News

How to Handle ‘App Fatigue’ and Simplify the HR Technology Experience for Your Employees

By September 30, 2020December 15th, 2020No Comments

Regardless of where you are in your digital transformation journey, you will probably have reached a stage most companies are at of having too much technology, and not enough time.

You know you are there when you have invested in one, or more, enterprise solutions and your employees are either finding it hard to remember where to find them, or don’t like using any of them enough to care.

COVID-19 and the rise of remote work has arguably made this situation worse by demanding a new breed of collaboration, communication, feedback, and learning tools, as well as a huge new demand for attestation, mobile wellbeing, check-in, and other health-related apps for employees.

Companies may employ multiple platforms to deploy these types of tools, leading to ‘App Fatigue’ from too many apps to use.

HR and IT inboxes will be inundated with mind-numbing repetitions of the same,

‘How do I…?”, “Where do I find…?”, “Can you please help me …?” type queries that, despite the availability of an uber-comprehensive FAQ Sheet, drains energy that could have been put towards more value-adding initiatives.

That’s if they even gain any traction at all, versus the worst-case scenario of becoming a dreaded “IT/HR white elephant’, joining what already may be a growing graveyard of such elephants, where ROI comes to die.

So how to solve the growing disconnect between:

  • objectives that drove the significant investment in the IT infrastructure in the first place
  • overwhelmed IT/HR departments that have to implement the solution, and
  • overloaded employees that have to solve problems with ‘the solution’, but either can’t /don’t /won’t

Regardless of which enterprise solution you have, what many companies are now finding out is a need to additionally invest in “experience systems” that sit in front of “transaction systems.”

According to global industry analyst Josh Bersin, during his opening keynote at this year’s HR Technology Conference in Las Vegas, “We’re not building software for HR anymore—we’re building it for employees. If employees don’t find it useful, if it doesn’t fit into ‘the flow of work,’ then it’s not going to be used.”

Enter ‘Employee Experience (EX) Tech platforms – technology driven next generation ‘employee portals’ that integrate all the various IT and HR applications needed to serve the transactions along the employee journey,  hiding from the user the complexity behind the scenes.

If the company switches out any of the systems for learning, or payroll or leave management for example, the employee need never know (hence, need never complain).

EX Tech is about to become big business and decision makers will soon be inundated with obtuse options and confusing choices in this space. Based on a recent user conference that Bersin attended in which 14,000+ companies were all searching for tools to integrate their entire end-to-end Employee (service) Experience, he pre-anticipated the flood of EX players that will inevitably saturate the market.

So what should decision makers be looking for when comparing between Employee Experience (EX) solutions?

If you are in Asia, you might leverage on the research of global advisory firm Gartner as part of your due diligence.

In the Gartner Hype Cycle report for Human Capital Management Technology, SelfDrvn, a leading provider of Employee Experience solutions, has been listed as a Sample Vendor for Employee Experience Tech for 3 years running (2018-2020). It is the only vendor headquartered in Asia.*

As a SaaS Talent Experience platform, SelfDrvn uses AI, analytics and personalized nudges powered by Microsoft Teams, to simplify the interactions that make up important touchpoints in the workplace experience, such as employee onboarding, learning, collaboration, giving and receiving feedback, recognition and rewards.

SelfDrvn helps clients prevent/overcome ‘App Fatigue’ and achieve high adoption rate by applying gamification, positive psychology and behavioral science in our product design.

A case in point would be clients like software development firm Nettium, who launched a new Learning Management Software (LMS) software for their workforce just before the world was hit by pandemic and lockdown.

By integrating their LMS with SelfDrvn’s EX solution that addresses multiple engagement drivers such as feedback, recognition, goal tracking, rewards and recognition, Nettium achieved 82% of adoption of their new LMS within 20 days of launch. This was done without implementing any learning KPIs.

According to Thilip Endira, L&D Manager at Nettium, “What we like about SelfDrvn and their team of experts is that they will coach and guide you how to learn quickly and apply at the same time. We would very much recommend them to anyone who is looking to make changes to your workforce by not forcing through a KPI but rather formulating a strategic employee experience framework.”

SelfDrvn asked other clients what the demonstrated business outcomes of a great Employee Experience are for them, and this is what they advised:

  • Between 100-400% increase in monthly sales revenue
  • 5.5 fewer sick days per employee annually
  • 80% of employees completed self-directed micro learning
  • 250% improvement in employee productivity over 3 years

These high performance outcomes align with author Jacob Morgan’s research in a study of 250 companies that companies that invest in EX outperform those that don’t, being up to 4 times more profitable (‘The Employee Experience Advantage’, Wiley 2017)

If these are the kind of business outcomes that you need from your technology platforms so far, contact SelfDrvn for a minimal investment, highly customizable ‘gateway’ to back end systems that can be designed to make all sorts of employee-facing experiences better – giving you the technology ROI that generates quantifiable results in employee productivity, customer satisfaction, reduced employee turnover, and ultimately revenue generation for your business.

*Source: Gartner, Hype Cycle for Human Capital Management Technology, 2020, Helen Poitevin, 27 July 2020

Gartner does not endorse any vendor, product or service depicted in its research publications and does not advise technology users to select only those vendors with the highest ratings or other designation. Gartner research publications consist of the opinions of Gartner’s research organization and should not be construed as statements of fact. Gartner disclaims all warranties, expressed or implied, with respect to this research, including any warranties of merchantability or fitness for a particular purpose.