Investing in the employee experience is important for engaging employees at work on a daily basis.
How to engage your employees – that is the question companies ask but few have a similar answer. One aspect that is quite often overlooked when discussing employee engagement is the employee experience. The employee experience, while very closely linked to everything that organizations believe will boost employee engagement, such as perks, individual processes and candidate experience, is not really any one of these things, but rather a sum of them all.
Jacob Morgan, Keynote Speaker and author on the Future of Work and Employee Experience defines the employee experience as being “what happens when an employee interacts with your organization. It starts with how they first find and apply for a job at your company and ends with how they leave and includes everything in between”.
Susan Peters, Senior Vice President, Human Resources at General Electric, defines employee experience as as simply “seeing the world through the eyes of our employees, staying connected, and being aware of their major milestones”.
This gives organizations a whole lot to work with. What kind of ways are there to create a positive employee experience for the employee, start to end?
Cater to individual needs
Nobody’s work is completely the same because there are different personalities at play. If companies are able to cater to these different needs in terms of working habits, ways of communication and guidance, they can successfully hold on to their employees and keep them happy.
The employee experience can be divided into two categories: the transactional experiences and emotional experiences. The first one includes the practical stuff like pay and contracts. The second one measures the employee’s general sentiment about their work and company. It's good to survey needs and, when possible, provide collective and individual support.
Empower them with technology
Employees find technology at the workplace extremely important. Savvy tech can make a huge difference in retaining employees and empowering them to excel at their results. But choosing the wrong tech can be detrimental for motivation.
How will you know what works for you? Make sure you don’t have a dozen different applications, each for differing purposes. “The fewer channels and file locations you have, the easier it is to find the information you need,” says Smarp co-founder Mikael Lauharanta on internal communication tools.
Approach it like the customer experience
The employee experience should be based on employees’ drivers and desires. You want to retain your employees, much like you want to keep your customers happy. It’s good for business in every regard.
So, why not apply your customer experience strategies to HR? You may want to think of the employee life cycle the same way as the customer journey, or create groups based on behavioral differences to cater to these differing needs as effectively as possible.
Investing in the employee experience is to invest in your employees. Be sure to share important knowledge to your employees, consider individual expertise, and provide the right technology.