Learning into Your Employee Training

4 Effective Ways to Improve Employee Experience at Your Workplace

A 2019 Gartner report cited employee experience as a top priority for Human Resource leaders responsible for Human Capital Management in the workplace.

This Harvard Business Review article cites short-term investment in employee perks as a dismal way to achieve a reasonable return on investments. Bean bag chairs, pool tables, or snacks in the office simply won’t cut it anymore!

Employees are looking for a company experience that will motivate them to give their all at the workplace.

Not only does it increase productivity, but it also goes a long way in reducing employee turnover and increasing retention of top talent.

So how can HR leaders create a memorable positive experience for employees at work? Here are four effective ways to improve employee experience at your workplace.

1. Integrated Communication

Consumer companies often prioritize external feedback from customers and suppliers.

They create open channels for continuous communication with these important groups of people who could make or break their credibility.

There’s always a customer service department on call 24 hours. Ready and equipped to handle all customer complaints.

Not to mention the automated messages and surveys distributed at most physical points of sale. Or the franchise manager who walks around the restaurant tables, checking on the customers’ experience.

Companies want to know exactly what their customers think about them and go to great lengths to find out.

So why not apply the same, if not more effort for your employees?

Companies in different industries such as franchising, retail & fashion and restauranteering have adopted strategic tools that make the HR experience more engaging for their employees.

Wittner, for instance, uses the best learning management system to engage with their employees. They use discussion forums included in the communication suite.

“The feedback we’ve received through the forums has been most useful to the Operations Team in helping us provide the information and resources our teams want. Its real benefit though, I have to say, has been the way it engages our staff with one another and fosters a real community where anyone is able to put up their hand and be heard.”

The most effective employers collect employee feedback. It develops a positive corporate culture of engaged creative employees.

Exit interviews are the norm when an employee terminates their contract with a company. But have you ever heard of stay interviews?

Think of stay interviews as a one-on-one conversation between an employee and a manager. It helps the latter understand the employee’s needs.

Each of your questions should provide insight into decision-making in your company. Get to know what you are doing well and what’s missing. Merge these findings and use them to make organizational improvements.

Implement this process today. Aside from feeling extremely seen and heard, your employee retention rates will skyrocket!

2. Comprehensive Online Training

As an employer, show your employees you care about their individual growth just as much as you care about the company’s Return On Investment (ROI).

Provide pathways for development through customized online training programs that equip employees with not only work skills but soft skills that focus on personal growth and well-being.

Schedule sessions with each employee where they set goals and develop action plans. Monitor and review them every month.

According to Samantha Hammock, Chief Learning Officer at American Express, the future of work will value leadership and management skills more than ever.

“Our company is doubling down and investing in leadership and human skills. Most leadership development only readies a small portion of your population. But we’re focused on scalable leadership development for everyone.”

So establishing employee-led training is a great way to nurture the leadership and human skills that will characterize success in future workspaces.

According to Ceridian’s 2019 report on Human Capital Management Trends, Learning Experience Platforms (LXPs) are sure to enhance employee experience. Some of its key features include:

Content creation, curation, and aggregation Curates and recommends content based on role, experience, goals, and interests.
Social and experiential learning Lets employees publish, share, and discuss content they find useful and encourages collaboration and knowledge-sharing.
Smart technology Uses data, AI, and machine intelligence to recommend, nudge, and push content to people based on the skills they want (or need) to develop.
Trigger-based learning Suggests learning based on need. For example, when an employee gets promoted, changes roles, or joins a new project team, LXP suggests learning that can bridge his or her skills gaps.
Micro-learning Provides learning in short bursts as opposed to long courses, and only surfaces the content that is needed at that point, often within the flow of work.
Integration with performance management Identifies skill or knowledge gaps based on performance reviews and recommends learning programs.
Gaming-based learning Provides an experience based on Virtual Reality (VR) or Augmented Reality (AR).

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3. Purpose and Recognition

Your brand and company values aren’t enough; employees still need a fair and competitive wage.

Research by Payscale revealed that only one in five employees feel like they’re fairly paid. And this could negatively affect your company culture.

Here’s a pro-tip: use 3rd party data to conduct an audit on your compensation, then compare your existing rate to current market rates. If the audit reveals that your salaries are lower, a 3-year plan should get them back on track.

The Qualtrics state of play survey found that employee work-life integration is the number one driver of job satisfaction.

And although most people often speak of a work-life balance, Simon Sinek firmly believes that no amount of yoga will make your life more balanced.

He instead maintains that the imbalance is a result of the sense of safety we feel; we feel safe at home but not at work. And he suggests that it comes in many forms:

“It’s the quality of relationships, it’s the quality of the trust. It’s got nothing to do with how many hours we work; you can love your work or work the same amount of hours as someone who hates their work. Do you feel engaged with the people and the mission of the organization? That’s what gives us fulfillment.” – Simon Sinek on How To Lead In the 21st Century for the How to Academy Podcast on June 25th, 2019

Are your employees excited about going to work every day? Do they feel at ease, focused, and productive?

Change things up! Allow your employees to attend career and professional development conferences. Get them out of the office but still engaged with work.

When Microsoft’s Satya Nadella occupied the CEO’s seat in 2014, purpose came to the forefront.

Speaking to CNET news, he shared, “One of the things that happen when you’re super successful is you sometimes lose touch with what made you successful in the first place. I wanted to go back to the very genesis of this company. What is that sense of purpose and drive that made us successful?”

Nadella fused the culture with the mission, “To empower every person and every organization on the planet to achieve more.”

He went ahead to create One Week – a yearly gathering that boasts a science fair, a nonprofit fair, Q&As with Microsoft’s leadership, and hackathons.

The week’s activities are organized to encourage employees to focus on their personal passion projects that align with the company’s mission.

Now there’s a week that’s sure to make anyone want to get up and go to work every morning!

4. Hire an Employee Experience Manager

Roll the entire process into one by hiring an Employee Experience Specialist to oversee this crucial organizational function.

There has been a steady rise in the number of manager-level positions with the title of “Employee Experience”.

Why not join the trend? Get someone to handle your onboarding, engagement, and the entire life cycle of your employees. Maybe all you need to do is train one of your existing managers on how to handle the job.

Or perhaps you could go the Adobe route. Fold in employee experience-related responsibilities to your Customer Experience Manager’s role.

In 2016, they led the pack when they established a Customer and Employee Experience department. Their press release read:

Researchers such as Gallup have proven the correlation between higher employee engagement and positive customer ratings. Realizing this critical connection, we at Adobe have combined two previously disconnected parts of the company into one new entity.

Our new Customer and Employee Experience organization combines our customer experience organization—the people who are on the front lines of helping our customers utilize our products—with our human resources and facilities organization, the team that was focused on our people and their workplace environment.

We believe we’re one of the first companies, at least in the technology industry, to combine these functions. The unified focus of this organization is the people that are essential to our business, our customers and employees, and the understanding that people want the same fundamental things:

  • To be treated with respect for their needs and their time
  • To find the information they need quickly
  • To feel invested in a long-term relationship, whether it’s with the employer or the brand/

Adobe implemented a journey map. It shows different stages of the employee life cycle from the employee’s perspective. It makes it easy to identify areas in need of attention, improvement, and reward.

Kickstart Your Employee Engagement

Get your employees going with the best LMS. It’s guaranteed to make their employee experience memorable.

From the onboarding process through to their departure, a quality LMS will ensure that your staff understands their role and feels like part of the team.

Book a demo today to see how World Manager can help your employees feel both engaged and valued at work.

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.

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