From recruitment to career development, here are our 7 top tips of what you should consider when creating and sustaining a motivational, engaging employee experience strategy at your company
It’s recently been revealed that UK unemployment has hit its lowest level since 1974, with the jobless rate falling to a low of 3.9%. This is clearly good news for our country and for job seekers — but it means that organisations now are in a position where they need to court talent. The UK is in a war for talent and, as one source suggests, “businesses need to consider how they can attract, retain and develop the talent they need for future success”.
So what’s the answer? It’s really quite simple — companies need to become serious about implementing and sustaining a motivational and engaging employee experience strategy. As Deloitte Insights points out, though 80% of executives believe employee experience is either important or very important to business success, only 22% of business leaders consider that their organisations do an excellent job of creating a great employee experience. This is a problem — for modern businesses wanting to compete, a good employee experience and work environment isn’t just ‘nice to have’, it’s a necessity in terms of employee engagement, retention and productivity.
Modern companies need to address employee experience with much the same level of commitment and discipline with which they address customer experience. But how can a business create a positive employee experience? Below we’ve listed our top 7 tips on what to consider.
1. The Employee Experience Starts With Recruitment — Make Application Easy
The employee experience doesn’t just start on the employee’s first day — it concerns every aspect of the employee lifecycle, from recruitment and talent acquisition to the moment they officially leave your business.
How easy and straightforward is your application process? Have you removed all possible barriers that might prevent a candidate from applying for a job at your company? When you interview candidates, are they given a good impression of your company, its values and what it stands for? The recruitment phase is a great opportunity to get your employees invested and excited about your company early. If your candidates have a terrible recruitment experience, you could lose out on promising talent, but you could also do serious damage to your company’s reputation — remember, these days employees share interview experiences over social media and on websites such as Glassdoor.
2. Take Onboarding Seriously
A good onboarding process has been shown to increase employee retention and productivity. Furthermore, a good onboarding experience has a hugely positive effect on employee engagement. Consider whether the employee journey starts off on a good note. Has your HR team set them up for long-term success? New hires should be provided with the tools, training and information they need to do their job effectively. What’s more, they should be made to feel welcome and wanted by their coworkers and by their line managers — remember, it’s a fact that managers account for 70% variance in employee engagement levels.
Provide new employees with a welcome pack, including a personalised welcome message, as well as information about the company’s history, vision, strategy and values. You can also include a survey to find out more about the employee — their likes, dislikes and preferences. This could prove useful when it comes to giving employees personalised rewards.
3. Give Your Employees Meaning
If you want to retain your best talent and keep them engaged, it’s going to require much more than a payslip — after all, there will always be bigger companies willing to offer more money and extrinsic motivators. To keep your employees motivated and inspired, you need to give them meaning and purpose. This is what modern employees are actively seeking. They want to know they are making a difference and that they are contributing to a team with a clear direction.
To give your employees meaning, start with your company’s mission. What are you aiming to do? Be as transparent as possible and explain how your employee’s role feeds into organisational objectives. There are other ways of creating meaning in your workplace, including offering continuous learning, creating a sense of community and offering frequent feedback.
4. Prioritise Employee Appreciation
Most human beings have an innate psychological desire for validation and support. We want to know that our efforts are appreciated, and studies show that this has a significant impact on employee engagement levels. In fact, according to one study, 69% of employees claim they would work harder if they felt their efforts were being better recognised. Consider whether your managers regularly check-in with their employees to deliver recognition and reward. If you don’t have a formal scheme in place to reward employees for hard work and notable efforts, consider implementing one going forward. Here at People Insight, we have compiled a useful list of employee appreciation ideas you can incorporate now.
5. Provide Employees With Development Opportunities
Employees get excited about learning. In fact, it’s been shown that Millennials see careers as job opportunities. This is also true of Gen Z — professional success is central to their identity. To provide your workforce with a meaningful employee experience, you need to emphasise growth and learning opportunities. Demonstrate to your employees that you are invested in them and their careers. Meet with them to create personal and career development plans. Revisit them regularly and discuss what the company can provide in terms of support, development and resources.
6. Conduct Regular Employee Experience Surveys
Employee experience isn’t something you address once. It is a continuous process. You need to track your employee engagement and morale levels over time. This is particularly important during times of organisational change. Many factors can affect your employee’s experience, engagement and wellbeing, so it’s important to ask employees for feedback and input. Feedback and open lines of communication are important in an organisation, and they shouldn’t just go one way — your employees should know that employee feedback is equally important to the success and betterment of the company.
7. Use the Results of the Surveys to Affect Change
Conducting employee engagement surveys is just the first step. The surveys themselves don’t account for much if you don’t use them to create a better employee experience for your team. Show your employees that their opinions and thoughts matter by taking action. Implement change and strive to continually improve work life for your employees.
Here at People Insight, we take a human, holistic approach to employee engagement surveys. Our surveys are tailor-made, specific to your company’s needs — we’ll also help you implement meaningful change with professional and experienced consulting services. Get in touch today to find out how we can help your business.
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