Employees or customers, we are all humans, and that means we all have our challenges. People spend most of their day at work, and it’s their home away from home. Ensuring that the time employees spend at work is comfortable is essential for their well-being and your organization. Employee experience is a result of every interaction and effort your employees’ have with your company. Many factors impact your employee’s experience at your organization, from the cultural values to the workplace and tools that assure the success of your team’s morale.
Why is Employee Experience Necessary?
Hiring is a tedious task, and you don’t just need to hire, you need to attract, retain, and motivate people. The time and effort invested in finding the right talent are wasted if you do not keep them engaged. Employees are your key asset, motivating them, training them, and staying ahead of the competition. Leaders and managers keep focusing on customer experience without managing their employee’s experience. Meeting expectations is essential; it shows that you care. Seldom it gets neglected in the busy world of getting stuff done. Tackling the day-to-day routine and meeting the schedule consumes us. And in the hustle of everyday life, we neglect socializing and engaging with our team. Finally, it helps to ensure your team is taken care of to take better care of its customers by providing an engaging culture and workplace.
Read More: 3 Tips for Managing Remote Employees
Work on the Employee Journey
An employee journey should be just as crucial to your organization as a map to a sailor. A journey map is an excellent way to see how employees progress and see how they are doing with your organization. It allows you to identify critical issues and pain points. Ask and Act. Gather feedback and take actions that are needed to close the loop. Employees grow with your organization, and their journey needs to have a direction. Right from the interview to exit, every stage has something to offer. Planning feedback touch points is vital in understanding what you can improve. Every interaction adds to the experience that they have with your organization. These experiences include work-related as well as personal experience. Employees make big and small decisions based on these. The result of the same can be seen in the motivation level and productivity of your employee. A single event does not drive engagement; it is a result of multiple instances.
Humans forever have fostered the need to belong and build a community. Employees spend most of their week at work; you are bound to make friends and colleagues who make you feel at home – Sometimes it is a single person and sometimes it’s a group. This connection makes them relate and work together for a common goal. While some of your workforces will find expressing themselves easy, others might not be very open to sharing their thoughts. Diversity can cause frictions, but the lack of it will make for a very dull workforce. Making sure that everyone gets to share their thoughts and ideas is one of the biggest challenges the managers and HR’s have. But when your workforces come together both the introverts & extroverts, they create a unique company culture. The best way to teach a free and expressive environment; you must have an internal communication plan in place and improve on it regularly. Have anonymous surveys that can help people come forth with their issues and ideas.
It is important to provide everyone in the company with the proper tools to communicate with each other. Have official communication channels like slack or meet along with regular employee pulse surveys to understand what you can improve in your communication process. This will improve employee relationships and facilitate clear communication.
Listen to your Employees
The most crucial aspect of employee engagement yet the most neglected one – listening to your employees. Good managers seek input and listen to their suggestions, ideas from employees. Promoting idea-sharing builds an engaging, creative, and healthy culture. Employee engagement surveys and pulse surveys can help consider the point of view of your employees. Conducting regular interviews and understanding how they are feeling is good for your employees. It shows that you care about them and want to make their job easier. Interviews are either conducted while hiring and during exit. But they are more useful during the time your employees are working with your organization. Many factors contribute to an employee leaving an organization. Finding what they are and fixing them in time can prevent you from losing your talent. Conversation between a manager and employee should not be just one performance review to another. These conversations can help you understand what is important to your employees and prevent retention issues. Open door policy is worth considering if you are ready to have an open dialogue. An environment that builds trust with employees and includes their feedback.
Understanding what motivates them, what makes them come in every day, helping them move closer to their goals will not only keep them engaged but also motivate them to do better.
Growth is important for your company and essential for your employees. Stay up-to-date, if your teams upgrade their skills, it adds to their skill set, which is good for business as well.
Organizations need to show that they are just as dedicated to employees’ career growth as to an organization’s success.
There is always room for improvement, be it your skills or your employee engagement strategy. Invest in your employees and provide them with the right tools to gain the knowledge needed for them to get better. Seminars, conferences, and learning programs are all good platforms that focus on helping them master a skill. Nurturing your talent means creating in-house leaders and advocates.
Another thing that you need to focus on is working on distributing work based on their workload. This shows that the managers acknowledge all the effort and good work each member of the team is doing. Training on different tools and procedures helps your team communicate efficiently as well as work on their professional development. Filling the gaps and helping resolve any work-related issues. Managers play a vital role in an employee’s journey in your organization. Managers are the direct link between employees and the organization. Other than our teammates, the manager is the only person who we interact with on a day-to-day basis.
Team lunches and events are undoubtedly an excellent way to bring people together. Make sure that everyone on the team participates and enjoys during an organization-wide event. Grand gestures are beautiful, but don’t forgo it entirely if you have to work on a budget. Coordinate social events and activities, you can always ask your employee what interests them the most before you plan one.
If you have teams scattered and working from different locations, make sure to include them. Competitions, potlucks, and contests are activities that bring diverse people together and develop new connections. The rush to win and the reward that follows also has a part to play. It helps to know that everyone contributed and worked towards a common goal. In an informal setting, people open up and relax.
Small things can leave a significant mark. Remember that we all have our ups and downs, and the office is like a second home to most people. Make their stay a good one; the right tools and the right environment can make all the difference.