The Answer to the Million Dollar HR Tech Question
Digital transformation is changing the face of business forever. Alongside this massive shift, WalkMe’s Digital Adoption Platform (DAP) is working to change the way companies implement new software. But we aren’t just reacting to change, we are changing from within.
Meet Naomi, our HR Operations specialist, who is implementing new HR technology in a very simple way.
WalkMe Team: Tell us a bit about yourself and your role at WalkMe.
I am HR Operations here at WalkMe. I have been working at WalkMe for almost two years and I am responsible for implementing and maintaining HRIS, ATS, and other HR related software.
What do you enjoy most about working at WalkMe?
The people! As a member of the HR team we really immerse ourselves in every department in the company. This helps us understand individual and team needs as well as gives us direction to propel the company forward.
On a side note, how do you put emphasis in making WalkMe fun?
We already have amazing employees so that helps! But I would say as far as the HR Operations side of my role, making the employee feel they are involved in the change process helps. Implementing Walk-Thrus, gamification, and live updates to all employees when a switch happens, makes it more engaging. It becomes a team effort rather than a burden, and employees love to see our product in action!
What’s been keeping you busy in the last month?
In HR, we are always busy! We have hired over 100 people in the past 6 months and have been involved with onboarding, training, and getting everyone up to speed!
Naomi, HR Operations
What is the biggest challenge for your team when using HR Tech?
The biggest challenge for us is finding systems that work with global companies and can fit the needs of all of our offices.
Once you identified the right system, what obstacles did you face implementing it?
When we started using a new HRIS, it was challenging to make sure all employees across all of our global offices had registered and knew how to use the platform correctly. This was especially critical for our performance reviews, which are maintained through the system.
For our Applicant Tracking Software, our biggest challenge has been training our employees on the proper use of the system, since they did not use it as repetitively as us.
“… I was physically going around to each employee’s desk and standing over their shoulder to direct them how to use the system properly. In round two, we figured out a better system. Suddenly, they did not need me to play customer support!”
Expert tips on onboarding employees to new platforms?
Definitely, I have learned quite a lot from our very own software implementation. Once we made the decision to adopt a new platform, I was physically going around to each employee’s desk, standing over their shoulder, and directing them how to use the system properly.
In round two, we figured out a better system. We built Walk-Thru’s to guide each employee through the Performance Review. Suddenly, they did not need me to play customer support! They were able to complete the review independently and efficiently. It was such a lifesaver, and I wish we had the Walk-Thru from the very beginning of the process!
How do you get from training employees on a new platform to getting them to actually use it?
This is the million dollar HR question! Again, without WalkMe on both of our platforms, I would still be helping employees upload referrals or sign into the new system on a one-to-one basis. The online guidance is there to help navigate and support them if they forget how to use the system.
It’s so simple — employees find it much easier to go into the system and complete each task. Once the system was simplified, they had no problem actually using it.
Let’s talk about performance reviews, they get a bad rap. What role does HR play in engaging employees to complete these on time? And why is this feedback valuable?
They do get a bad rap unfortunately, but they are critical to understanding how employees are performing as well as how they see themselves within the team. HR typically is responsible for ensuring that everyone has completed their performance reviews.
How did you turn this difficult scenario into a simple one?
We were able to use Shout-outs, or custom pop-up messages, to guide and remind a user to quickly finish their review then allow them to go back to their tasks. We had 100% of employees complete the reviews this year, which is unheard of!
We were happy to be able to remove any roadblock in the process and all reviews were completed in record time. The biggest impact this had on our team was the ability to free up our time to actually use the system ourselves!
Now we can analyze the data we collect to gain valuable insights on our employees and needs for the company.