Motivational speaker Zig Ziglar once said: “You don’t build a business. You build people, and then the people build the business.”
Over the years, companies have adjusted to do just that: invest in their people. Even more recently, large-scale adoption of remote work has created a multitude of cultural shifts, including initiatives surrounding diversity, equity, inclusion, and belonging (DEIB), salary transparency, and employee engagement.
But while many organizations prioritize these areas individually, successful ones have taken a step back and recognized that they’re all part of the employee experience.
Ready to further your people initiatives? Read below to further understand the employee experience and how investing in your people can help transform your business and culture.
Employee experience is a term that references how employees are hired, engaged, and retained throughout the entire employee lifecycle.
The in-person and digital employee experience incorporates the following:
Sounds like just about everything an employee experiences while working at your company, right? That’s because it is. And while it’s not rocket science, it’s important to note that the more positive experiences people have at your company, the happier they will be.
Emily Connery, VP of People and Talent at ChartHop, likens the employee experience to your company’s North Star. She explains: “Once you have determined how your employee experience will look and feel, you can build everything else around that. You’ll know everything within your organization will be aligned – from training managers to conducting performance reviews to how people are expected to behave in and out of meetings.”
The alignment Connery speaks of is crucial to help standardize the employee experience across the board, no matter the team or department. And with that standardization comes:
It’s human nature for people to want to work for an organization at which they’re valued and actively invested in. But even if you create new processes and efforts to strengthen your employee experience, you won’t know the effects on your people unless you look at data.
You could toggle between spreadsheets (that are hopefully updated) to help find trends among your people. Or, you could choose the simpler method: using a people analytics platform to help you identify strengths, determine intersectionalities, and help pinpoint areas of risk for your organization.
Furthermore, using a modern people analytics platform will help you:
When you take a deep look at how you hire, engage, and retain your people, it’s easy to recognize that every business decision contributes to the employee experience. In turn, that strong employee experience feeds back into hiring practices, employee engagement, and retention efforts.
This cyclical nature therefore heightens the importance of employee experience for your organization. Instead of playing whack-a-mole by attacking issues that arise, sit back and strategize how you can create people-first initiatives every step of the employee journey. By doing so, your people will not only reap the benefits, but your organization will as well.
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