Everything a worker experiences at a company, from the first moment they browse job openings to the day they leave, sums up the employee experience (EX). For companies who have harnessed the power of customer experience management, it’s important to know that CX and EX are intertwined. Companies that actively engage employees have customer loyalty rates 233% higher than those who don’t (Aberdeen Group). EX management connects the power of intentional employee experience to improved customer experience and long-term revenue.
Why are employees attracted to companies? What makes them stay? What do they need to grow and develop? Why did they leave? People want more from their careers than a paycheck, and they expect employers to meet their changing needs. With the right EX strategy, you can drive engagement, fulfillment, growth, retention, recruiting, and revenue. In this guide, we will share key outcomes of EX to make the case for investment.
What is Employee Experience?
To begin, let’s define the employee experience. EX is not a moment in time, pulse surveys, office perks, pay raises, or happy hours. It is the totality of everything an employee and/or candidate sees, does, thinks, and feels along their journey stages with a particular organization. That journey can be broken down into eight distinct stages:
Workforces are changing rapidly, shifting structures, team members, challenging recruiting, L&D, and culture-building efforts. HR leaders want to know how employees feel, and maintain communication based in their needs, role, and stage in the journey. With a strategy designed to support those efforts, HR leaders can deliver a unique level of personalized communication for potential and current employees that makes them feel heard, valued, and fulfilled at every step.
Key Benefits of Improved Employee Experience
By entering into a continuous feedback loop with employees, you have empowered the employee and your company to have an honest, personalized, ongoing dialogue that increases trust and sentiment. You have humanized the moments in the employee journey.
How Does Your Employee Engagement Measure Up?
In conclusion, the greater insights you have into your employee (and potential employee) sentiment, the better. Creating an intentional employee experience management program is about getting greater insights to prioritize and drive leadership action. Don’t make the assumption you know how your employees feel by asking asking them to take a single pulse survey, or not asking at all. Open a safe space for feedback, engagement surveys, and conversations about performance, training, compensation, and more with a strong experience management strategy.
Your employees are your biggest asset and determinant of company success. Are you maximizing their sentiment and feedback? Are you engaging them through each critical stage of their employee journey? Now is the time.
