In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit. Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.

1. Are HR Technologies Ruining Your
Employee Experience?
Rayanne Thorn Naba Ahmed
With: Moderated by:
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2. We believe great businesses are powered by great people. Guided by
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most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
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you to help meet the challenges you face every day — regardless of
your industry or where you do business.

3. 3
Click on the Questions panel to
interact with the presenters
https://www.hrtechcentral.com/webinar-series/transitioning-to-hr-tech/
https://www.recruitingbrief.com/webinar-series/transitioning-to-hr-tech/
https://www.humanresourcestoday.com/webinar-series/transitioning-to-HR-tech

4. About Rayanne Thorn
Rayanne is the Founder and Lead Strategist at Never Enough Media, focusing on Employer Branding, Recruitment
Marketing, Employee Retention, and Consumer Brand Growth. Her years in Recruiting and HR, as well as an HR
Tech Executive and Innovative Content Creator have helped her build a base of knowledge that she shares often in
presentations, webinars, podcasts, and blogs. She is also the HR Editor at Intrepid.Media. Thorn often writes and
podcasts about how humanity mixes with business for the best results, calling this “crossing the streams.” Her
passions include live local music, beach & mountain living, and launching the “Give ‘Em Five” Foundation with her
significant other, shining a light on the dire and immediate essentials of those in need.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing
Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing
content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the
most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and
experience of their professional cultures, personalities, and passions.

5. 5
How to NOT Let Technology
Hinder or Undo Great Engagement Practices
• Positively Impact the Employee Experience and Change
Management.
• Don’t Shortchange the workforce that HR Tech and
Technological Innovation are supposed to benefit.
• Stay Aware that even happy employees are always looking for
the next best thing.
• Increase Retention & Decrease Attrition
Are HR Technologies Ruining Your
Employee Experience?

6. 6
QUESTION:
What are you doing RIGHT NOW to ensure that the employees you
worked so hard to attract and hire stick around?
a. Using Technology for Performance Review, Employee Feedback,
or Employee Engagement
b. Great Pay, Regular Raises, Bonuses
c. Career and Leadership Development
d. All or some of the above
e. None of the above
Are HR Technologies Ruining Your
Employee Experience?

7. 7
Everybody
starts caring
when it’s
too late.
Is it Too Late?

8. 8Goethe
Everything is hard
before it is easy.

9. 9Unemployment Today
*from
BusinessInsider

10. 10The Purpose
Why share this information with you?
• Concern for Employers?
• Concern for Retention of Quality Employees?
• Concern for Individual Companies?
• Concern for Culture or Engagement?
No, that’s your job…

11. 11The Next Recession
*from MarketWatch

12. 12Technology
HR Technology cannot:
• Replace true human-to-human engagement

13. 13Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential

14. 14Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Embrace & Follow the Company Vision

15. 15Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Embrace & Follow the Company Vision
• Train the Leaders of Tomorrow

16. 16Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Embrace & Follow the Company Vision
• Train the Leaders of Tomorrow

17. 17Technology
HR Technology cannot:
• Replace true human-to-human engagement
• Identify character and potential
• Follow & Embrace the Company Vision
• Train the Leaders of Tomorrow
• Make Employees Feel Valued

18. 18

19. 19Technology
HR Technology can:
• Augment Engagement

20. 20Technology
HR Technology can:
• Provide a path to engagement
• Encourage engagement

21. 21Technology
HR Technology can:
• Provide a path to engagement
• Encourage engagement
• Augment engagement

22. 22Technology
HR Technology can:
• Provide a path to engagement
• Encourage engagement
• Augment engagement
• Allow HR more time for true engagement

23. 23Technology
HR Technology can:
• Provide a path to engagement
• Encourage engagement
• Augment engagement
• Allow HR more time for true engagement
• Provide necessary data

24. 24Technology

25. 25Data
What Data Can Do:
• Provide in-depth information on performance

26. 26Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches

27. 27Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
• Reveal breaks

28. 28Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
• Reveal breaks
• Reveal what’s working

29. 29Data
What Data Can Do:
• Provide in-depth information on performance
• Reveal breaches
• Reveal breaks
• Reveal what’s working
• Reveal what’s great about the company
The positives.

30. 30

31. 31Employees
What employees want:
• Gen Z, iGen, Centennials
• Millennials, Gen Y
• Gen X
• Baby Boomers
• Gen NOW

32. 32Employees
The Generations:
• Gen Z, iGen, Centennials (1996 - present)
• Millennials, Gen Y (1977 – 1995)
• Gen X (1965 – 1976)
• Baby Boomers (1946 – 1964)
• Gen NOW – today’s workforce
*The Center for Generational Kinetics

33. 33Gen Z
Generation Z, iGen, Centennials
What do they want?
• Just beginning in the workforce
• Enthusiastic & Optimistic
• Mentorship
• Healthcare
• Good culture
• Autonomy – “empowerment”

34. 34Millennials
Millennials, Generation X
What do they want?
• To fit in with the company
• A good culture that is making a “social” difference
• Significance – that they make a difference
• Mentorship
• Make their own Schedule – Flexibility
• Opportunities for Career Growth

35. 35Gen Y
Generation Y
What do they want?
• Generous Family Leave policies
• Recognized / Known Path - Growth / Leadership Opps
• Healthcare
• Remote Work Opps
• Schedule Flexibility – Hours per week

36. 36Baby Boomers
Baby Boomers
What do they want?
• Retirement
• Healthcare
• Respect for Length of Career
• Security
• Not be dismissed as AGING and non-essential

37. 37Gen NOW
Gen NOW
What do they want?
ALL of the ABOVE

38. 38

39. 39
*Report from info provided by:

40. 40Crowdsourced Answers
Not relying completely
on articles and
discoverable research,
I asked my own
questions...

41. 41Crowdsourced Answers
Gen Z: Respect, Trust, Appreciated, Flexibility, Guidance,
Millennials/Gen Y: Respect, Trust, Confidence in skills, Clear
Expectations, Open Communication, Clear Job Description, Flexibility,
Shared Values, Empowerment
Gen X: Autonomy, Respect, Trust, Challenging Work, Clear
Expectations, Recognition, Advancement, Company with Moral Compass,
Leadership Sticks with Decisions
Boomer: Autonomy, Respect, Trust in Experience, Appreciated, Positive
Feedback, Departmental Authority, Meaningful Work, Leadership is
Trustworthy
*Silent Gen: Respect, Trust

42. 42
Working
Together

43. 43TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place

44. 44TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points

45. 45TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them

46. 46TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback

47. 47TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
• Be transparent with leadership about challenges

48. 48TIPS
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
• Be transparent with leadership about challenges
• Understand your employee Life Cycle

49. 49TIPS & Advice
Simple Tips to Start Following Today
• LEARN the technology you already have in place
• LEARN and KNOW your employee pain points
• Address those pain points, don’t hide from them
• Provide a forum for employee feedback
• Be transparent with leadership about challenges
• Understand your employee Life Cycle
• VALUE your employees.

50. 50TIPS & Advice
MOST IMPORTANT:
Value, Trust, & Respect
Employees

51. 51

52. 52

53. 53
Q&A
https://www.hrtechcentral.com/webinar-series/transitioning-to-hr-tech/
https://www.recruitingbrief.com/webinar-series/transitioning-to-hr-tech/
https://www.humanresourcestoday.com/webinar-series/transitioning-to-HR-tech
Naba Ahmed
With: Moderated by:
Founder and Lead Strategist, Never Enough Media
Linkedin page: in/rayannethorn
Twitter ID: @Ray_anne
Email: rayanne@neverenough.media
Phone: 949.338.2919
Website: www.neverenough.media
Rayanne Thorn
Editor, Human Resources Today & Recruiting Brief
Linkedin page: /in/naba-ahmed
Twitter ID: @hrposts/ @recruitingbrief
Website: www.aggregage.com