How to design employee experience that leads for more retention of employees

 

How to design employee experience that leads for more retention of employees

Designing employee experience is all about engaging employees better such that it reflects on their performance. So, there must be consistency, structure, and motivation while you design a plan for improving employee experience as well as performance (Hymowitz, 2000). In fact, employee experience or EX, as most companies like to call it today, is the next competitive frontier for businesses.

Things to keep in mind while designing employee experience

Personalization and transparency - Unlocking the true potential of your employees is like an art. You have to free yourself from all possible biases – age, gender, experience – and keep learning to get better at it. One of the keys is to focus on HR products and services to strengthen the emotional connection between people (Ichniowski, 2009). Therefore, employee engagement activities such as Pulse Surveys, company-wide polls, open idea board, fun activities, etc., gives employees their own individual voice.

Journey mapping for employee experience - The difference being you define outcomes and results while mapping the journey. It’s a method of visualizing the journey the employee has had in your organization. The important milestones, achievement and likewise. The map would show every stage that the  employee has gone through in the company (Hymowitz, 2000). This will help you to understand what the weak and strong points of an employee are. This would also give an insight into what things matter the most to the employee. 

Talk wellness - Invest in employee wellness before you even start thinking about employee experience. Employee wellness is crucial in ensuring that your employees feel valued and worthy (Hymowitz, 2000). Wellness is not just physical. Programs that foster mental health and wellbeing must also be encouraged. All these will add to curating an exemplary employee experience.

HR chat boats

Providing information to people that depend on you at the time they seek the information, at the speed they would expect, the intelligence that they would demand crisply. And make it all self-service (Ichniowski, 2009).

Its possible now with a chat bot. An intelligent agent that does not take a break, learns from the interactions to build intelligence, is always available, and can provide any response to a query or lookup data for an authenticate inquiry crisply in a pinpoint fashion.

Leverage technology to ace employee experience

HR and tech teams have been feeding computers data for a couple of decades and now computers are really getting ready to serve us (Hymowitz, 2000).

The roles have changed. So should we. This has been no more than data in and out that legacy platforms support. New age technology is aligned much better to serve intelligently. Take over all the mundane tasks of information search and retrieval, speaking out.

HR software and HRMS have taken over and has revolutionized the whole HR processes. Leaders are now using integrated human capital platforms to redefine employee experience. 

Conclusion

Employees who enjoy the company experience are the ones who will take additional and more careful initiatives at work. Customer support and retention won’t really be a problem because your employees will ensure that they take care of it all. What you have to do is design employee experience from hiring, through training, to exit (yes, exit too) and the results will reflect in the overall company performance.

References

Hymowitz, C., 2000. How can a manager encourage employees to take bold risks?, New York: s.n.

Ichniowski, J., 2009. Human Resource Management in Business Context Employee involvement. [Online]
Available at: http://www.hrmguide.co.uk/jobmarket/turnover_cost.htm
[Accessed 14 April 2022].

Lynton, R. P. & Pareek, U., 2000. The Human Development Handbook. London: Kogan Page Limited.