success of these programs in improving employee experience be measured? The top three learning objectives include recognizing the importance of learning and development in employee satisfaction, aligning growth opportunities with career paths and organizational needs, and developing methods to assess the effectiveness of learning programs on employee experience. The session aims to develop five key competencies: understanding the dynamics of learning in the workplace, designing impactful development programs, aligning educational opportunities with employee goals, measuring the impact of development on employee experience, and fostering a culture of continuous growth and learning.

Vice President, People & Culture

This session focuses on transforming positive employee experiences into enhanced brand reputation through brand advocacy strategies. It covers the top four questions: How does employee satisfaction contribute to brand advocacy? What strategies can transform satisfied employees into brand advocates? How can organizations leverage employee experiences to improve public perception? And, how can the success of these advocacy efforts be quantified? The top three learning objectives include understanding the link between employee experience and brand reputation, developing methods to encourage employees to become brand advocates, and assessing the impact of employee advocacy on brand perception. The session aims to develop five key competencies: strategic understanding of brand advocacy, communication skills to promote advocacy, leadership in fostering brand loyalty, analytical skills to measure advocacy outcomes, and innovative approaches to integrating employee satisfaction with brand marketing.

Sr. Director People Operations HR

Former Head of Global Benefits

This session focuses on strategies to ensure the employee experience keeps pace with changing workforce expectations and future trends. It covers the top four questions: What are the current trends influencing employee expectations? How can organizations adapt their employee experience strategies to meet these evolving needs? What are potential future changes in workforce dynamics? And, how can organizations prepare to continuously adapt their employee experience? The top three learning objectives include identifying emerging trends in employee expectations, adapting employee experience strategies to align with these trends, and developing a proactive approach to future-proofing workplace practices. The session aims to develop five key competencies: trend analysis and forecasting, strategic adaptation to changing conditions, proactive planning for future workforce needs, measuring the effectiveness of adaptive strategies, and leadership in change management.

Director, People & Culture

Director

Talent Management Director

This session focuses on building a workplace culture that balances autonomy with accountability to enhance employee experience. It covers the top four questions: How does autonomy impact employee engagement and satisfaction? What are effective ways to balance autonomy with accountability in the workplace? What challenges might arise from increased autonomy, and how can they be managed? And, how can the impact of autonomy on employee experience be measured? The top three learning objectives include exploring the benefits of employee autonomy, implementing frameworks that balance freedom with responsibility, and assessing the outcomes of autonomy initiatives on workplace morale and productivity. The session aims to develop five key competencies: understanding the dynamics of autonomy in the workplace, creating policies that encourage responsible autonomy, conflict resolution in autonomous environments, evaluating the impacts of autonomy on employee engagement, and leadership in promoting a balanced workplace culture.

CEO and Founder

VP/Head of People and Culture

Principal Consultant, Cofounder

This session focuses on tailoring employee experience strategies to accommodate the diverse needs of a multigenerational workforce. It covers the top four questions: What are the unique expectations of different generational cohorts in the workplace? How can employee experience be customized to meet these varied needs? What are the challenges in managing a multigenerational workforce? And, how can the effectiveness of generational customization strategies be assessed? The top three learning objectives include understanding the distinct characteristics and preferences of various age groups, developing targeted strategies to enhance the employee experience for each group, and creating metrics to evaluate the success of these customized approaches. The session aims to develop five key competencies: generational sensitivity and understanding, personalized experience design, strategic communication across age groups, measurement of generational program effectiveness, and leadership in fostering intergenerational harmony.

Employee Experience as the Ultimate Competitive Advantage

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Hacking HR June Series: Employee Experience as the Ultimate Competitive Advantage

Event dates: June 03, 2024 - June 27, 2024

Event Type: Online

Event tickets:Free

Content delivery format:Panel

Event topics:Design-thinking |Diversity-equity-inclusion-belonging |Compensation,-rewards-and-benefits |Communication/change-management |Hr-strategy |Hr/people-operations |Future-of-work |Wellness-and-wellbeing

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Hacking HR June Series: Employee Experience as the Ultimate Competitive Advantage

Event dates: June 03, 2024 - June 27, 2024

Event Type: Online

Event tickets:Free

Content delivery format:Panel

Event topics:Design-thinking |Diversity-equity-inclusion-belonging |Compensation,-rewards-and-benefits |Communication/change-management |Hr-strategy |Hr/people-operations |Future-of-work |Wellness-and-wellbeing

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Hacking HR's Certificate of Participation To

For Successfully Participating in the Hacking HR Event:

Duration: 0 hours

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Founder at Hacking HR