Keys Aspects To Consider In An Employee Experience Strategy

In order to create environments that are constantly changing, organizations need strategies that connect people with them. Human Resources must create that connection through improving the Employee Experience. It is more competitive for organizations who understand it well.

What is employee experience?

Employee Experience was created by the person who first used Marketing: Customer Experience. The person who interests you is the most important. It was the customer or the user for Marketing. It is the customer, the user. For HR, it is the employee. The ultimate goal is to make the experience better. This experience should be satisfying from the perspective of adding value to the individual.

Experience is the king

People say that having fun makes us more productive. This is the place where you need to go with those who don’t understand that having fun is not a waste of time and jokes. Employees who are more connected to their work and the place they do it from are more engaged. This leads to increased productivity. We are usually more creative and have better ideas when we are connected to that plug. This is something that the company must also look after.

How can we create that environment? It’s about realizing that we will be more productive if we feel well. As we’ve discussed, experience is key. Let’s start by defining the Employee Experience.

These are the keys to a great employee experience

We no longer have to use words like happiness, satisfaction, or well-being to convince people. Some people have difficulty understanding the relationship between the two of them and the organization’s benefit. We are surrounded with reports and studies that support it. A strategy for Employee Experience can help you grow up to three times.

Why? Because employees are more creative in their job or because they feel connected to the company, there is less turnover. We must encourage leaders and middle managers to create and implement Employee Experience strategies through a culture that is well-transmitted.

Analyze

We cannot build a house without a roof if we want to create change in the workplace or make employees happier. This would mean to count on others when doing things. Analyzing is about understanding where we are at the moment and being able include all members of the team to help us understand where we are going. What do the people who work here need? What are your hopes and dreams while you’re here? What makes you feel happier? What is your day like?

These are the starting points to help us understand how this person lives in the company. This is crucial to designing personalized experiences that make you feel valued and listened to. The Employee Experience is exactly that: listening to each individual and being able transform them.

Candidate Experience

Before people sign a contract, their experience in the organization starts long before they ever do. It’s also about including candidates, the people we already have a relationship with and whom we need to take care of. We are conditioning that relationship with the person’s company, depending on the experience. It is important to recognize the most important moments in any contact with us and to be able take better care of them.

At Boarding

Once the person has been selected, the process starts. The person will know that they have been selected and can then assume some autonomy in their role. On Boarding is not the same as incorporation. We have many options to ensure the Employee Experience. Fluent communication is essential. This includes asking questions, listening, scheduling a special day, and communicating all that is important to him.

Personalize

This means you need to do more than just make coffee for everyone. One company gave nursery vouchers to parents when they had a high percentage of staff. This is an example where you don’t listen to your employees and assume that they will use or like what you give.

It doesn’t motivate us the same way when we are 20 or 40 years old. It is crucial to understand what employees want, how they feel about the environment, work, and their needs.

Employee Experience is not performance evaluation

This is an important point because it’s about experience and not evaluation. This annual competency or performance evaluation is often confused with listening to employees’ needs and values. This is crucial to feel more at ease and to see the journey through the organization as more than just a work contract. They are being paid for their time, but they don’t get to go home until the next year.

Technology

It can be very difficult for a squad of people to understand one another and to share their concerns. Technology and systems are here to help us gather data, create personalized strategies, and shape the work of each individual. For a better Employee Experience, a platform must be person-centered. This means that the process is below employees, the internal customer.

Technology streamlines processes so that people receive more and better services. It is important to consider the slowness of things like an annual survey, which we can’t do alone. To improve this process, we need to look at digitization.

Segment

Segmenting is a key component of the Employee Experience. Segmenting is about understanding that there are different groups, and that not all will be the same. The most important thing is to understand that there is more to life than just making groups and collectives. However, if you don’t have the information to help you make decisions about each group, it won’t be of any benefit.

Confidence

People don’t feel comfortable being themselves if they aren’t happy. It is important to create trust and a safe environment for employees in order to improve the employee experience. This is how each person can express their opinions and suggest improvements to the experience. We must also consider the expectations of each individual. When a person is confident, they will communicate more of what they expect. To do this, we must listen to them and be active and recurrent with them so that they can share their concerns and problems with us.

Employee Journey Map

The Employee Experience helps us to visualize the employee’s life cycle, which can be transferred to the Employee Journey Map. We can see all phases of our relationship. It is important that we understand their meanings and how we can improve the experience for each person.

Leave

The relationship ending is perhaps the most important stage of Employee Experience. It is important because it gives us a lot information considering that the life spans of employees in organizations are becoming shorter. It is crucial to understand what motivates people to leave or to change so that they can exit the organization.

By taking care of all key moments of the life of the employee, both sides will enjoy a better Employee Experience.

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