How to automate 80% of your employees' daily requests?

The need for automation is now common for strained companies’ services such as HR and operational support. In fact, during the last few years, employees have been working flexible, out-of-office hours, and they desire fast and self-running answers. As 85% of HR Directors announce they are more solicited yearly, automation of HR support seems more than ever needed.

Automation often appears as complicated to set up; it is not. Excellent results can be achieved quickly using the correct tools and processes.

1. Turn your HR Support Emails into structured HR Knowledge

On average, support team members manage 110 business emails a day. It seems like a lot. But what if 110 emails a day could be capitalized on to increment your HR Knowledge Base automatically?

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Develop your HR Knowledge Base

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By leveraging this amount of HR knowledge in your company, you will find two significant advantages:

Proper and up-to-date HR knowledge base that your HR agents can rely on to answer requests much quicker
Customized content for your company, integrating your company’s processes, rules, specific forms, and even your company’s culture, that you can deploy in a self-service Knowledge Portal to help your employees help themselves, even before contacting your support teams

2. Hire an AI to automate the repetitive tasks and answer questions for you

Companies are an excellent environment for internal knowledge automation: they have dedicated support teams and plenty of streamlined processes and forms.

HR Knowledge

Implementing an HR AI (HR Virtual Assistant) can help you process requests and automate the answer to the recurring daily questions sent to your support teams. AI-powered Assistants today can even contextualize their response to the profile asking the question, going from level 0 ticket automation to level 1 and level 2.

Conclusion

Using an AI-powered Employee Experience Platform like Clevy OnDemand, you make sure that your AI will learn from all your interactions with your employees, regardless of their source (email, ticketing forms, portals, chatbots, or any other channel).

And the training begins with the first tickets you process, meaning that you can deploy your AI Powered Self Service interfaces (Virtual Assistant or AI-Powered Portal) in minutes and reach 70 to 80% or Requests Automation in a matter of weeks without having to do any additional work.

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Discover Clevy OnDemand

Discover how our customers Supercharge their Employee Experience with Clevy Automation Technology.

How a Multinational Food Company streamlined and automated its onboarding process at scale.

How a Global IT firm creates delight for each new employee during their onboarding process.

How the National Railway Network saved 2M€ annual Man-days in HR Support.

Explore our success stories

Frequently Asked Questions

Still have questions? You can reach out to the team.

What does Employee Experience mean?

At Clevy, we believe that investing in a good Employee Experience requires making sure your employees feel heard, supported, and engaged at all times. That’s why our solution aims at helping our customers improve their EX at scale, helping them ensure all their Employee’s Issues are solved timely, and in the best way possible.

What does Employee Experience mean?

An Employee Experience Platform is a set of tools that allow organizations to understand their employees better, improve engagement, streamline workflows and gain competitive advantage by leveraging data from internal sources (e.g., HR systems) to answer their requests and needs better. Here is an article on what to look for while selecting your Employee Experience Platform: https://blog.clevy.io/employee-experience-landscape/

Who is in charge of Employee Experience in companies?

Employee Experience is no longer the responsibility of only one person or function in the company.

As Josh Bersin says, “Employee Experience is a company-wide initiative to help employees stay productive, healthy, engaged, and on track. It’s no longer an HR project. It is now an enterprise-wide strategy, often led by the CHRO in partnership with the CIO. And it deals with all the day to day issues employees face at work.

At its core, EX is all about delivering an easy-to-use platform of tools that makes work productive. Today the EX strategy includes safe workplace protocols, office scheduling, employee learning, and of course all the other HR issues including pay, leave, wellbeing, and benefits.

You should define and design your Employee Experience, not just monitor it. The CEO should think about EX as one of the most important design issues in the company. Done well, the EX program drives employment brand, productivity, engagement, retention, and customer success.“