Employee experience is the collection of what a person learns, does, sees, and feels (all the experiences they have) at each stage of the employee lifecycle within their organization. So, how should companies go about focusing on employee experience? And most importantly, what do employees want from their work experience?
After two years in pandemics and with people seriously reconsidering their job choices, it is without a doubt that employees will not be looking for the old perks. Catered happy hours, on-site game rooms, or dry cleaning services are no longer something that attracts and retains talent.
So what steps can companies take to improve the employee experience in 2022?
#1 Prioritize diversity, equity, and inclusion
A diverse and inclusive company makes everyone feel equally involved in and supported in all work areas regardless of who they are or what they do for the business. Prioritizing diversity equity and inclusion in the workplace directly improves human capital outcomes, including decreased intent to leave, increased employee engagement and creativity, and greater employee belonging.
Ensure you implement this concept on all levels by developing and implementing diversity, equity, and inclusion strategy that focus on talent attraction, development, and retention. But, more importantly, you want your company and your managers and employees to live by these guidelines actively. To secure that, look critically at who’s part of your decision-making and consistently take actions based on what you hear from your workforce.
#2 Promote personal growth
Many companies offer programs to their employees to foster professional growth. However, today, employees also want opportunities and space for personal growth. And this is also beneficial for businesses, as employees simultaneously become more invested in themselves and the company’s success. So, invest in creating career coaching, community services, fitness and wellness programs, or language lessons.
More importantly, do not just identify and offer personal growth opportunities. Instead, establish an accountability buddy system, so your employees have someone to communicate with about what they are experiencing. That will enhance their progress exponentially, make them mindful of the change and improvement they are experiencing, and connect and inspire others to the so as well. Broadening the definition of development in this way increases both performance and intent to stay, so it pays off for employers too.
#3 Give many working arrangements options
As many employees have enjoyed the possibility of working remotely during the pandemic, they may now expect that this arrangement should continue. According to a Gallup study, nine in ten remote workers want to maintain remote work to some degree. Consequently, if you are not in a position to offer fully online roles, you should consider offering flexible schedules. This working arrangement allows employees to vary their arrival and departure times from work or choose the days they work from the office or home.
For example, you can allow coming time between 9 AM and 11 AM and leave time between 5 PM and 7 PM. However, it would help if you had your front-line managers on board for this to work. They better know what roles/ duties must be done on-site and what assignments can also be done remotely.
