Employee Experience with a company has an impact on an employee’s longevity, satisfaction, and retention.
The trendline is clear, HR professionals has often named culture and employee experience as their top concern. Positive employee experience has a great impact on a company’s business success. The HR industry has shifted its focus to improve the employee experience and drive their company’s business performance.
Inadequate employee experience management can have negative effects on morale, retention, and churn. In fact, according to recent Gallup data, 67% of workers express disengagement at work.
How To Measure Employee Experience
Step 1: Clarify Your Mission, Vision, and Values
The same way that your company’s mission serves as a benchmark for your business goals, your company’s values can act as a baseline for your employee experience goals. Make sure that your company’s goal, vision, and values are distinct, attainable, and accurately represent the culture and experience you desire for your employees.
Values often get the same reputation as single-serving employee experiences: ephemeral platitudes that make the organization sound good in an all-hands meeting before ending up as little more than wall decorations.
But values can be much more than that; they can offer guidelines for employees to follow when making decisions that result in the kind of working environment you’re hoping to create. Instead of being imposed from the top down, effective values enable a wonderful employee experience to emerge from the ground up.
Step 2: Conduct An Employee Satisfaction Survey
The next stage is to build up a cycle of frequent employee feedback to assess how closely your actual employee experience fits your ideal employee experience after making use of your values to define your benchmarks for the employee experience. This works best when there is a regular cycle of surveys and interviews, with routine performance management supporting planned organization-level assessments.
In order to identify long-term trends that employees might not feel comfortable discussing with their supervisors, we advise including both direct and anonymous feedback in your assessments. Direct feedback can be given in the present between employees and managers.
The best way to conduct these anonymous surveys is through HR software, which preserves each response’s demographic data for analysis while assuring workers that their critiques won’t be associated with them specifically.
Step 3: Develop Employee Experience Benchmarks
Create benchmarks based on data. Employee experience benchmarks assess and contrast the level of employee satisfaction within an organization. Common employee benchmarks are as follows:
- Employee Net Promoter Score (eNPS).
- Gallup’s Employee Engagement Index
- Turnover rate.
- Glassdoor ratings.
- Diversity and inclusion metrics.
Start examining trends and developing an action plan based on the benchmark results. Choose a strategy for keeping an eye on and tracking employee happiness. Deep dive with staff members when scores are poor, and be receptive to their suggestions.
4 Tips For Improving Employee Experience
Take A Holistic View:
From the moment they read the first line of your job ad, they start connecting with your business. Your new hires create opinions and forecasts about the outcome of their decision to join while they are being hired and onboarded. Building a positive employer brand requires providing a constant experience for employees (or candidates) throughout their stay with your business.
Cover Basic Needs First:
Employees’ thoughts and attitudes at work will be influenced by their basic psychological requirements if they don’t feel secure in those needs. This will continue until those basic needs are satisfied. Some of these needs are met by your company through compensation for housing and food, insurance coverage in case of emergencies, and routine culture upkeep to maintain employees’ social needs. For the development of great workplace experiences, it is crucial to regularly assess these areas and give employees the feeling that they have room to progress.
Offer Employees More Than Fun Perks:
This pertains to the distinction between one-time benefits or experiences and ongoing beneficial experiences. By providing possibilities for development and success, you can inspire people for a long time. Make sure your company supports employees’ growth in meaningful ways, whether it’s by teaching them lessons they can use in their personal life or providing them with complimentary snacks or nap pods.
Create Precise Policies:
The experience of an employee is so much more than what is said or intended in official communications. For instance, if a team has unlimited PTO but a manager imposes additional requirements when employees want to use it, then that team doesn’t benefit from the work-life balance benefit that was intended. If employee feedback reveals such instances, it’s important to assess whether managers need additional training to align with the original intent or if the current policy needs to be changed because it no longer aligns with your values and strategy.
It takes considerable planning, work, organization, and communication to create a consistent employee experience. Because employees understand and internalize your organization’s consideration for them, all of this effort becomes more effective than one-time experience events.