The Talent Shortage Is Coming. Is Your Employee Experience Strategy Ready to Combat It?

BY Samantha Campos | May 04, 2023

More than 85 million jobs globally could go unfilled by 2030. A talent shortage in the U.S. alone could equal 6 million people. The potential annual revenue loss for all those unfilled jobs: $8.5 trillion. 

With 69% of employers reporting difficulty filling jobs, Carolyn Clark believes that the best way to overcome the projected employment deficit is to “create a talent magnet, not a mandate.” Engaging and inspiring employees now will be critical to attracting and retaining talent in the future. 

Clark is vice president of employee experience strategy and transformation at Simpplr, an AI-powered employee experience platform. In a talk at From Day One’s 2023 Silicon Valley conference, she explained her three-part plan to attract and retain top talent.

Measure Engagement Differently

Most companies obtain worker data from annual or biannual employee experience surveys, which is a good start. But employers may be missing what’s below the surface. Clark advocates using “sentiment AI,” which analyzes text for subjective information.

“It allows you to access [employees’] true feelings day to day,” said Clark. “You're measuring all the time. So, as employee experience and HR people, you're able to answer the questions, ‘What do employees want? What do they need? How can you support them?’” 

Ensuring that employees’ voices are heard will enable more effective communication and greater engagement. Increased engagement leads to higher earnings per share, based on Gallup research. 

Establish Employee Communications

HR and communications are what Clark calls the “peanut butter and jelly” of an organization. It’s a relationship that’s critical to elevating your overall employee experience. LinkedIn recently listed Employee Experience Manager as the fifth fastest-growing job over the past five years. And according to a Towers Watson study, companies with effective internal communication are 3.5 times more likely to outperform their peers when it comes to revenue growth.

Carolyn Clark, the vice president of employee experience strategy and transformation at Simpplr, led the thought leadership spotlight (photo by David Coe for From Day One)

“Employee experience is what it's like to live somewhere,” said Clark. “It's the language you use as an organization. It's the expectations you put on your employees. It's the work style, the values, the rituals that you all have. It's how you reward people, it's how you recognize people.” 

Employee communications are no longer a “nice to have,” but a strategic advantage for companies looking to increase engagement with their workforce. 

Expect More from Technology

We go online to read the news, pay our bills electronically, broadcast our activities, or visit with friends on social media. And then, especially if we’re working remotely, we connect with colleagues, track our progress on projects, and send and receive emails, all through various technological platforms. The average person uses over 30 apps every month to accomplish their daily and weekly tasks. 

“Why are we making work so hard?” asked Clark. “It’s slowing our productivity. We want a unified solution. Let's start making it in one platform where we can actually have an effect.” 

It’s time to make sure your digital experience matches your in-person experience, said Clark. A competitive employee experience strategy built on connection, community, and communications will ensure that your company inspires and retains talent through the changes to come.

Editor's note: From Day One thanks our partner, Simpplr, for sponsoring this thought leadership spotlight. 

Samantha Campos is a freelance journalist who’s written for regional publications in Hawaii and California, with forays into medical cannabis and food justice nonprofits. She currently resides in Oakland, California.

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