Tips on Creating a Differentiated Employee Experience
Organizations aiming at creating great employee experiences often know about the direct relationship between employee experience and financial outcomes. Enterprises who invest in the same are more profitable, have lower turnover and ultimately generate more revenue.
“To win in the marketplace you must first win in the workplace.” – Doug Conant, Ex-CEO- Campbell’s Soup.
Employees are the biggest assets an organization can have, no doubts.
From the top management until the HR, everyone believes employee experience is critical for an organization’s success.
It is a well-known fact that committed employees create loyal customers. However, delivering on this every time seamlessly can be a challenge for most organizations. Having a fancy workplace or casual Fridays may unfortunately not be enough.
Companies that focus on providing an enriching experience create a pool of engaged employees to move the needle of the organization, be it revenue, growth, retention, customer satisfaction scores etc.
Employees are the face of the company brand. They are on the front lines and in direct contact with customers. Customers are also seeing the company website, marketing, and social media platforms but those do not outweigh a salesperson who goes out of their way to solve a problem. Consumers are human, and humans intuitively respond to human interactions more than they do to slogans, packaging or discounts.
Also Read: 4 Ways AI Can Help Redesign Employee Engagement
Every important business outcome lies downstream from the engagement of the people who can make the organization go. Our leader’s most important role is to give talented individuals a reason to join the organization’s cause, a reason to stay and a reason to engage. This quality talent is motivated and driven towards achieving the organization’s goals which indirectly will help them achieve their own professional as well as financial goals.
It is crucial for every Line Manager to initiate structured discussions with their team members, own their development agenda and make sure it coexists with the assigned HRBP’s, to create an enriching experience.
At Hurix we are constantly understanding what is right for our employees and use creative ways to deliver a worthy experience.
The simple approach adopted is:
- Proactive in problem-solving
- Be open to employee’s opinions
- Be appreciative of everyone’s efforts
- Take ownership of the problem
- Come up with an immediate solution
- Get it right the first time
This is “Business as usual” for us HR folks, however, we create confidence amongst our employees and confidence comes from trusting HR.
To create a great experience, it should be consistent, and it must be good all the time. The goal is to “own” the experience and when that experience is consistently better than average, we aim to operate in the zone of “Amazement”.
HR co-creating this experience with Business gives the importance it deserves.
Employee experience thus becomes a critical component in an organization’s growth story and the creation of a powerful brand.
Systems of imparting knowledge in organizations like training, employee learning and development are activities of mutual interest. These systems may be a burdensome investment for certain organizations, due to the absence of any actual instant training ROI. Instead, instruments like these build positive perception amongst employees that organizations value their growth. Delivery of mobile-ready interactive corporate training to employees has shown improvement in employee productivity and other areas. Programs like these not only boost an employee’s morale but also ensure that quality talent stays with the organization longer, reducing talent churn and ultimately yields ROI for organizations as well as the HR.
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients” – Richard Branson.
Also Read: 6 Employee Experience Predictions for 2019
