Want to Improve Your Company’s Employee Experience

Want to Improve Your Company’s Employee Experience? Here’s How

Picture this…

Your new employee reports to their first day of work on time. They’re fresh, green, and eager to learn. Heck, they are even dressed the part!

And so the onboarding process begins…

Every Employee Counts

They shadow experienced colleagues, complete customized online training on your world-class learning management system, and in no time, they’re practically a walking billboard for your business!

So how do you keep this level of employee engagement throughout their tenure with you? What can you do to enhance their overall employee experience?

What Is Employee Experience?

In HR circles, employee engagement and employee experience are commonly used interchangeably.

While the two aren’t mutually exclusive, the main difference is: employee experience comprises an employee’s entire life cycle with your organization, while employee engagement refers to how much an employee identifies with your company’s goals, values, and culture.

Here’s a snapshot of employee experience:
employee experience chart

How Engagement Affects the Employee Experience

Your employees’ level of engagement, their mental attitude towards their work and work environment each day, affects their perception of your company and overall employee experience. This applies during their tenure and long after they leave.

It may sound irrelevant, but according to statistics from Gallup’s Perspective on Designing Your Organization’s Employee Experience:

  • Only three in ten employees strongly agree that they have the resources they need to effectively do their work.
  • Four in ten employees strongly agree that they get to do what they actually love every day.
  • Three in ten employees strongly agree that they have received recognition in a particular week during the study.

According to Gallup’s research, common questions employees need answers to in order to boost employee experience and work productively include:
common questions employees
With these glaring facts in mind, let’s look at three ways we can enhance employee experience at your company.

Employee Experience and Career Development

“I changed my job because there was no more room to grow…”

Sound familiar?

The No. 1 reason people change jobs today is “career growth opportunities.”

Truthfully, with an increasingly competent and overqualified workforce, not all employees can rise through the coveted corporate ladder.

Yet all employees are crucial to the company’s success.

So how about enabling a more autonomous employee experience by letting them personalize their roles through individual goal setting?

And no, employees aren’t merely looking for another distant manager but a coach or mentor who walks alongside them throughout their employee experience.

It doesn’t have to be a long arduous task as long as you consider these three things:

  1. Involve employees from start to finish
    Work hand in hand with them to develop their short- and long-term goals. Make the goals SMART (specific, measurable, actionable, result-oriented and time-bound). This awakens intrinsic motivation and gives employees a sense of ownership in achieving their goals.
  2. Link individual goals to business objectives
    Seep a little bit of that company culture into the employees’ personal objectives. Inspire them to feel like a small cog that turns the larger wheel that is the company. Let them have a vested interest in the company’s success.
  3. Adapt goals to current times
    Never limit your goals. Instead, view them as being equally dynamic and evolving as the people who make them. Unfortunately, people set goals at the start of the year and shelf them until review season. Doing so can be demotivating. Resolve to regularly revisit and alter your goals according to the changing life and work events.

Don’t stop there; develop a review system. Here are some common types:

  • Ranking. This entails listing all employees within a specific category from highest to lowest in order of performance. Quantifying general differences takes away from properly gauging individual effort so the findings may not be as beneficial.
  • 360-degree feedback. This process requires input from the employee’s supervisor, colleagues, and subordinates about an individual’s work-related behavior and its impact. Other names for this method include multi-rater feedback, multisource feedback, or group review.
  • Competency-based. Performance is measured against specified competencies (as opposed to specific tasks or behaviors) that are identified for each company role.
  • Management by objectives (MBO). Goals are set from an organizational, departmental, and individual level. Employee performance is annually gauged based on these specified goals.
  • Graphic rating scales (GRS) list several factors i.e. general behaviors and characteristics (e.g., attendance, dependability, quality of work, quantity of work, and relationships with people) on which a supervisor rates an employee. The rating is usually based on a five-point scale (e.g., unsatisfactory, marginal, satisfactory, highly satisfactory, and outstanding).

This may seem like an overwhelming task but World Manager has you covered with automated appraisal forms that give detailed feedback on employee performance.

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Connecting Employee Experience With Employee Advocacy

Improve employee experience by giving your employees a certain sense of autonomy that allows them to provide honest feedback through surveys and online forums, all integrated into your learning management system.

Not sure whether our communication suite could help you meet your company’s objectives? Consider Wittner’s experience within just six months of launching this tool!

“The teams right across the country feel more connected and inspired to share their ideas. They now feel like they have an effective platform where they can be heard. It’s amazing how encouraging other Team Members can be and how peer recognition can play such an important role in staff engagement.

The tool has really helped each store team feel more a part of the broader Wittner community and helped them to empathize and understand some of the differences and similarities across our varied locations.”

Employee Advocacy – like employee experience – is the product of the right culture, communication, and content. Educate your employees on your company so that they voluntarily speak positively of you, both online and offline.

But how does Employee Advocacy really work?

  • Content as knowledge: Create a common repository from which employees can consume information about your company in micro chunks. Essentially, make them smarter about the industry. This improves their employee experience and communication skills, allowing them to do their jobs better.
  • Use an online training program to consolidate the content in one place: Centralize all your content and make it easy for employees to access any time, anywhere on their mobile phones and/or tablets. This new type of learning is called mLearning.
  • Developing daily communication habits: Make the content shareable within the LMS platform so that employees can share what they consider most meaningful on the online forums. Let the employees engage with, teach, and learn from each other by sharing their employee experience.

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These steps don’t only enhance employee experience, they also distribute your employer brand through first-hand testimonials.

Reward Programs and Incentives for Employees

Any discussion about employee experience should include Human Capital Management (HCM).

Consider your employees as regular humans each going through a similarly challenging employee experience.

In her book, The Overworked American: The Unexpected Decline of Leisure (pages 20-25), Juliet Schor shares statistics from a study that reveals, “68% of women would rather have more free time than make more money, and while 40% of professional men work more than 50 hours per week, 80% would like to work fewer hours”.

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So how about giving your employees the option of more flexible hours? It’s Get started with our Flexible Working Hours Policy template today!

Go a step further and make the office a kind of oasis they don’t dread coming to or need to run away from every day.

Consider every aspect of the employee experience. Offer perks such as free food, exercise rooms, holidays, an option to work remotely some days of the week, and transport with internet access.

Need more help enhancing employee experience? Here are some Important 2020 Corporate Wellness Trends Every Company Needs to Apply.

Continuously recognize your employees’ daily, weekly, and monthly efforts as opposed to relying on one big annual review.

A simple “thank you” goes a long way in supporting employee experience and engagement. A study by Bersin & Associates reveals organizations that excel at employee recognition are 12 times more likely to generate strong business results.

Build a culture of recognition using our Achievement Awards tool. Track each employee’s online training completion rates and forum posts, and assign the coveted “Employee of the Month” title.

Let recognition flow freely from employee to employee, clearing managers of being the sole authority figure on employee recognition.

Better Experiences for Your Employees: Get Started

So now you that you know a bit more about employee experience and why it’s so important, what’s your next step?

According to this article on Improving the Employee Experience,

“Many companies remain focused on ‘point-in-time engagement’ and have not yet pulled together the disciplines of performance management, goal setting, diversity, inclusion, wellness, workplace design, and leadership into an integrated framework.”

Here’s what this change to employee experience can practically look like.
employee experience old rules vs new rules chart
Drive your company into a new era of employee experience. Design suitable online programs for your employees on a learning management system that you can trust.

What are you waiting for? An immediate and improved employee experience is right in front of you. Book a demo today!

Disclaimer: This information is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor World Manager will assume any legal liability that may arise from the use of this information.

The best companies use World Manager to train staff, maintain standards, and set the company up on the road to success.