How To Design Employee Experience To Improve Business Performance

Creating an employee experience is all about engaging employees better such that it reflects on their performance. So, there must be consistency, structure, and motivation while you design a plan for improving employee experience as well as performance. In fact, employee experience or EX, as most companies like to call it today, is the next competitive frontier for businesses.

employee experience at work

Source: Survey respondent ratings of sub-capabilities related to employee experience

There was a time when customer experience was the sole priority and indeed it helped businesses reach a competitive advantage. However, when everybody starts doing the same thing it doesn’t help anyone stay at an advantage for long. Additionally, your employees are the ones who contribute and help you run your business with you, aren’t they? Hence, a growing number of companies are now turning towards employee experience to attract, engage and develop employees.

Essentials to keep in mind while designing employee experience

The millennial generation wants what it wants

Data suggests that millennials comprise 30% of the population and by 2025 will represent 75% of the global workforce.

We look for work that is meaningful, a flexible and autonomous workplace that gives them the freedom to make decisions, own projects, seek mentorship and guidance. This isn’t because we, millennials, are all born with a silver spoon in their mouth or are accustomed to a certain opulent treatment. It’s all because of certain standards that technology has set in our lives. Food, cabs, deliveries, etc., are all just a click away for us now. Life, in general, has become more comfortable and fast as compared to the 90s or early 2000s, then why not expect a similar level of comfort at work too? In return, we are diligent, focused, responsible, and willing to go the extra mile to accomplish a project even if it means staying for extra long hours on a Saturday night. We make things happen.

Personalisation and transparency – Not just in words but in actions too

Unlocking the true potential of your employees is like an art. You have to free yourself from all possible biases – age, gender, experience – and keep learning to get better at it. One of the keys it to focus on HR products and services to strengthen the emotional connection between people. Therefore, employee engagement activities such as Pulse Surveys, company-wide polls, open idea board, fun activities, etc., gives employees their own individual voice.

Another factor is transparency and honesty however if you only talk but actually do nothing about it then it becomes futile. You should be able to ask yourself questions like, “Are my team members comfortable at work?”, “If I ask them a personal question will they be willing to share it with me?”, “Do they want to open up to me outside work at a personal level?”. You might or might not be there yet but creating an open, honest, and trustworthy environment ensures employee comfort, safety and engagement.

It may not come easy but it’s fun

Everyday may not be your day, just like the high and low tides. There are times when you are 100% prepared, confident, and looking forward to participating in an event but the outcome is contrary to what you may have expected. It doesn’t mean that you stop trying, right?

This is where employee experience comes in. It is exactly what gets you out of bed on a rainy Monday morning. Employee experience is what encourages your team members to look forward to another day at work even when things don’t go too well. They’d still have a team and a manager to look up to and share what’s going on in their mind.

Numbers speak

We have survey results on employee experience by Deloitte.

  1. Employees have been discussing the importance of employee experience since 2017 and it still remains a trend in 2019.

  2. 80% of employees rated employee experience as (very) important.

  3. However, only 22% felt that their company can actually make a difference by integrating work with an exceptional employee experience.

  4. 59% of survey respondents say that they are not/somewhat ready to manage the challenges that come with designing employee experience.

Further research and survey results by Global Human Capital Trends and others suggest something similar. The ability of organisations to address issues related to engagement and work culture has dropped by nearly 14%. Therefore, 2019 is definitely the year in which companies can identify the improvement areas and fix them.

In the next part of this blog, we will discuss the challenges that companies might face while designing employee experience. It will help you overcome those challenges successfully and keep improving the process.

Conclusion

Employees who enjoy the company experience are the ones who will take additional and more careful initiatives at work. Customer support and retention won’t really be a problem because your employees will ensure that they take care of it all. What you have to do is design a clear employee experience from hiring, through training, to exit (yes, exit too) and the results will reflect in the overall company performance.

For more on employee experience and people technology, visit peopleHum!