Shared interest shared responsibility
Posted: Wed Dec 18, 2024 4:22 am
How do involved departments fit into our model?
That it does not fit a hundred percent is not a problem for us. We therefore present this overlap between teams and disciplines on the one hand and perspectives on #DEX on the other as follows.
digital-employee-experience-model-brayton-house-with-supporting-departments
Brayton House's digital employee experience (#DEX) model with the four supporting services or departments
You can see that the Communications team now primarily belongs to the Organization perspective, but also overlaps with that of Employee, Physical Workplace and Technology. HR still fits best with Employee, but also overlaps with Organization and the other perspectives. And Facility Affairs is primarily related to the Physical Workplace perspective. But how they view #DEX also influences the Organization, Employee and Technology perspectives.
But the crux of this model is — pun intended — the intersection. All four perspectives and all four stakeholders come together at the core of the model, and all of them touch on all of the others.
At the core of the model, and therefore at the core of thinking about and working on digital employee experience, there is a shared interest and a joint responsibility. None of the teams or departments can call the shots on their own. They all need each other to support employees as best as possible in their daily work.
#DEX thus provides an extra concrete push to connect all silos and take steps forward on a larger scale.
Support departments aren't everything…
But we are not there yet. Because P&O or HRM, Communications, ICT and Facility Affairs are all four support or staff departments. All four important and all four necessary, certainly also for india telegram data DEX. But regardless of what kind of organization you are, the 'real' work does not happen in these four departments.
Your customers, citizens, patients, students, tenants, donors or guests usually have to deal with one or more other departments. Which ones these are, differs per type of organization, per sector. A bit Jip and Janneke, perhaps, but together these teams or services are called 'the business'.
And then there is one more layer of importance. Namely where the main lines of your business strategy are set out, the budgets are made available and the decisions are made. The department without which working on the digital employee experience becomes almost impossible: management.
And that completes the six stakeholders for DEX. Support services Communication, HRM/P&O, ICT and Facility services, (the) business department(s), and management or the board. And for convenience, we will show them in our model.
digital-employee-experience-model-brayton-house-with-stakeholders
Brayton House's #DEX model with four support services, 'business' and management
In the following paragraphs we will discuss all 6 stakeholders in more detail.
That it does not fit a hundred percent is not a problem for us. We therefore present this overlap between teams and disciplines on the one hand and perspectives on #DEX on the other as follows.
digital-employee-experience-model-brayton-house-with-supporting-departments
Brayton House's digital employee experience (#DEX) model with the four supporting services or departments
You can see that the Communications team now primarily belongs to the Organization perspective, but also overlaps with that of Employee, Physical Workplace and Technology. HR still fits best with Employee, but also overlaps with Organization and the other perspectives. And Facility Affairs is primarily related to the Physical Workplace perspective. But how they view #DEX also influences the Organization, Employee and Technology perspectives.
But the crux of this model is — pun intended — the intersection. All four perspectives and all four stakeholders come together at the core of the model, and all of them touch on all of the others.
At the core of the model, and therefore at the core of thinking about and working on digital employee experience, there is a shared interest and a joint responsibility. None of the teams or departments can call the shots on their own. They all need each other to support employees as best as possible in their daily work.
#DEX thus provides an extra concrete push to connect all silos and take steps forward on a larger scale.
Support departments aren't everything…
But we are not there yet. Because P&O or HRM, Communications, ICT and Facility Affairs are all four support or staff departments. All four important and all four necessary, certainly also for india telegram data DEX. But regardless of what kind of organization you are, the 'real' work does not happen in these four departments.
Your customers, citizens, patients, students, tenants, donors or guests usually have to deal with one or more other departments. Which ones these are, differs per type of organization, per sector. A bit Jip and Janneke, perhaps, but together these teams or services are called 'the business'.
And then there is one more layer of importance. Namely where the main lines of your business strategy are set out, the budgets are made available and the decisions are made. The department without which working on the digital employee experience becomes almost impossible: management.
And that completes the six stakeholders for DEX. Support services Communication, HRM/P&O, ICT and Facility services, (the) business department(s), and management or the board. And for convenience, we will show them in our model.
digital-employee-experience-model-brayton-house-with-stakeholders
Brayton House's #DEX model with four support services, 'business' and management
In the following paragraphs we will discuss all 6 stakeholders in more detail.