Creating a truly extraordinary employee experience requires establishing a workplace where people have the flexibility to do what they do best while producing excellent results for their organization. Not surprisingly, each individual is unique and values specific aspects of the employment experience differently. Employees today are looking for workplaces where they are able to balance competing demands between life and work and maximize their overall level of happiness and satisfaction while at work.
Employers who are able to obtain a holistic picture of individual employee preferences and use this data in the aggregate to better understand their workforce (and even job applicants) will be more successful in recruiting and retaining the best talent in the marketplace. Progressive employers are already beginning to explore ways in which they can provide work environments where employees can more easily customize their experience. However, most organizations have highly structured talent processes and systems in place whereby employees are provided limited ability to carve out individualized paths that are in line with what they value.

Given such vast differences and preferences across today’s workforce, companies should strive to create as many compelling career choices as possible to afford employees multiple ways to connect with and engage in their organization.

This must be done in concert with the needs of the business, clients and other key stakeholders. ReFlexD enables employers to more-effectively match stated employee preferences with different opportunities in the workplace. In addition, it empowers employees to openly articulate personal trade-offs across different aspects of the employment relationship and removes historical constraints designed to create consistency but may not reflect the optimal means of attracting and retaining top talent today.

The ReFlexD Employee Preference Assessment focuses on the three main aspects of the employee experience:

  1. Rewards & Recognition cover all monetary rewards and non-monetary recognition and ultimately enable employees to answer the question "How I feel valued."
  2. Flexibility covers the ways in which an individual is best able to maximize personal and life needs within the business context and enables employees to respond to "How I live the life I want to lead."
  3. Development outlines all the ways in which an employee is able to further develop skills important for one's professional and personal growth and enables employees to respond to "How I most effectively develop my skills and abilities."