What Does “Employee Experience” Mean?

Employee Experience pertains to the amount of the opinions employees have about their interactions with their company.

Employees are also customers, so assessing and improving every level of the employees’ journey in the company is very important. This means creating a positive and fulfilling workplace for them. Engaged and satisfied employees are not only more productive, but also stay longer with the company and continue to promote the company even after they leave.

Why Employees Leave and How To Get The Best of It

The employee experience is composed of four levels:

1. Employing

2. Onboarding

3. Development

4. Off-boarding

Recruiting, however, can feel like a big problem for busy managers and teams. This leads to a poor recruiting experience. Job candidates often complain about the duration of the recruitment procedure, unsupportive feedback and poor communication. New hires often feel exhausted due to these issues. Instead of feeling excited about getting a job, they feel tired and unmotivated. Rejected candidates also form bad views about the company. Treating job applicants as customers can help companies avoid these mistakes. This can also guarantee a positive recruiting experience regardless of the result.
Some companies neglect onboarding, which is not exactly the best idea since onboarding allows them to test whether their new hires will efficiently perform the role given to them. You can extend the onboarding process beyond the new employees’ first few weeks of employment to determine if they can do their job well. It is important to understand what values you should instill in new employees as well as develop and implement a strategy to ensure that these values are clearly conveyed and embraced. More casual approaches and planned activities can help you better deal with onboarding. This will also help you understand how efficient the onboarding process is at conveying your company culture to new employees.
Once the new hires are effectively onboarded, you should also ensure that they’ll be able to grow in your company. The growth period can last for years and it’s when you will see the results of investing in proper recruitment and onboarding processes. Many companies often commit the mistake of missing signs that employees are becoming detached and dissatisfied and not intervening in time to prevent employee turnover. The growth period aims to establish a good investment cycle, which guarantees that the employees will continue investing in the organization and vice versa.
Once they leave your organization, you have to ensure that they have a positive opinion of their offboarding experience. Exit interviews should be seen as a chance to get feedback from employees. Ask them about their reason for leaving and what motivated them to apply to the organization they’re planning to join. You should also ask them about the time when they first started thinking about leaving the company and the one thing you could have done to keep them working for you. Ask them for advice on how to make your employees more engaged and satisfied with the company. Relay their answers to the manager of their former team and find ways to improve your Employee Experience.

Written by Courtney Meyers

After years of hard training, mastering the arts of of fighting organizational friction, Courtney has finally gathered the perfect team of Friction Ninjas from around the world. They have come to be known as Movanti. Think of her as the Miyagi to our Karate Kids.

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