Employee experience is well connected with employee engagement and morale. It’s one of the most influential factors that drive success in the workplace. Today, employees don’t want a day job. They want to work in a free-flexible environment where they can own their work, feel more comfortable, get job satisfaction, and build rapport with their colleagues.
Despite organizations making an effort to improve employee engagement, many employees still feel disengaged at work. Some of the reasons cited for low engagement are employees not aligned to the company’s mission and vision, no recognition from the management, lack of international communication, no promotion, not paid according to the industry standards, and many other reasons. Companies should work in the interest of their employees and make them engaged at work. An engaged working atmosphere as a part of strategic business objectives creates more productivity, improved employee retention, boost morale, improve business performance, and increase revenue.
Let’s look at some of the employee experience factors that can transform your business.
HR leaders should work on improving employee retention in the organization, Organizations with improved employee experience reduces employee turnover and hiring costs. On the contrary, disengaged employees or displeasing employee experience increases high employee turnover, surges hiring and training costs, and impacts profits badly. A positive employee experience leads to employee commitment.
Employee experience is crucial to retain talented employees and is directly related to employee engagement. Engaged employees work longer for the company, while disengaged employees leave the organization for better prospects. Employees with higher engagement levels work longer hours, perform better and achieve greater heights. More engagement leads to better productivity, results in meeting business goals, and drives success.
An engaged employee at work produces more results and completes work within the stipulated time-frame. They generate space for more business consistently, which adds more revenue to the business—companies where employees are empowered to report higher productivity. HR leaders and the senior management team must quickly adapt to this change and invest the maximum in employee engagement.
Engaged employees are more likely to deliver above-average performance. They are involved in the business intricacies and other organizational performances. Higher productivity results in higher revenue, which will help transform your business to the next level.
When employees are engaged, they take ownership of the work they do and produce great results. Organizations where employee engagement is at peak performance deliver better results than those where employees are less engaged or disengaged. Engaged employees ask for more work in comparison to those disengaged who are happy with bare minimum work.
Employee engagement goes beyond fancy offices, higher incentives, work from home, or getting your pets to work. Employee engagement is making your employees a part of the work culture, involving them in important organizational decision making, and making them a part of your organization in true sense. Only then will they deliver their best performance, which will lead to organizational growth and success.
Every employee aims for a promotion. Promotion is just an ascension to the next level of the job. It can be a hike in salary or a change in designation. Whatever the case is, employee promotion is directly related to their productivity. Employees who are not allowed to grow to the next level, or given further responsibilities, feel stagnant and unmotivated. An ineffective employee is a liability to the organization.
To make your employees do good and contribute to organizational success, ensure their appraisals are done as per the organizational policy. If there is any delay in the employee review process, communicate the reason for the delay. Keeping them in the loop and giving timely updates will build more confidence in them.
Ensuring the proper flow of communication will build a strong bond between the employees and the organization. With seamless communication, employees start to relate them to their goals, mission, vision, and objectives. It creates a circle of information that needs to be coded and decoded. Implementing effective communication in the workplace makes employees feel enthusiastic about their job and become more engaged in their day-to-day work.
It also includes your work-from-home employees / remote working employees or field staff who spend most of their time outside the office. These employees are mostly disconnected from office communication. When employees work on the field, or during circumstances when they work from home, you need to ensure that communication reaches every employee in the organization through emails, phone calls, or any channel used by the organization to cascade information.
Employee Development Plan
Employees are more likely to deliver better results if they are constantly trained or infused with cross-functional training. They feel valued when companies train and prepare them to be the next leader on board. Employees will consider this gratitude and remain committed for long. They will understand why the company is investing in them.
HR leaders should categorize employees depending on their tenure and prepare customized individual employee development programs and discuss short-term and long-term career goals at least once in three months. Every employee should be assigned a team mentor who has mastered the art to train and coach employees. It will give extra confidence to your employees, who will ultimately perform better and improve business performance.
To transform your business, and increase revenue, pay special attention to employee’s needs and requirements. Train them and upskill them. Take feedback and make changes wherever necessary. Promote them and let them explore the leadership side. Ensure effective communication at all levels.