The Impact Of Employee Engagement On Human Resources And Organizational Success – Companies that invest in the experience of their employees are better places to work, more in-demand and more innovative applicants. Organizations must prioritize people’s needs and aspirations in order to compete for talent in today’s labor market. This means focusing on employee experience management to improve how the workplace feels to employees.
In this article, we’ll take a deep dive into the employee experience and offer ways to help you improve.
The Impact Of Employee Engagement On Human Resources And Organizational Success
Employee experience (EX) is how employees feel about everything they encounter during their employee journey. From the time they apply for a job until they leave an employer, all of their material and interpersonal relationships shape their perception of the organization.
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Employee experience is the HR equivalent of customer experience. Customer experience is an “outside-in” approach, where the customer has a central role in product and marketing-related decisions. Selling products and services that customers want to buy requires empathizing with them and focusing on what they want.
Employee experience is a similar consideration. Employees are the organization’s internal customers, so it must understand their needs, expectations and fears. Understanding how situations come between employees helps you define problems and come up with solutions.
The goal is to design an experience that shows employees care within the framework of their work. This employee-centered approach improves the modern workplace and enables employee empowerment and engagement.
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Companies with a good employee experience provide a structured work environment for their employees that enables them to do their jobs well and grow the company.
There are certain points in the employee journey that greatly affect the overall employee experience. This sphere of influence on EX includes the following three main areas:
Physical experience is related to the sensory elements in the work environment. For example, how easy it is to navigate the floor plan of the building, how comfortable and functional are the chairs and desks, how loud or quiet are the workplace conditions, or whether there are windows that bring in natural light or places to eat. Rest break.
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Physical aspects directly affect how employees feel about their work, as well as their ability to focus and complete their work. They can also be positive or negative representations of the organization and its values through how they contribute to the overall employee experience.
Creating a comfortable, stimulating environment to accommodate the physical work environment can help employees feel more creative and engaged in their jobs. Finding ways to do this can be as easy as setting up workstations or offering remote work environments that allow people to choose their own settings.
For telecommuters, the physical experience is an under-represented aspect of the overall employee experience. On the other hand, the hybrid workplace considers the role of the office in the employee experience by focusing on the collaborative and social elements in the office space.
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Technology is an essential function in the workplace. Employees use digital tools to search for jobs, do their jobs, communicate with colleagues, and interact with HR and other services. Whether digital tools meet their expectations and make work easier has a direct impact on employee satisfaction.
Technology should automate everyday tasks and simplify more complex tasks and processes. For example, job candidates appreciate not having to manually upload every feature on their resume to the company’s ATS. They will be more likely to apply if they can upload their current LinkedIn profile with one click.
The digital employee experience should be a starting point when trying to understand the end user when creating, purchasing, implementing and improving technology employees. There are two important considerations:
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The system should be user friendly and engaging. The model below, taken from our Digital HR Strategy course, shows this clearly. Organizations should strive for level 3.
Note: As you can see below in our real-life employee experience examples, digital tools are often incorporated into solutions that enhance other parts of the employee experience framework.
Cultural experience is a company’s personality. It includes the values, symbols and visible behaviors displayed in everyday practice. In other words, these are the mundane things that affect how the working environment feels.
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Culture is about creating an environment where people want to work and can thrive. Without the right culture, digital and physical experiences may not be enough to create a desirable overall EX.
A corporate culture that promotes creativity, collaboration and empowerment develops employees who take risks, actively innovate, come up with new ideas and then collaborate to implement them. This type of culture also puts employees in the right mindset to embrace new systems and initiatives.
It is said that good leaders enable employees to do their jobs by removing obstacles that prevent them from doing so. The employee experience is the same. By simplifying systems and processes, it becomes easier for employees to do their jobs.
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Companies that create an excellent employee experience through hiring, onboarding new employees, developing career paths and performance management are able to reduce complexity and drive collaboration.
According to Derry and colleagues (2017), a survey of 281 managers last year showed differences between the top and bottom quartiles on employee experience:
These results indicate that these types of firms can innovate faster by bringing products to market faster. In addition, they will be able to create a better customer experience. It shows that if the organization enables the employees to perform higher tasks, they can serve the customers at a higher level.
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Harvard Business Review researchers examined the relationship between employee experience and customer experience. They analyzed three years of data shared by a large global retail business. The researchers found that if a store’s employee experience metrics improved from the bottom quartile to the top, its revenue would increase by more than 50 percent and profits would almost certainly improve.
In summary, investing in the employee experience makes great business sense. Research by Jacob Morgan of 250 organizations shows that companies that invest in the experience of their employees outperform those that do not. Not only do they grow 1.5x faster, pay better and generate more than double the revenue, but they are also 4x more profitable.
Positive employee experiences lead to engaged employees, and engaged employees are five times more likely to recommend the organization than those who are not engaged. While an employee-centric mindset is key to designing a good employee experience, the sweet spot is where employee needs and organizational strategy meet. This is where HR should focus its efforts. Janet Cleary, Director at McLean & Company How to Improve the Employee Experience
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Since a better employee experience plays a significant role in the success of an organization, it should be a central focus for HR leaders. Here are nine employee experience management best practices to keep in mind:
Take the approach that employee experience is about meaningful interactions between employees and the organization. This allows you to create experiences that help your employees be more productive and engaged.
The employee experience design process should put the employee’s perspective at the forefront. This can be done by asking questions such as the following:
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Employee experience includes the entire relationship employees have with the organization. This employee life cycle can be divided into the following seven stages:
Building a great overall EX means that your employee experience strategy should cover each of these steps. One or more areas of the employee’s life can ignore how people feel about the organization in other stages of their journey.
People are looking for an employer who will show them respect by acknowledging that they have a life outside of work and meeting individual needs. According to a study by the ADP Research Institute, many people would even take a pay cut to find this. Providing support for employees’ physical, mental, financial and career improvement shows them that they are valued as people as well as workers.
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When you promote overall well-being in the workplace, it contributes to a positive employee experience and results in retention, engagement, productivity and reduced absenteeism.
People are used to having assistive technology in their personal lives, and they expect the same at work. Duplicate entries on slow computers or multiple spreadsheets will frustrate most employees.
Tailoring the digital employee experience by providing them with the tools they need to do their jobs, as well as training and support for those tools, will make their jobs easier. It can help employees be more productive and keep them engaged in their work.
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Go to the source for the best advice on how to improve the employee experience. Feedback mechanisms, such as employee experience surveys and Employee Net Promoter Score measurements, help you connect with employees by showing them you value what they have to say.
Employee feedback allows you to gauge their motivation and the perceptions and attitudes they face on a daily basis. By listening to what they have to say, you can see what makes them happy and also the early warning signs of low employee engagement. With this insight, you can create an action plan that works to strengthen and make the necessary changes that employees will find meaningful.
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