3 keys to understanding and improving it
A Quick Synthesis of 3 Key Aspects of What We Know Today as Employee Experience:
1. Importance of Employee Experience
In its publication on rethinking employee experience, Harvard Business Review (Rethinking Your Approach to the Employee Experience, April 2022) highlights how employees increasingly expect much more than competitive benefits or development programs to truly see an organization as a great place to work. These higher expectations from employees, especially from new generations, have led to the employee retention crisis experienced in recent years. As the publication itself states, today employees are more motivated by their feelings than by material things; they want to be treated as people, not just as workers.
2. What Improves Employee Experience
There is a wide variety of topics that improve employee experience and in turn generate their commitment to the organization. Based on the Harvard Business Review and Fortune publication (Four Ways to Rethink Your Employee Experience), these are some of the actions that would generate a better employee experience:
- Connect with employees beyond work-related topics.
- Provide autonomy and flexibility, something that increased with the pandemic and virtual work.
- Make them feel there is personal growth, for example by creating collaborative experiences beyond their roles.
- Make them feel the purpose of what they do and of the organization.
- Make them feel that the organization has well-being programs and that they can use them.
- Create new roles focused on employee experience.
3. How Do I Improve Employee Experience
The only way to improve something is by measuring it. Through organizational assessments, especially engagement or organizational climate topics, we can make a diagnosis to know how employees feel, identify critical areas and the issues I must work on, focusing actions and permanently measuring the impact of what is being implemented.
Measuring topics about how people feel treated, valued, included, and how they align with the organization's purpose are key to making a diagnosis and identifying actions to improve that employee experience. Indicators such as eNPS (employee Net Promoter Score) or pulse surveys are practical tools we can use to measure impact.
At OD Evolution we offer the assessment tools and methodologies that allow us to measure engagement and employee experience. If you are a consultant, write to us to see how we can support you with your clients. If you are a company, we can support you with consultants who represent our products and methodologies. We can also support you with topics related to culture, satisfaction, or psychosocial risk assessments; our tools are completely adaptable to the needs of organizations.
We recently gave a presentation on Employee Experience and engagement. If you are interested in downloading the presentation, click on the link below.
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