“How do we make a better employee experience? In today’s world, if you’re running a mid to large size company it’s just not possible to do that without technology,” says Bhavana Kandari, VP-HR at Evalueserve and prominent Amber evangelist.
Bhavana and Amber Revamp Employee Engagement at Evalueserve
When Bhavana started at Evalueserve there were only 500 employees, so HR felt comfortable engaging with and tracking employee sentiment through personalize reach-outs and conversations. However, as the company swelled to over 4,000 employees worldwide and Bhavana began to oversee HR operations across the Americas, Europe and the Middle East it became apparent that HR needed to take a new tack to track employee engagement. That’s when Bhavana brought Amber on board.
For the majority of her time at Evalueserve, Bhavana and her team used annual surveys, like many other companies, to track employee engagement. While the insights were prescient, they were infrequent and lacked opportunity for follow up. Fortunately, Amber has been the tool Bhavana and her team needed to make an impact.
Why Amber?
Bhavana highlighted three key components of Amber that have made her such a success at Evalueserve:
1. Highlighting Risk Cases:
Bhavana spends a few minutes every morning in Amber’s People to Meet tab, which parses through the entire workforce’s responses and highlights which employees should be a priority for engagement. By immediately identifying who Bhavana and her team need to talk to, it can help them rapidly fix employee concerns in real time.
2. The Right Kind of Confidential:
Bhavana and her team love how Amber handles confidential information. The fact that responses aren’t anonymous but only the right people have access to the data allows for follow up to make corrective steps in a way anonymity can complicate. However, Amber’s Anonymous Bat feature still gives employees the outlet they need to raise any serious concerns anonymously, striking the perfect balance between privacy and actionable insights.
3. Employee-First Mentality:
Amber perfectly aligns with Evalueserve’s commitment to creating the best possible work experience for its employees. Bringing her on board wasn’t a financial decision, rather an employee-first decision to prioritize staff wellbeing and create a better work experience for everyone. The fact that Amber has helped boost retention rates and work experience has in turn allowed Evalueserve to reap financial rewards of engagement, proving employee-first culture drives fiscal success.
We’re so happy to see how Bhavana and her team at Evalueserve have worked to reinvent employee engagement at their firm, and it’s been a pleasure giving them the tool they need to do it. In the modern workplace an employee-first culture is the best way to thrive, and Bhavana and her team’s work proves that. We’re looking forward to continue helping them innovate moving forward, and learning from them on how we can continue to make Amber the best tool it can be.
What is an Employee First Culture?
Put simply, an employee first culture is a company culture that prioritizes employee well being, personal and professional growth, and developing policies that enable their employees to feel comfortable and protected in the workplace. While it may sound simple, it’s a holistic approach to management that requires multi-level buy in, agile and best practices thinking, and an employee engagement chatbot to ensure that employee sentiment is measured and in turn improved upon.
How to Develop Positive Workplace Culture
Developing a positive workplace culture is a multifaceted process, but three main components are as follows:
1. Multi-Level Buy In:
To create an employee first culture you need all stakeholders, from entry level employees to CXO level positions to believe in and prioritize creating a positive workplace culture. Entry level employees need to feel like their voices are heard for it to be effective, and need to trust that upper management is willing and able to make changes to positively impact their experience. For higher level employees, ensuring that they are committed to improving workplace culture through protracted engagement campaigns, two-way communication, eliminating rigid hierarchies, and creating a safe space for employees to have their voices heard. All of these are key components of building a positive workplace culture.
2. Agile and Best Practices Thinking:
Especially in times of uncertainty it’s important to think on your feet and be willing to embrace cutting edge, best practices thinking. As our research has shown, and companies like Microsoft Japan have shown, creating an employee first culture not only makes employees happy but can help you achieve financial success as a result. While prioritizing employee mental health, or positive workplace culture, may not have been a developed concept ten years ago it certainly is now, and makes both ethical and financial success. In order for a company to develop a positive workplace culture they need to buy into these ways of thinking.
3. Having an Employee Engagement Chatbot:
To be employee first in 2020 a copy needs people analytical tools that will help them engage employees and develop positive workplace culture. Further, companies over 500 employees will find it near impossible to take the pulse of employee sentiment by traditional methods due to the ratio of HRBPs to non-HR employees. As such, tools that can help you manage a diverse workforce across geographic regions is crucial. As we saw in Bhavana and Evalueserve’s case, an employee engagement chatbot like Amber is the best way to efficiently implement an employee first culture at a company. By tracking real time sentiments and using features like People to Meet Amber lets you have a micro-macro view over your entire firm, identifying employees that may leave, and giving you the data you need to create a positive workplace culture.
Employee First Culture Companies
Employee first culture companies are not unique to a certain region, size, or industry, as our diverse customer base has displayed. Our customers include prominent e-Commerce firms like TaTa CLiQ, apparel companies like Puma, and BFSI companies like AXA, spanning a multitude of geographic areas, headcounts, and industries. All of these firms have been able to use Amber to great success, improving ROI, retention rate, employee mood score, and more. Check out our case studies from these companies and more to get a deep dive into the success metrics Amber has impacted.
