Employee Experience

8 mins read

Forget the perks: Employee experience is about more than just free coffee

Published on January 1, 2025

We’ve all scrolled past those “dream office” posts across social media. Sleek offices, gourmet coffee bars, nap pods… the whole shebang. While such perks are nice to have, they don’t inherently mean a company is thrumming with great culture and eager employees.

Employee Experience (EX) is about so much more than free snacks. It is about the human experience of working at your company. It is about how employees feel when they come to work, not what they get.  

When was the last time you seriously consider these questions? 

  • Do they understand the vision and purpose of the company?
  • Do your employees feel valued and heard?
  • Do they feel empowered to do their best work?
  • Do they feel like they belong and are supported? 

The Link Between EX and Business Success

Strong employee experience isn’t just about employee satisfaction; it’s directly linked to business success. Engaged employees are:   

More productive: Happy employees are more motivated and focused, leading to higher output and better results.

More innovative: When employees know they are in a safe environment and supported, they tend to be more willing to take risks and create innovative solutions.   More loyal: Happy employees just don’t leave as much; in fact, turnover costs go down and retention goes up.   

Better brand ambassadors: Engaged employees care about what they do and are more likely to speak well of the company to others.  

Beyond Perks: Key Elements of a Strong EX

So, what does it take to create the most exceptional employee experience? Here are some key factors:

Strong Leadership Culture

Lead with empathy and transparency: Leaders who are genuinely interested in their employees’ well-being and communicate openly and honestly build trust and foster a positive work environment.

Empower employees: Give employees the autonomy and resources they need to succeed. Encourage them to take ownership of their work and contribute their ideas.

Recognize and reward excellence: Celebrate employee achievements and show appreciation for their hard work.

Clear vision & purpose: Define your company’s “why”: Why does your company exist? What difference will you make in the world? When the employees understand the greater context, they will connect their work to it and will find motivation to contribute to that.

Communicate your vision effectively: Your vision needs to be communicated to everyone in the organization and then to the employees, ensuring that they understand how their job works toward the larger objectives of the company.

Focus on Growth & Development: Employee Learning & Development: Invest in growing your employees’ skills to make them advance their career; it can be achieved with the help of training, mentoring, and professional funds development.  

Promote the learning culture: Support employee continuous learning to understand the new ideas and enhance skills.

Support work-life balance: Encourage taking a break and disconnecting from work. Offer flexibility and flexible work arrangements, to the extent possible.

Foster mental and physical wellness: Provide wellness programs through access to on-site fitness classes or mental health resources, for example.

Safe, inclusive workplace: Strive to create an environment where employees understand they are valued, despite their background or identity. Gather Employee Feedback

Solicit employee feedback regularly: conduct employee surveys, hold regular team meetings, and encourage open communication between employees and management.  

Act on employee feedback: show employees that their voices are heard and valued.

The Connection to Customer Experience

Interestingly, there is a highly correlated relationship between employee experience and customer experience (CX).

Studies consistently show a strong link between employee happiness and customer experience (CX). Research highlights:

  • Happy employees are 12% more productive, which directly influences the quality of customer interactions. (Source: University of Warwick)
  • Companies with highly engaged employees achieve a 10% increase in customer ratings and a 23% increase in profitability. (Source: Gallup)

 

Measuring Employee Engagement: It’s More Than Just a Survey

We established that engagement of employees is critical, and it is not all about perks. But how do you actually measure engagement?

Traditionally, employee engagement surveys have been the default. These questionnaires assess employees’ level of satisfaction with their job, their attachment to the company’s mission, and their overall sense of well-being in the workplace.

Surveys are a valuable starting point, but they come with limitations. They are impersonal or too generic when delivered, failing to capture the depth of employees’ sentiment.

Beyond Surveys: Innovative Approaches to Measuring Engagement

Fortunately, there are far more creative ways to measure employee engagement:

Pulse Surveys: These are short, frequent surveys that focus on specific topics or issues and provide much more real-time insights into the employee’s sentiment.

Focus Groups and Town Halls: These interactive sessions allow employees to share their thoughts and concerns directly with leadership.

Listening Platforms: Tools that analyze employee conversations on internal communication channels can provide valuable insights into employee sentiment and identify emerging trends.

Performance Data: Metrics like employee productivity, absenteeism, and turnover rates can provide indirect indicators of employee engagement.

Exit Interviews: While often focused on reasons for leaving, exit interviews can also provide valuable insights into employee engagement and areas for improvement.

The Importance of Actionable Insights

Measuring employee engagement is only the first step. The real value lies in using the data to make meaningful changes.

Analyze the data: Find trends and patterns in the data to understand which areas are strong and weak.

Prioritize actions: Prioritize issues that are more important and implement solutions to make the most impact on the engagement of employees.

Communicate and follow up: Share the results of your engagement surveys and other data with employees, and communicate the actions you are taking to address their concerns.

Continuously monitor and improve: Employee engagement is a continuous process. Constantly review your engagement data and make necessary changes so that you can be assured to create a positive and supportive work environment.

Conclusion

Creating a strong employee experience is not a destination; it is an ongoing journey. It demands continuous effort and commitment to a positive and supportive work environment.

Published on January 1, 2025
Employee Experience

Wardah Harharah

Founder & CEO/ Chief Experience Strategist, The Human Experience

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