Employee
experience is considered to be the overall experience an employee has
encountered, observed, and felt while being a part of an organization. It
encompasses professional and personal relationships an employee builds over the
years.
These experiences shape the health of your organization. If you value customer experience in your organization then you ought to understand the importance of employee experience, because it is your employees who help you provide the right customer experience to your clients and customers.
Strategy to perfect employee experience.
Keep job application simple.
A common misconception that I would
like to bust right now is employee experience begins when your employees walk
into your office doors on Day One. Delete! This experience begins when they
start filling out the job application. Your employee experience
starts with your potential candidates and how satisfied are they with the
experience provided to them right from the very beginning. The best way to win
over your competition is if you are able to provide these future employees with
a flawless application system. One very important thing that most
organizations fail to do is acknowledge the receipt of the job application.
Most organizations fail to revert to a candidate if their candidature is not
suitable for the advertised position and this is a big no-no! If they do not
fit they need to know, so they can try elsewhere. Make it simple for
them.
Hire the right talent.
Competition to hire the top talent
is fierce as a result even the applicants are weighing their options and their
expectations are higher than ever. In this race, it is bound that you will be
tensed, what if you miss out on hiring the right talent? One way to
attract and hire the right talent is to give them an experience above and
beyond their expectations. Once you hire them, make sure your Human Resources
team is in touch with them on a regular basis, make sure their concerns are
attended to immediately. Ask what more can you do for them and not vice versa.
Know your “WHY”.
Organizations that know their “why”
lead from the front, and when your leadership is inspired enough it the same
energy that penetrated within the organization, right from the mailroom to the
CEO’s chamber. Top talent is not inspired by paychecks and simple
perks or free snacks, they need inspired leadership. So don’t hold back from
experiencing and expressing your why. Tout your organization’s mission and
inspire confidence amongst your employees.
Amazing onboarding experience.
Research has shown that an amazing
onboarding experience significantly increases employee engagement and employee
retention. If you want your new employees to achieve long-term success in your
organization make sure to give them an amazing experience right from the very
beginning. You need to openly talk about the organization’s
culture, the unspoken rules, and the associations he/she needs to make. Here
are a few things you can do to make new employees comfortable early on:
· Share with them login
credentials, make sure their desk is set up in advance.
· Brief them about
company history, make sure they understand the vision, mission, and goals of
the organization.
· Introduce your new
hire to his/her teammates, organize an ice-breaking session if that helps.
· Set the tone right
from day one. They need to know what is expected of them.
· Make sure to arrange
a one-on-one meeting with the manager so his/her key result area and
responsibilities are clear.
Celebrate with your employees.
Your employees are your assets. Take
some time to acknowledge their hard work and the efforts they put in on a
regular basis to make sure the organization achieves success year over year. In
some organizations, they get together on Fridays to give a shoutout to an
employee who has been exceptional with work over that particular week. Some
might argue and say it is an extravagant use of the organization’s time and
resources. But I feel a little good deed can take you far. Your employees value
the simplest gesture, it does not have to be as grand as buying them a new car
(although I know organizations who go that extra mile), a simple trophy or
winner badge handed to them will make their day.
Get frequent employee feedback.
When working on improving employee
experience it is important you know the greatest resource that we talking about
here are the employees. Take frequent employee feedback, as them what is working and what’s not working. Keep
a tab on the pulse of the organization, see how your organization is evolving.
Meet with your employees outside the four walls of the office, encourage your
managers to talk to the employees in a more informal setup. Give your employees
the confidence their feedback is valuable and will not be used against
them.
Implement feedback.
Collecting feedback is not enough,
you need to be intentional about it. Sometimes employee experience is improving
upon the things that your company is already doing well. Other days it is about
addressing issues or redesigning the experience altogether. Whatever
you decide to do make sure you implement the feedback. Do not just collect
feedback because other organizations are doing it, remember no two
organizations can be identical. You will need to do things differently for your
organization in order to achieve success.
Communicate (regularly).
Nobody likes to keep speculating.
As an organization, your first step to achieving effective communication is
communicating on a regular basis. There are many tools in the market that
facilitate business communication. Invest in some of these good
tools and software which will enable you to regularly communicate with the
entire organization. Make your managers responsible, ask them to speak to their
teams, send out company information by email, if you are multi-locational make
sure to conduct weekly meetings that involve the entire
organization.
Evaluate.
According to a study conducted by
Gallup, nearly 60% of employees said they need feedback on a regular basis to
help them improve their working style. Millennials look forward to feedback, Be
transparent with your employees. There is a difference between
constructive feedback and criticism. Be clear on what basis and attribute their
performance will be evaluated and whether their progress is where it is
supposed to be.
Be flexible.
There is nothing more putting off than a micromanaging manager. Give your employees the liberty to think out of the box, trust your employees. If they need to work from home, give them that option or let them sit wherever they want within the office space. This not only facilitates a happy and positive atmosphere at work but also brings more autonomy to the workplace. Your employees start owning up things and this ultimately leads to employee loyalty.
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