How to Prove Employee Experience Value to CFO?

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provar valor do employee experience ao cfo

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Knowing how to prove the value of the employee experience to the CFO is essential nowadays, as it allows your company to become a reference center in the market. Internally, this generates productivity, engagement and loyalty. On the outside, a good reputation and the attraction of the best talent in the sector.

Don’t take the title of the article wrong: the CFO is not your enemy, but he needs viable arguments to invest in new ideas for the development of his company.

And that’s why we brought, in this article, some tips for you to understand how to prove the value of the employee experience to the CFO. That way, your finance guru can convince himself that he’s going to acquire a working strategy to improve the organization’s bottom line!

The overriding question is: a positive employee experience is necessary to make the organization competitive and professionals continually motivated. No wonder, many companies invest in organizational or workspace restructuring, process reorganization and programs and activities that complement these strategies.

That’s because your CFO believes in investing — but with one thing: only when it is prudent and the result is greater than the cost. They want to protect the company from unnecessary or inopportune financial lossesSo great ideas can look great, but if the numbers don’t hold up, the best ideas just don’t go beyond paper.

For prove the value of the employee experience to the CFO, get inspired by the following steps that we have separated below!

Introduce the concept and benefits of employee experience to the CFO

What can be something elementary, in your work environment, can be a language unknown to your CFO. So check first if he knows what the concept means.

Briefly explain that this is the sum of everything an employee experiences throughout their connection with the organization. That is: every interaction with the employee, from the first contact as a potential candidate to the last interaction after the employment contract ends.

To improve this process and thus prove the value of the employee experience to the CFO, the first step is to find out what your people are currently experiencing.

Jacob Morgan, author of The Employee Experience Advantage, describes the employee experience as a combination of three distinct environments:

  • physicist;
  • cultural;
  • technological.

Unlike employee engagement, The Employee experience cannot be measured efficiently, but through employee engagement. For that, then, you will outline the ROI of employee engagement for your CFO.

This can be done with a spreadsheet to help you find out how much employee layoff is costing the organization.

Show which challenges and obstacles need a transformation

Perhaps, the turnover of employees in the company is high and the time to fill job vacancies is increasing. Or, still, the problem is related to the low sales volume and the general degree of motivation of salespeople.

Either way, regardless of the reason, you should know what (or what they are) the obvious problem in improving results. And this is only offered through empirical evidence, not just guesswork or guesswork.

Learn how to report the impact of the problem so you prove the value of the employee experience to the CFO. Thus, in numbers, he can accurately reflect and make an assertive decision about the investment.

Detail the strategy implementation costs

The cost is not just financial. In the list, we can include the loss of time and productivity in learning new technological systems or in adjusting to new workspaces.

Your HR must have very well diagnosed, therefore, everything that will fund this change — directly and indirectly. Based on this factor, it is possible prove the value of the employee experience to the CFO and ensure that he can visualize the tangible cost and measurable or non-measurable gains.

Point out the results clearly

A complement to the topic: Search the market for cases that prove what you are arguing.

As it is a functional strategy, it is not difficult to identify some strategies that can be used as inspiration for you to achieve prove the value of the employee experience to the CFO.

Help inspire change

Finally, as we had anticipated, the CFO is guided by numbers and results. As much as the actions of an employee experience are attached to intangible benefits — such as the degree of satisfaction with the company — it is important to convince from arguments, not from the emotional.

This can come about through the tips mentioned above. But, a good guide for you to start your enterprise is the following: ask the CFO what kind of results he would like to see. What he expects, in the short, medium and long term.

In this way, you identify the challenges and objections he faces to this shift in thinking, and thus you can deconstruct the obstructions that prevent him from evaluating this new strategy.

In this way, it will be possible to find out how prove the value of the employee experience to the CFO and convince you that the company has a lot to gain when the investment is well directed in the company’s human resources!

So, did you have any questions about this article — or do you have any experiences you’d like to share with us? Just leave a comment, in the field below, to expand the discussion on the subject!

Conclusion

HR Consultant UK can help if you have any questions about How to Prove Employee Experience Value to CFO?
. Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy nearest to you.
See you next time!

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