Liz Corey is CHRO at Velosio. She builds award winning cultures and drives results.
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Over the years, HR has emphasized employee engagement as the priority in creating culture and building capability. More recently, this emphasis has shifted to employee experience. If an employee is not having a good experience at work—with their company, with their benefits, with their manager and even with the systems they interact with—they will not be engaged.
Employee experience is the overall feeling that employees have regarding their work environment and their interaction with their organization. It includes factors such as company culture, leadership, job satisfaction and opportunities for growth and development. A positive employee experience can lead to increased productivity, retention of top talent, a better overall company culture—and bottom-line benefits to profitability. On the other hand, a negative employee experience can lead to high turnover rates and a toxic work environment.
Creating a positive employee experience is important for any organization, no matter the size or industry. Here are a few tips for improving employee experience:
Foster a positive company culture.
A positive company culture can go a long way toward improving employee experience. This includes things like creating a welcoming and inclusive environment, promoting work-life balance and providing opportunities for team-building and socialization. Additionally, service to the community or wellness events promote culture and encourage meaningful connections. Most importantly, all these areas of culture building can be done virtually with creative thought and a little effort.
Promote open communication, listen and adjust.
Employees need to feel heard and valued. Encourage open communication by setting up regular check-ins, supplying feedback on their performance and creating channels for employees to share their ideas and concerns. Consider moving from an annual performance review to 360-degree feedback for all (gathering information from multiple sources including an individual's manager, peers, direct reports and even customers or external stakeholders to get a more well-rounded view of performance). Additionally, employee surveys, especially pulse surveys—shorter, less detailed but more frequent surveys that provide real-time insights into how employees are feeling and what is driving those feelings—are a great way to stay on top of employee sentiment. It’s important to review the results and take meaningful action on the feedback received.
Offer growth and development opportunities.
Employees want to learn and grow in their roles. Offer training and development opportunities, as well as opportunities for advancement within the organization at any time. Waiting for annual promotions is discouraging. For those organizations without big budgets for training, there are many options for employees to learn from each other.
Also, consider offering internal career counseling and individual development planning for those interested. Lastly, internal mobility or job posting programs can be implemented to ensure all have opportunities to advance or simply put their skills to use in another role.
Recognize and reward employees.
Recognition and appreciation can go a long way in improving employee experience. Consider implementing a recognition program, or simply take the time to thank employees for their hard work and dedication. Additionally, it is important that employees believe they are compensated fairly. A variety of tools are available on the market that can be referenced to ensure fair compensation, including salary.com.
Prioritize work-life balance and flexibility.
A healthy work-life balance is important for employee well-being and satisfaction. Encourage employees to take breaks and consider offering flexible work options such as remote work or flexible scheduling.
Emphasize the role of the manager.
The role of the manager is vital to the success of any company, as they are responsible for driving results and developing the next generation of leaders. Managers also play a key role in the well-being of their team members. The relationship an employee has with their direct manager will determine their overall experience at your organization. Take time to educate managers on their role, including how to coach, how to build strategic connections and how to lead with empathy.
Measure to make meaningful decisions.
Take time to measure your progress and use the data to make meaningful decisions to improve the employee experience. Data can be gleaned from exit interviews and surveys, detailed turnover analysis and employee surveys.
Finally, take a holistic approach.
Overall, improving employee experience requires a holistic approach that addresses the various factors that contribute to an employee's perception of their work environment. By prioritizing the needs and well-being of your employees, you can create a positive and engaging work culture that benefits both your employees and the bottom-line results of your organization.
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