Building Your Employee Experience Strategy

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If ever there were a time to take stock of employees’ perceptions and experiences, it is now. After all, the pandemic continues to rampage through organizations from a business model standpoint, forcing companies to become more agile in preparedness for whatever else is coming. 

Employees, too, are increasingly giving side eye to some of the old ways businesses have done things and are casting about for a better fit. To attract and retain employees in this environment, you must hear them out. Here’s what you need to know about building your employee experience strategy.

What is Meant by Employee Experience?

Essentially, the employee experience crystallizes what employees encounter, observe, and perceive over the course of their tenure in a company.

What is an Employee Experience Strategy?

This means measuring each stage of employees’ journey and pinpointing events, moments, and interactions throughout. The employee experience strategy should be crafted to suit employees’ beliefs, needs, preferences and motivations.

Why is the Employee Experience Important?

Benefits of a positive employee experience include:

  • Increased productivity. The fact is that engaged employees produce more and tend to remain with you.
  • Reduced absenteeism. People tend to miss work more often If they’re not content on the job. Fortunately, the opposite is also true.
  • Better work quality. More than their intelligence quotient or skill set, employees who are happy tend to be more creative.
  • Better customer relations. It’s very much true: if employees are happy, that tends to spill over to their interactions with customers.
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How Can I Best Build an Employee Experience Strategy?

  • Incorporate it into your culture. Employee experience is mainly a mindset. Thusly, a human-forward approach should be inculcated into your enterprise’s culture and must be a part of its values.
  • Gauge your existing talent management strategy. This most effectively comes from “listening” to your employees through focus groups or surveys.
  • Define objectives. You should use the insights gleaned from employee feedback to define goals that will affect your employees’ experience, engagement and retention.
  • Understand your employee personas. Just as marketers do with prospective clients, you need to define and “get” your employee personas across disparate departments, ages, cultures and seniority levels. Then, based on those insights, you can develop personas for the provision of a more human-centric employee experience.
  • Design employee journey roadmaps. Use design thinking methodologies to understand your employees’ experience from their vantage point, then map ways to increase productivity, engagement, and performance based upon your findings.
  • Create personalized experiences. This is what implementing an employee experience strategy is ultimately all about. To get there, you need to implement communication platforms and workplace engagement applications that zero in on personalization. This can help you create a more enjoyable working experience.

Building your employee experience strategy takes substantially more than sending out an employee survey, and just once a year, at that. You need to put quality time and energy into it, and let employees know that you’re serious about creating an experience that is at once good for your bottom line as well as for recruitment and retention. Which in turn, means acting upon the findings of those survey, thereby demonstrating you hear them and are looking out for their needs. 

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If you’re still unsure how to handle all this, you’re not alone. In fact, according to a recent Deloittestudy, 80 percent of execs said employee experience was important, but just 22 percent thought their organizations excelled at building a differentiated work experience. If this resonates, we’ve found that the consultant Mercer, with its deep knowledge and expertise in such strategies, is more than capable of getting you on the right track.

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