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How to Make the Employee Experience Shine at Your Organization

How to Make the Employee Experience Shine at Your Organization

Not many years ago, the term “employee experience” barely existed. Businesses gave little to no thought toward the employee experience. People stayed at their job long-term because of the paycheck. Today, however, the meaning of employee experience has shifted to empowering the employee in multiple ways.

Why did this shift happen?

For starters, the state of the economy played a role. In previous years, employees didn’t have much negotiating power. Now, there is a war for skilled talent, and today’s employees want more than a good paycheck. In fact, 32% of workers would take a 10% pay cut for a job they’re more interested in or passionate about. Also, the digital age brought with it more scrutiny towards employers and how they treat their workforce. On top of that, businesses realized it’s cheaper to maintain positive relationships with the employees they currently have rather than attract new ones. The Society for Human Resource Management estimates it costs a company 6 to 9 months of an employee’s salary to replace him or her.

With that said, the employee experience your organization offers is vitally important today. It impacts every aspect of your business from your bottom-line to the type of talent you can attract to your organization’s overall public image. That’s why employers need to make it a top priority!

The employee experience is constantly being evaluated.

The employee experience is being evaluated by your team from the day they’re offered the position to the day they leave the organization. Everything from the team interactions to the physical environment affects the employee experience.

Today’s workers value, and are looking for, programs and support to develop their careers. Organizations are getting creative with their strategies. For example, onboarding and company-initiated relocations are “make or break” moments for solidifying a positive employee experience. As a result, companies are now paying attention to how their employees are supported during a move. Relocating to a new city is emotional for talent and their families. The accompanying spouse needs to find a new job. Their children need to enroll in new schools. The stress of building new social connections and making new friends can really wear on a person. To improve the employee experience, companies are investing in relocation and integration support services to make the move as stress-free as possible.

It’s also important as employees exit the organization.

Another example is businesses investing in career services for laid off or retiring employees. What a person experiences when transitioning out of a company can greatly influence how they feel about an organization and the reviews left on social media career sites. On the flip side, the transition can also impact how employees who are still there feel. After a sudden change, leaders and the rest of the workforce need support. Businesses need a plan to ensure negative emotions are minimized so they don’t fester and productivity and engagement remain strong moving forward.

Leadership development and personal career growth are top priorities when it comes to the employee experience.

Leaders today need to build in opportunities to foster this growth in their workforce. One simple way to do this is by ensuring leaders regularly connect with staff beyond the status of the day to day. Rather, make time to focus on their career goals and ways they can stretch and develop their skills. Another option is to utilize outside career or leadership development programs. Better yet, incorporate both strategies! You’ll see a dramatic change in your employees if you implement programs that show that you value their career and leadership development. Not only that, but the effects this will have on your customers and business operations make it worth the investment. Workers are willing to give their all for an organization that gives its all to them. If you want a top performing workforce, then invest in your team.

Employee experience is a mirror of the human experience.

In working with organizations in the midst of transformation, we are constantly evaluating the wants and needs of today’s workforce. What I’ve observed, and has been documented in studies, is that the employee experience is a mirror of the human experience. Employees want meaning to their work. They want work that aligns with their beliefs and supports their personal and professional goals. As I said before, people don’t just want a decent paycheck – their career goals are now intertwined with their values. By investing in the human element of the employee experience, your organization will not only put you ahead of the game, but it will attract a whole new group of motivated individuals to your business.

Effective talent strategies ensure a positive employee experience as your company evolves and grows. Partnering with a talent transition expert will keep everyone productive and thriving. Discover how!

Contribution by Lauren Herring

Lauren Herring is a speaker, author and CEO of IMPACT Group, a business she grew into a global leader in career and leadership development. Lauren’s latest book, Take Control of Your Job Search!, is the new “bible” for job seekers in 2020. A graduate of The University of Notre Dame and Washington University (aka the “Harvard of the Midwest”), her passions include job creation, women in leadership and supporting people reaching for more in their careers through personal development, international relocation assignments and hard work. You can find Lauren’s job search tips at laurenherring.net.

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