【新興職業】LinkedIn 25個成長最快的職位，員工體驗經理排名第五 Employee-experience manager ranks fifth among LinkedIn's top 25 fastest-growing jobs
美國遊戲開發公司Gearbox Software員工體驗經理Jack Lau表示：「我的工作是為員工創造優良的職場環境和社區，從他們尋找工作到離開公司的每一天都是如此。」他指出，關注細微之處可以帶來巨大的影響，他會花時間和員工聊天，瞭解員工的需求和問題，並提供相應的支持。員工體驗經理可以為公司提供更大的價值，幫助公司留住人才，使員工感到自己很有價值，進而為公司帶來更多的生產力。
Under the influence of the pandemic and remote working environment, challenges such as job burnout and low morale among human resources have severely impacted the operation of companies. According to a Gallup survey in June last year, about half of the 15,000 people surveyed believed they were experiencing "job burnout" and were unable to engage in their work. This situation has given rise to a new profession—employee-experience manager. This profession hardly existed ten years ago but is now ranked fifth in LinkedIn's 25 fastest-growing job titles.
Employee-experience managers take care of employees' experiences in various aspects such as recruitment, onboarding, training, work arrangements, and departure, including the company's workspace, culture, technology, and benefits. Their main goals are to improve employee productivity, loyalty, and retention rates. In addition to basic assistance in recruitment, hiring, and performance assessment, employee-experience managers also need to carefully track and analyse employees' daily working routine to create the most suitable working environment for them.
Here are some key job responsibilities of employee-experience managers:
- Cultivate good employer-employee relationships
Employee-experience managers serve as a bridge between the employees and managers, helping both sides to solve problems, strengthen communication, and understanding. They also utilise special occasions like birthdays and anniversaries to promote relationships between employers and employees and create a sense of belonging.
- Create a positive feedback environment
According to a survey by software company OfficeVibe, a quarter of employees lose motivation at work as they do not receive any feedback from their managers. Over 60% of employees hope the company has a "feedback system". Promoting a "feedback culture" is essential, allowing employees to evaluate their strengths and weaknesses regularly and helping them make long-term progress, while also assisting managers in understanding their employees' work dynamics.
- Empower employees
Employees need opportunities to develop themselves, learn, and acquire new skills to achieve success personally and professionally. Managers need to establish a trusting, mutually respectful, and goal-oriented work environment, providing necessary resources. Make employees feel valued and develop a sense of belonging.
- Streamline job descriptions
Companies must ensure the alignment of employee goals and expectations with the company's long-term vision. Employee-experience managers explain the corporate culture as much as possible during recruitment and onboarding, clearly communicating responsibilities and expectations to job seekers, building a strong "employer branding" from the outset.
Jack Lau, employee-experience manager at Gearbox Software, an American game development company said, "My job is to create a great experience and community for our people and that's from the moment they're looking for a job with us to the day they leave." He pointed out that even small attention can have significant impacts. He spends time chatting with employees, understanding their needs and issues, and providing appropriate support. Employee Experience Managers can deliver greater value to companies, helping to retain talent, making employees feel valued, and ultimately increasing productivity.