Putting people centre stage: promoting the People Experience

What does People Experience mean?

People Experience goes far beyond the traditional Employee Experience. In recent years, it has become clear that the experiences people have inside and outside of work influence each other. Professional experiences can no longer be separated from private experiences.

This development includes the people experience. It encompasses the interactions of all people associated with a company – including employees, freelancers, and other members of the company community.

The main aim is to create a holistically positive environment in which every person feels valued and supported. Through workplace culture, effective communication and fair distribution of resources, the People Experience aims to increase employee satisfaction and productivity, strengthen employee loyalty, and thus promote the company’s success.

People Experience vs. Employee Experience

Although “People Experience” and “Employee Experience” are often used interchangeably, there are subtle differences.

The Employee Experience focuses on the experience of directly employed staff and includes touchpoints such as recruitment, onboarding and offboarding, training, daily tasks and career development. The aim is to create a positive environment that supports employees in realising their full potential and contributing to the company’s goals.

The People Experience, on the other hand, considers all stakeholders who have a relationship with the company. It refers to the way people experience their work and their interactions with the company. The focus is on holistic well-being and satisfaction.

Success factors for an outstanding People Experience

To offer employees a first-class experience, companies need to take a holistic approach that combines culture and technology.

A strong corporate culture of empathy, inclusivity and authenticity improves the people experience and ensures long-term success by valuing the well-being and performance of employees.

Workforce management can also make a significant contribution to optimising the People Experience. According to Gartner, it will be one of the most important areas of development in the coming years. With digital solutions such as those from ATOSS, companies can create a working environment that fulfils both operational requirements and individual employee needs.

Flexible working hours play an important role in the work-life balance. To make it easier to reconcile professional and personal priorities, companies should tailor their working models more closely to the individual circumstances of their employees – be it through part-time or flexitime options, working from home or life-phase orientated working. This flexibility not only contributes to satisfaction, but also to long-term employee loyalty.

In addition, employees are actively involved in staff scheduling and time recording via self-services. They submit applications easily via user-friendly apps and receive feedback quickly, without long coordination processes. Employees can specify their own availabilities and preferred shifts and swap shifts flexibly via a digital exchange platform. This self-determination strengthens employees’ confidence and satisfaction, as they have more control over their working hours.

Another advantage is the real-time transparency of working time data, holidays and duty rosters. This reduces queries and increases satisfaction, as uncertainties and misunderstandings are avoided. A clear communication channel also ensures that everyone is always well informed, which strengthens trust in the company.

Overall, it is clear that making working hours more flexible, promoting self-determination and creating transparency are not only crucial for meeting employee needs, but also for the long-term success and competitiveness of a company in times of a shortage of skilled workers.

Do you want to take your People Experience to the next level? Meet our experts at HRtech 2024 and discover how digital workforce management can help you.