Employee Experience

4 Warning Signs Your Employee Experience Strategies Could Be Failing

It is a truth universally acknowledged that every successful company credits its success NOT to their customers or the business customers bring, BUT to their own people. Yes, employee experience in today’s times is as important and critical to a company’s growth as is customer experience. 

Everything you do to make your employees feel better and perform better by supporting them with adequate resources, correct feedback, and caring for their mental and physical well-being comes under employee experience. It is therefore an extremely large set of variables that create a holistic employee experience. Oftentimes it is even more difficult to decide what works best for the company as well as its employees.

If you are implementing changes in your employee experience strategies and not seeing results, well you are not alone. The gap or the lack of communication between hierarchy and no dynamic feedback system can lead to situations where your employee experience strategies could be failing.

How do we measure employee experience?

According to Qualtrics, the right way to proceed is by combining the operational data such as basic details, salary history and combining it with the X data or the experience data to come to a conclusion. For example, let’s say that you spent $100K on additional Covid19 cover for health insurance for your team. This is your operational data. Conduct a survey and ask your employees what they think about it, are they able to take advantage of it, their likelihood of using it, etc. Combine these two and think for yourself if the decision is worth taking or not.

Signs of a failing employee experience strategy

  • Feedback Survey Numbers Keep Declining: Surveys, originally designed to capture employee feedback have to be curated properly with proper zeal and trust that the employees will respond to it honestly and promptly. If your numbers are declining, it’s time to reassess your surveying and feedback strategies and opt for better methods of feedback collection.
  • Increase in Attrition Numbers: Nobody likes to leave a well-settled job unless there are genuine issues faced by them. The Great Resignation is a global phenomenon in the post-pandemic work and if you are seeing newer members replacing older ones more frequently, the great resignation has indeed hit you and your organization unawares.
  • Decline in Productivity: Perhaps one of the most obvious outcomes of decline in employee experience strategy is that the productivity of teams and employees reduces. Employee leaves increase and employees tend to show less interest in projects that require a longer commitment.  When productivity declines, so do business. 
  • Decline in participation in Team activities: Work should be fun and to make work fun, organizations often introduce fun activities so that the employees feel refreshed and work pressure is reduced. While many of these activities are optional, they are surely an important part of the employee experience strategy. 

Integrate Berry to Enhance Your Employee Experience

Berry, a revolutionary conversational analyst can identify the loopholes in your existing employee experience platform, suggest actionable insights, and improve the happiness quotient of your organization.

Berry is therefore a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders can use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.