A consistent employee experience

The blended approach...

For sure, CA3 is all about innovation and creativity - and there's a noticeable slant towards digital activity in a lot of the work we do - but it is important to appreciate that everything has its place.

Our expertise lies in providing truly engaging solutions across all the many touch points associated with the employee lifecycle - but with a pragmatic and blended approach.

Reinforced by our relationship with change associates, our proposition truly accommodates long term employee and employer needs - provision of deep expertise across Assessment & Development, Programme and Project Management, OD & Change and of course Exit and Alumni. Not-withstanding demonstrable expert knowledge and experience around activities that lie more towards the front of the lifecycle - Attraction,  Assessment & Selection, Offer Management, Induction & Onboarding etc.

Backed up by a comprehensive understanding of the mechanics of the Employer Brand, where we are different is wholeheartedly respecting that everything has its place in striving for consistency in the employee experience across all touch points.

More and more the biggest challenges lie in driving this consistency of experience across all the many and varied platforms and processes that exist within an organisation - most notably those that have grown through acquisition - regardless of size and footprint.

So, when considering project activity in any one area of the lifecycle, attention has to be given to the interdependencies and linkage between each part of the process.

For example, when entering into the application and selection process of employment with a new company, it's wonderful that the prospective candidate has a truly engaging digital  experience - maybe applying via means of their smartphone and experiencing detailed video content of what to expect throughout the application process, being able to execute their application at a time and place that's convenient for them and enjoying subsequent communication on this same platform - lovely.

But what happens when they start their new role?

Perhaps their only support defaults to dated information located in the bowels of the company intranet, a dozen line breadcrumb trail occupying the top of their screen when they eventually find what their looking for - only to discover the material has subsequently been replaced by the introduction of a new MSP for L&D that has it's own dedicated portal sat behind an entirely different URL with a look & feel unrelated to the website through which they applied - and far from dovetails with their experience of the Brand to date?

The promise of support and resource made in the early stages of the process is simply not in existence or at least clearly not aligned in accordance with their perceptions. The access to information lacks the engagement and generally displays no considerations of the user experience - you can't even access the intranet remotely, and in this scenario would you want to?

So what we're saying is that it's important to take a step back and really consider the implications of making changes at one point in a process if they are not supported or complimented by an individuals experience in another.

And that's a key part of our offer - truly holistic analysis and appropriate recommendations in line with where the organisation is now and, more importantly, where it wants to get to. We can help to build the journey and highlight the milestones that in turn will lead to success in all areas and if needed, through our network, back this up with access to the expertise needed to deliver it.

The answer is not always to rush to do something digital or rush to be in line with the latest piece of "innovation" in whatever form. But the answer is always to do something that is clever. Something that shows clever thought and in turn clever application.