Getting your employee experience right is a foundational element of your company’s success, and that’s why we think you’ll find this Ultimate Guide to Building an Employee Experience Program so valuable.
If you’re among the 78% of business leaders who recognize that their employee experience programs could be better (according to a Deloitte survey), this is for you.
If you’re in the 22% who rated their program as “excellent” already, congratulations on all that you’re doing! This is also for you to help keep building on your success, making your employee experience even better, and driving your company’s overall success even higher.
In order to implement a meaningful employee experience program, you need data. You need to know your team’s pain points, what matters to them, and how they feel about their employment.
You need to evaluate and quantify not only their performance metrics but also their morale. And you need to do so throughout each stage of the employee life cycle — from recruiting and hiring, to onboarding and ongoing training, to managing and maintaining job satisfaction for long-term retention.
Two tools that you can use to collect this data include:
As you build your employee experience program, be sure to plan the regular collection of data using these tools.
With better data, your management team can make better decisions about the employee experience.
Combined with consistent data collection — and review — you will be able to see early warning signs of potential issues. With this insight you be able to make adjustments to help maintain morale and manage performance.
This is precisely why part of your employee experience program must contain a system for simple yet comprehensive data-analysis by managers of all levels.
Active and proactive management of this sort makes employees happier. It tells them they matter and that they’re important. It shows you care.
And there is a lot of good that comes from showing your employees you care. In fact, the Limeade Institute reports these are some of the things that happen when employees feel cared for:
- 60% say they plan to stay at their company for three or more years (as opposed to only 7% of those who don’t feel cared for).
- 95% say they feel included in the organization (compared to 14% of those who don’t feel cared for).
- 94% say they feel personally engaged in their work (compared to 43% of those who don’t feel cared for)
- 90% say they’re likely to recommend their organization as a great place to work (compared to 9% of those who don’t feel cared for).
Employee experience programs show you’re invested in your team’s wellbeing and allow you to reap these benefits and more.
The most effective employee experience programs not only collect data and make employees feel cared for with regular management review, they also facilitate follow-up action.
It is true that actions speak louder than words. And when it comes to employee experience programs, taking action based on the data collected is critical.
Many times, that action will include either onsite or virtual training. It might mean an adjustment to workflows or other standard operating procedures.
More important than any specific action you may take is the fact that you are acting on data and employee feedback. So openly communicate and tell your employees about the action you take.
Employee experience programs help you keep good employees longer, help you recruit top talent when you are ready to hire and provide you with a reliable, scalable way to maintain ongoing employee development as your company continues to grow.
These programs also are a win from the employee’s perspective because they get the direct benefits of the experience you are creating for them.
If you need additional help building an employee experience program, we’re here for you!
In the meantime, you may also find it helpful to read 3 Ways to Motivate Contact Center Agents.