Reimagining the Employee Experience

Every business’ key to success roots back to people. Without people, every product and service, patent and trademark will have little to no value. But what some businesses may overlook is the fact that “people” do not only mean the customers that have the purchasing power to keep the business profitable or, at the very least, running. Businesses should be all about serving people beyond customers. They need to be mindful about their employees, too. Employees are the people that actually execute and do what it takes to make a business successful, making them every business’ most important asset.

Having a sound strategy when it comes to employees and managing them well will lead to a successful EX, also known as the “Employee Experience.” A lot of organizations will simply define it as the relationship and the journey that an employee has with the company he/she works for. To most, employee experience begins from the first interaction of recruitment, to onboarding, to development, and to all the other touchpoints and micro experiences during his/her tenure until he/she exits. While this is technically true, it’s important to look at employee experience in a way that is more results-driven and where the company is accountable. Therefore, we can define employee experience as the design of a workplace, of tools, of processes, of systems that inspire and encourage people to be their best selves so they can contribute, thrive, and grow with the company. 

However, with COVID-19, the nature of work has shifted. People have resorted to working from home, or if not, new structures have been set in the office spaces. While this shift initially seemed promising and positive to most employees, there are still companies that find their tables with a lot of resignation letters. Gallup reports that the number one reason people change jobs today is career growth opportunities, and only 2 in 10 employees agree that they are managed and motivated to do outstanding work. This Gallup study proves how new behaviors and mindsets are to be considered, and this brings the focus back to the value of relationships in this time of a pandemic. Conclusively, we can say that, with this shift in work and business set-ups, comes the questions and concerns about how companies can also pivot employee experiences in ways that can make people connect to their work, to each other, and to themselves. 

To create a delightful, lasting, and meaningful connection with employees, employers are expected to optimize how employees interact or engage with the organization, and vice versa. According to Gallagher’s Better Works 2021 Report, there are 8 influencers of employee experience, no matter the size of the company.

1. Physical and emotional wellbeing

It’s important to note that each person’s needs can be unique to them. Especially in a pandemic, workers are increasingly looking for ways to nurture emotional connections on top of making sure their physical wellbeing is cared for. This is why employers and/or HR departments must set up health assessments and check-ins.

2. Financial wellbeing

The pandemic has highlighted the importance of financial wellbeing, and employers are starting to understand their role in it. Companies have started to restructure retirement plans, health savings accounts, or employee discount programs among many others.

3. Environment and ways of working

Fostering a positive work environment during a pandemic may be challenging, but definitely possible. Whether at home or in the office, a person’s workplace should ideally empower him/her to do their best and quality work. 

4. Technology

There’s no doubt that digitalization and automation have been part of the new and big investments of companies. Despite it being a sign of progress, design thinking and a systematic approach are still necessary in such cases, and companies must figure out how to integrate digital and face-to-face interactions that will still be meaningful and smooth.

5. Rewards and benefits

Human beings, in general, want to be treated fairly and want to be valued. That means more than monetary and traditional benefits, recognition and rewards also help employees become more productive and raise their morale. 

6. Career wellbeing

One of the shifts caused by the pandemic is favorable time to revisit roles and career structures. By looking into the career wellbeing of employees, organizations can get the best out of them as they will know which set of tools will be needed to navigate through their roles. This also gives employees a stronger sense of purpose. 

7. Strategy and change management

For a winning employee experience, leaders and employees must understand the purpose or the “why” of their existence. This makes room for the feeling of fulfillment in doing what they do because they are aware of the mission and meaning behind their roles. 

8. Leadership and culture

Leaders set the tone and strategy. When dealing with their respective teams and departments, they need to keep the bar high by inspiring, performing, and delivering so that everyone else being managed can constantly move toward the goals and strive for success. Moreover, they need to be leaders who build a culture of learning and empowerment, and a safe space where they are accessible and visible to everyone in the team for that sense of personal connection. 

Cultivating and crafting the employee experience that will best suit your company and culture can inspire performance and improve retention, which are essential for business survival and growth. Because while profits, excellent goods and services, and efficiency matter, they don’t nearly matter in the long term as much as the people that help you get there.

Want to improve your organization's employee experience? Send us an email at [email protected] and we'll schedule a free consultation and/or workshop that will support your employee engagement initiatives!