Employee Experience

What Is Employee Experience And Why It Matters

Blog Author

by ChartHop Team

June 11th, 2021


The ChartHop Team

There’s been a multitude of massive corporate cultural shifts that have occurred within the past year. Most obviously is the large-scale adoption of remote work -- as companies were forced to accommodate the new reality of working through a pandemic, working from home quickly became the new normal. Diversity, equity, and inclusion (DEI) have all been pushed to the forefront, too, as have the roles of transparency and corporate responsibility. Included in this long list of growing business initiatives is the employee experience.

While employee engagement is still a top priority for most thriving businesses, companies are now recognizing it’s only a part of the entire package. Instead, more organizations are prioritizing the employee experience as a whole.

Considering all the changes we endured in 2020, this comprehensive approach to fostering a healthy employee experience is more vital than ever. In fact, a recent Deloitte survey found that 84% of business leaders rated the need for an engaging, inclusive experience as “important,” while 28% rated it as “urgent.”

“We see an opportunity for employers to refresh and expand the concept of “employee experience” to address the “human experience” at work,” says that same Deloitte report. This is because, “building on an understanding of worker aspirations to connect work back to the impact it has on not only the organization, but society as a whole.”

It’s time to embrace the bigger picture. Engagement is imperative, but so are programs like hiring & onboarding, compensation & benefits, learning & development, and company culture. It’s time we take an authentic, human approach to cultivating a holistic employee experience.

What is the Employee Experience?

The employee experience is a term that references how employees are hired, engaged, and retained throughout the entire employee lifecycle. As we mentioned, employee engagement has traditionally been the HR metric of choice for many organizations. Now, this methodology is evolving: engagement is still a key metric companies strive for, but it’s just one facet of the bigger picture.

Instead, the in-person and digital employee experience incorporates everything. Including:

  • Recruitment & hiring
  • Onboarding
  • Compensation & benefits
  • Performance management
  • Learning & development
  • Scenario planning, restructures, and succession planning
  • Company culture
  • Employee engagement
  • Diversity, equity & inclusion

Why does this employee experience matter so much? Simply put, it boils down to your organization’s people. As we learned with engagement, the more challenged and inspired your people are to come work, the better the results will be. The same goes even further for experience. The more you care for your people and invest in a people-first employee experience, the better set up for long-term success you’ll be. Here’s why:

3 Reasons to Prioritize Your Employee Experience

1. Embrace and enhance the big picture

Despite its popularity amongst business leaders and HR professionals, employee engagement is an arbitrary cultural indicator. Think about it -- what does engagement actually mean? That employees are coming to work on time? Or that they’re consistently hitting their KPIs and OKRs? Or that they’re staying in their roles as opposed to leaving for a new opportunity?

Sample ChartHop Org Chart visualization of eNPS data

Sample Org Chart visualization of eNPS data.

Depending on the organization, teams, and people, employee engagement can take on a plethora of different meanings. With employee experience, however, it’s less ambiguous: it simply refers to everything within an employee lifecycle. Instead of pigeonholing yourself to just engagement, embrace and enhance the bigger picture at every step of the way with a platform like ChartHop.

With ChartHop, you leverage a proactive approach for:

  • Recruitment: The employee experience starts before new employees are hired. Use a centralized platform to streamline hiring plans and simplify recruitment workflows that will optimize your candidate experience.
  • Onboarding: Ensure your new hires hit the ground running on day one. With ChartHop, your new employees can have a better onboarding experience with access to contextual information such as personalized onboarding plans, org charts, team structures, and more.
  • Compensation & benefits: ChartHop integrates with HRIS stacks while keeping vital information secure in a single place. Rather than toggling to different apps or sussing through spreadsheets, ChartHop lets employees access their current and historic compensation data -- including equity -- in just a few clicks.
  • Performance management: Give your people the tools they need to grow. With ChartHop you can create, track, and improve individual performance plans, professional development programs, and other L&D opportunities.
  • Company culture: Company culture greatly impacts the overall employee experience. Use engagement metrics, DEI data, and other People Analytics to continuously improve the organizational culture at every level.

When you track employee experience with technology like ChartHop, the limits are virtually endless. Slice and dice whatever data you want, on whatever facet you want, to create a better experience for all.

2. Cultivate a culture that’s equitable and inclusive

Engagement comes from an employee experience that’s equitable and inclusive for everyone. However, DEI data isn’t always the easiest to wrangle -- especially across every facet of the business.

By prioritizing the employee experience with technology like ChartHop, leaders and functional managers can interrogate DEI data more thoroughly to identify gaps and drive meaningful change. With integrated data from HR stacks and the help of robust, customizable reports, leaders can make data-informed decisions on every part of the experience. This means you can:

  • Exceed representation: Yes, a diverse workplace is important. But like engagement is to the employee experience, representation is just one part of an equitable, inclusive workplace. With ChartHop, you can see how DEI initiatives are performing in every corner of the business. This helps drive diverse hiring strategies, as well as other initiatives, like equitable opportunities, diverse partnerships, professional advancement, and more.
  • Enact change: When armed with a tool like ChartHop, you and your teams are equipped to dissect datasets by demographics, like age, ability, race, location, gender, ethnicity, time-zones, education level, parental status, and more. With these insights, you can dive deeper into issues or performance-based trends that might be impacting underrepresented groups, and make changes as needed.
  • Encourage accountability: Engagement tends to fall on the functional manager. However, everyone -- leaders, team leads, and individual contributors -- is responsible for creating an inclusive, fair, and honest experience. With ChartHop, everyone can take part in achieving these goals to keep each other transparent and accountable. Sample Data Sheet including eNPS data along with Gender

3. Improve performance and drive real results

As Deloitte suggested, your people are exactly that: people. It’s human nature to want to work for an organization in which they’re valued and actively invested in.

Use a platform like ChartHop to prioritize both the in-person and digital employee experience. From 30-60-90-day plans and quarterly performance reviews, to succession planning and skills mapping, to more personalized 1:1s and productive skip-levels, ChartHop allows you to understand each and every experience that directly impacts and inspires your people’s growth and empowerment. Use ChartHop to:

  • Stay agile: The employee experience isn’t finite, nor is it foolproof. Problems can arise and plans can change -- but having the data and tools to be agile and iterate in the moment is essential. With a tool like ChartHop, your employee experience teams can take things in stride, effectively scenario plan, and act accordingly.
  • Fuel growth: Investing in your digital employee experience means giving people the tools they need to own their growth. With ChartHop, customizable employee profiles act as personalized data command-centers that enable individuals to steer their professional development, know the ins-and-outs of the company, and fuel a more autonomous experience.
  • Track results: ChartHop provides the People Analytics that drive the employee experience. When integrated with HR data from systems in hiring, comp & benefits, and learning & development, you can take a pulse check on virtually any sector of the employee experience, and make improvements or adjustments as you grow.

Engagement comes from experience. Make your employee experience a top priority for better results.

Expand Your Horizons

It’s time to take back your employee experience.

Yes, engagement is important -- but that’s only part of the bigger picture. Rather than limiting your organization to arbitrary expectations, expand and embrace new horizons. Take a deep look at how you hire, engage, and retain your people, and how every part of your business contributes to that lifecycle. In turn, engagement will come, along with a myriad of other benefits that ensure long-term results.


Blog Author

Written by ChartHop Team

Head of Growth & Partnerships

Employee Experience

See it in action!
Request a demo now.