Understanding employee experience

Understanding employee experience

Understanding employee experience

Engagement is only one piece of the puzzle when it comes to maintaining a positive workplace culture. We reveal everything you need to know about the employee experience – and how to craft a positive culture in your workplace.

What is ‘employee experience’?

Employee experience can’t be boxed into a single segment – like employee engagement or productivity. Instead, it’s the sum of multiple parts that encompasses the entire working experience of an employee’s time with a business.

Everything people encounter in during their workday, everything they observe and hear and feel – that’s all part of the expansive employee experience. And it doesn’t just start from their first day. That journey begins when they spot your job advertisement, and it may stretch beyond their time at your organisation, especially if they keep in touch with former co-workers.

From interviewing to onboarding, training and development, day-to-day experiences and eventually their exit interview, an employee wants to experience a positive culture. That’s why it’s so important that managers get it right.

How employee engagement evolves into employee experience

Several years ago, even the idea of focusing on ‘employee engagement’ was a foreign concept to many business owners and office managers. But today, people demand more from their workplace – they want enjoyable work experiences beyond just engagement. In return, they can promise job loyalty, better productivity and potentially improved ROI for the business as a whole.

It’s important to note that a good customer experience directly translates to a better employee experience – and it all boils down to your business’s focus on engagement. In fact, a report from Temkin Group found that “companies that excel at customer experience have 1.5 times as many engaged employees as those that do not”.

In this way, engagement feeds into experience. They shouldn’t be seen as separate parts of a positive workplace culture. Rather, you can’t have a solid employee experience without first addressing the issue of employee engagement.

Why is it important for managers?

It’s easy for managers to say they can’t really have an impact on how a potential employee perceives them from their job ad – the first part of the employee experience – or, in many cases, how they end up leaving the company. But Forbes says it’s the “everything in between” that matters most, and that’s the part managers should be focusing on.

Consider all the ways a person can interact with your company. While it starts with recruitment, there’s also the hiring process, onboarding, training, upskilling and constant feedback from management. Those are the areas where a manager will have the greatest impact, and it is in the day-to-day operations of a business that the manager develops – positively or negatively, depending on how they choose to engage the team – the complete employee experience.

The employee experience ecosystem

It might seem complicated, but the employee experience can be broken down into three core parts:

Engagement: Anyone who’s worked in business – no matter the sector – understands the importance of having engaged employees, but the statistics truly drive home the necessity of it. With Gallup estimating that disengagement costs companies between $960 billion and $1.2 trillion every year, positive engagement is the foundation upon which the entire employee experience must be built.

Culture: Workplace culture is different from business to business, but it’s arguably the most important factor in staff retention. Without a clear organisational culture and company values, employees can’t buy into the business’s mindset – and there is the risk they will jump ship as soon as they find another business that offers them the chance to be part of a ‘family’.

Performance management: Modern performance management has done away with annual employee reviews – but if you haven’t already adopted frequent feedback, it’s something that can start straight away. By delivering goal-related feedback on a regular basis, employees can not only gain insight into what they are doing right and where they could improve, but they can also strive to be better with short-term, attainable work goals.

Redii provides recognition and rewards programs to motivate your employees and promote a positive employee experience. Request a demo.

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