learning management system concept with person working with laptop
ATD Blog

3 Ways to Use Technology to Improve Employee Experience

Thursday, April 20, 2023

Technology is key to improving employee experience. But relying on technology rather than using it as a tool can cripple your organization’s productivity and culture.

Many HR leaders and managers fall prey to employee-engagement tools predicated on perfunctory perks, assuming they are sustainable solutions that drive employee engagement and performance—usually, they’re not.

Can these tools contribute to a high-performing workplace or generate an (often temporary) uptick in engagement? Yes. There’s no denying that.

Technology helps amplify and extend company culture, but it can’t replace it. Investing in the right employee-experience technology aids the process, but the culture your organization fosters must lead any initiatives to inspire meaningful change.

Let’s explore how technology can improve employee experience in your organization:

1. Invest in a Better Learning Management System

When choosing a company to work for, nearly 87 percent of candidates rank learning and development opportunities in the workplace as critical.

Research also shows that high-quality training increases employee engagement because it influences “psychological variables” such as:

  • Motivation
  • Commitment
  • Organizational trust

Like an open-source LMS, investing in learning and development resources transcends typical tick-the-box compliance and regulatory training. Learning technology enables organizations to close skills gaps, create an adept, adaptable workforce, improve employee development plans, and strengthen the skills of employees—which can generate a 14-29 percent increase in profit.


2. Encourage Knowledge Sharing and Collaboration

A learning experience platform (LXP) is a powerful way to improve employee experience because it nurtures collaboration, mentorship, and development that supports employees at every stage of their careers.

From new employees to experienced senior management, an LXP can connect people with similar learning needs—whether by role, location, seniority level, or skill set.

Not only will this help your people share knowledge, collaborate on projects, and communicate with colleagues, it also provides opportunities for employees to be mentored by senior experts.

Experts can curate training resources from multiple channels to create personalized development paths, answer questions from mentees, and track mentee engagement.


3. Use People-Centric Performance Management Technology

Enhancing employees’ skills and nurturing a collaborative culture will drastically improve your organization’s employee experience, but effective performance management is missing in the talent experience chain.

Supported by a people-centric management culture, a performance management system completes the talent experience chain—addressing the most pertinent elements of employee experience and unlocking sustained employee engagement and alignment within your organization.

When choosing a performance management system to improve employee experience, we recommend flexible technology (like Totara Perform) that supports both a traditional and agile approach and allows you to gradually improve processes with features such as:

  • Continuous 360-degree feedback
  • Support for frequent check-ins
  • Up-to-date competency frameworks and skills audits
  • Clear objectives and goal-setting at all levels of the organization

Introducing the Totara Talent Experience Platform: The All-in-One Technology for Employee Experience

We built the Totara Talent Experience Platform to unite all the employee experience technology you need in one solution.

Together, these intuitive systems (that integrate with your current HCM and L&D tech) empower a talent experience platform that improves every aspect of the employee-employer experience to unlock peak performance and boost agility in your organization.

About the Author

Susan Jeffery is a writer and content marketer who has worked in the learning and development industry for six years.

Be the first to comment
Sign In to Post a Comment
Sorry! Something went wrong on our end. Please try again later.