Employee Experience and the link with Employee Engagement

Key Takeaways

Employee experience refers to the total sum of an employee's encounters and perceptions during their employment with a company and includes all aspects of their professional life.

Employee experience is distinct from employee engagement, which refers to employees’ emotional commitment and involvement in their work at an organisation.

A positive employee experience can lead to better employee retention, higher engagement, and improved performance.

Improving the employee experience involves fostering a positive company culture, providing opportunities for growth and development, encouraging work-life balance, giving employees a voice, and recognising and rewarding employees.

The employee experience can be broken down into 6 stages: Attract, Hire, Onboard, Engage, Develop, and Exit, and leaders can improve the experience by implementing strategies at each stage.

What is Employee Experience?

Employee experience refers to the cumulative sum of an employee's encounters and perceptions during their employment with a company. It encompasses every facet of an employee's professional life, including their tangible, emotional, and cognitive experiences throughout their tenure.

Consider Sally, who joins your company and departs after three years. She likely stumbled upon your company on the internet, applied through a recruitment portal, underwent an interview, secured the job and was subjected to onboarding. Subsequently, she worked under two different managers, underwent numerous performance evaluations, was made aware of senior team announcements, and received both formal and informal training. Finally, she was offered a more promising opportunity and decided to leave the company after an exit interview. This exemplifies all the interactions employees can encounter, collectively forming their Employee Experience.

Employee Experience vs Employee Engagement

Employee Experience and Employee Engagement are closely related but not the same. Employee Engagement refers to an employee's emotional commitment and involvement in their work at an organisation. It concerns the emotional connection employees have to their job and employer.

On the other hand, employee experience encompasses all aspects of an employee's work life, including physical, emotional, and cognitive experiences and the perceptions that these experiences create.

As leaders, we aspire to attain high levels of employee engagement. We get this by improving the Employee Experience.

Why is the Employee Experience Important?

Better Employee Retention

A positive employee experience can lead to increased employee retention, as employees are likelier to stay with an organisation that provides a supportive and enjoyable work environment due to higher satisfaction levels.

Higher Employee Engagement

A positive employee experience can improve employee engagement, as employees who feel valued and satisfied with their work are more likely to be motivated and productive.

Excellent Employee Performance

A positive employee experience can positively impact performance, as employees who are satisfied with their work and the company they work for are more likely to perform at their best.

Employee Experience throughout the Employee Lifecycle

It’s easier to comprehend and impact Employee Experience by breaking down an employee’s tenure into the following six stages:

1. Attract Stage

The Attract stage is the initial stage of the employee lifecycle and refers to attracting and sourcing potential candidates for job openings within the organisation. This stage is vital because it sets the tone for the entire employee experience and can help to create a positive impression of the company and its culture. This stage is typically accomplished through various recruitment and marketing activities, such as job postings, online and offline advertising, and employee referrals.

2. Hire Stage

The Hire stage involves evaluating, interviewing, and selecting the best candidates for job openings. During this stage, the company must assess the candidates' qualifications, skills, and cultural fit to determine if they would be a good fit for the organisation. The Hire stage aims to find the right people for the right jobs and create a positive experience for the candidates that will increase their likelihood of accepting a job offer.

3. Onboard

The Onboard stage is focused on introducing new employees to the organisation and ensuring they have the resources they need to be successful in their new role. This stage includes orientation programs, training, and other activities that help new employees to get up to speed quickly and feel comfortable in their new roles. The goal of the Onboard stage is to make new employees feel welcome and valued and to provide them with the support and resources they need to be successful in their new role.

4. Engage

The Engage stage keeps employees engaged, motivated, and invested in their work. This stage involves regular check-ins, performance management, and employee recognition programs. The Engage stage aims to create a positive work environment that encourages employees to be productive and invested in their work and to foster a sense of connection and loyalty to the organisation.

5. Develop

The Develop stage is focused on providing employees with opportunities to develop their skills and advance their careers. This stage involves training, mentorship programs, and career development plans. The development stage aims to support employees' professional growth and help them reach their full potential in their careers.

6. Exit

The Exit stage is the final stage of the employee lifecycle and involves terminating an employee's employment with the organisation. This stage may be due to retirement, resignation, or termination, but the goal is always to ensure that the employee exits the organisation with dignity and respect. This stage should also involve activities such as exit interviews, which provide valuable feedback on the employee experience and help identify improvement areas.

Strategies for Improving Employee Experience

  • Foster a positive company culture: Employee experience starts with the company culture. Creating a positive, inclusive, supportive work environment can help employees feel valued, respected, and engaged.
  • Provide opportunities for growth and development: Employees want to feel like they are growing and developing professionally. Offer skills-building, training, and career advancement opportunities to help employees reach their full potential.
  • Encourage work-life balance: A healthy work-life balance is essential for employee well-being and job satisfaction. Consider offering flexible work arrangements and encouraging employees to take time off when needed.
  • Give employees a voice: Encourage open and honest communication between employees and management. Solicit feedback and act on it to show employees that their opinions and ideas matter.
  • Recognise and reward employees: Regular recognition and rewards can help boost employee morale and motivation. Acknowledge and reward employees for their contributions, hard work, and achievements.

These practices can help improve employee experience and create a happier, more engaged workforce.

The Role of Technology in Employee Experience

In recent times, the impact of technology on the employee experience has become a crucial aspect for businesses as they scout for inventive means to elevate the work environment and cater to their staff's needs. The advent of technology has altered how companies approach employee experience, from attracting new hires to training, commitment, growth, and departure.

For instance, corporations are utilising recruitment software to streamline the recruitment process, making it more effortless for applicants to submit job applications and availing of online onboarding programs to furnish new employees with a smooth and customised induction into the company.

Firms are capitalising on technology to improve employee engagement by employing online performance management systems to establish goals, monitor progress, and offer feedback and recognition platforms to applaud and reward outstanding employees.

Moreover, technology is vital in professional advancement, with online learning platforms and digital training programs gaining widespread acceptance.

Employee Experience Surveys

Employee experience surveys are an excellent tool for companies to gather employee feedback and measure the Employee Experience. Different surveys can be used at each stage of the employee life cycle to gather insights and drive change.

By combining these surveys, organisations can better understand the employee experience and take action to enhance it.

Engagement surveys

Engagement surveys measure employees' emotional connection and involvement in their work and their organisation.

Onboarding surveys

Onboarding surveys assess the new employee's experience during the onboarding process and identify areas for improvement.

Training feedback surveys

Training feedback surveys gather insights into the effectiveness of training programs and their impact on employee performance.

Performance reviews

Performance reviews allow employees to reflect on their work and receive feedback from their managers.

360 reviews

360 reviews involve co-workers, managers, and subordinates’ feedback to provide a comprehensive view of the employee's performance.

Exit surveys

Exit surveys help to understand why employees leave the organisation and what can be done to improve the employee experience.

Understanding the nuances of each employee's journey is vital. With Roslin’s Employee Experience Surveys, you can pinpoint key areas of improvement across all stages of the employee lifecycle. Our surveys are designed to provide actionable insights that enhance engagement and retention. Explore how Roslin can empower your HR strategy and foster a thriving workplace.

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