The employee experience in an organization matters a lot. However, numerous organizations do not invest sufficient time and resources ensuring their employee experience is very much designed and aligned with organizational culture. To guarantee that employee experience stays relevant and valuable, it is essential to assess the procedure. Furthermore, that does not mean the assessment process should be costly or lengthy.
In a survey led by The Future Workplace, 83% of employers said the employee experience is very essential for organizational success.
Organizations can regularly review their experience through employee pulse surveys, focus groups, or by adding two or three questions to exit interviews. Utilize these regular reviews as an approach to ensure the experience is doing what it was intended to do. And on the off chance that it is not, at that point ways to get it back on track. Here are five strategies that organizations can use for enhancing the employee experience.
Connect the Candidate and Employee Experience: We all know that employees were, at one point in time candidates, right? Furthermore, we also know that the candidate experience matters. To enhance the employee experience, organizations need to connect the two to make a seamless transition from one to the next. In the event that candidates are dealt with one way and employees another, either candidates will not accept job offers or employees will leave.
One approach to begin helping the progress from candidate to an employee is by having recruiters make introductions with the trainer who will conduct orientation. That way candidates and employees have someone to ask questions.
Support Employees With Coaching and Performance Management: Managers play a tremendous part in an employee's success. They can support an employee's efforts to learn, coach them to improve performance and help them set goals for future opportunities. This could include transforming the organization's past performance management process and moving toward a more agile, feedback-driven approach. Both employees and managers ought to have regular one-on-one meetings to examine objectives and progress. And, both should get training on how to make those meetings gainful.
We frequently give managers training yet overlook that employees are relied upon to contribute too.
Reinforce Positive Behaviors With Rewards and Recognition: Just to be clear, prizes and recognition are not the same as compensation and benefits. Everybody needs competitive pay and benefits. Organizations must offer competitive wages and benefits to attract and hold the best talent. Rewards and recognition are tied in with telling employees they are doing a great job. Also, not just amongst managers and employees. Peers should be able to successfully convey recognition and feedback as well.
This implies both managers and employees need to figure out how to convey feedback, potentially as a feature of company orientation.
Make Employees Feel Confident With Learning: As a major aspect of the onboarding process, employees need to be given the tools to be successful. A portion of that comes in the form of policies and procedures. Employees need to know how the organization completes things. However, employees also need to get training and development opportunities, so they can feel confident about their current role, and in addition future ones. Indeed, even the best, most capable employees should update and refine their skills.
Create First Impressions with Big Impact: Onboarding gives the organization a chance to say, "We will convey on all that we said during the meeting." It enables organizations to build up their credibility. Make sure the new hires get a career guide that blueprints their initial couple of weeks and months at work. This tells the new worker that the organization has thoroughly considered their entry and is set up to set them up for progress.
Organizations focused on employee commitment and retention should analyze their employee experience. However, that does not mean make an experience where employees are not involved. Get feedback from employees and incorporate them all the while. The best employee experience is the one designed by the employees themselves.