Employee experience is as important as all the other benefits that you provide to your workforce. A good employee experience motivates an employee to give their best, helps build trust, and creates a superior brand image with the rest of the world. With so many benefits, it is, therefore, the responsibility of the employer and leadership to offer the best employee experience to their employees. In times of the post-pandemic world (hopefully), providing an empathetic, psychologically safe employee experience becomes all the more important as the definition of the workplace has changed and so are the various activities that revolve around a workplace.

Technology and HR enthusiasts are working hard to utilize this digitization of the workplace and offer whatever it takes to improve the conversations and ensure that nobody feels alienated. Employee experience is a process and not an action. Therefore it is important for us to identify and understand what the workforce needs and then create strategies, implement those strategies and then monitor stats based on how various teams are responding towards it.

Quite often we design processes and activities to actively engage with employees and then channel it into a great employee experience at the workplace.  Is that all? Does this ensure an empathetic and inclusive employee experience? The pandemic and the ‘Great Resignation of 2021’ that followed have shown us that employee experience at the workplace holds the key to a lot of metrics that we diligently measure. From performance metrics to the overall revenue growth, a lot depends on how employees perceive and feel about being a part of the organization. In other words, employee experience is taking the center stage. Here are 3 big ideas that are all over the place and we believe that you must include them in your employee experience.

  1. Having Conversations Instead of Surveys: What is your best way to understand what your employees are feeling? Especially in large workplaces, it is usually an annual survey where employees can give their feedback. However, is asking once or twice a year enough? We believe the answer is no and therefore the first idea to reshape employee experience is to offer real-time empathetic conversations backed by analytics to understand employee sentiment instead of the routine mundane surveys that many ignore.

Initiating a conversation with everyone can have its own challenges and hence, companies like Berryworks, have created an amazing tool called Berry that gets integrated into your existing communication platform and then starts talking to your employees regularly and anonymously to gather insights that are then delivered to the managers. Book a demo now.

  1. Identifying and Acting On Moments That Matter: Building a great employee experience strategy begins with identifying the important stages of an employee’s life cycle and ensuring that the organization does due diligence and preparation to cater to every need of the employee during those moments. The actual ‘moments that matter’ to the employees. Identifying them will be Step 1 for the employee lifecycle and will initiate the journey towards creating the best employee experience.

There are many significant big and small moments in an employee’s life cycle. The first step is to identify those crucial points during the journey, create and improve on the policies accordingly. Being there with your employees at every step during the employee life cycle will ultimately give you enough data to identify and predict moments that matter to your employees.

  1. Measuring Employee Experience – Welcoming HR Technology: You may implement N number of strategies but nothing can be accepted as a success unless it is backed by solid data. Numbers speak a lot but it all depends on gathering the right numbers to create insights. 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.

Technology is obviously the future and how you include technology in your workplace human resources can define what your employee experience is going to look like. Imbibing the above actions into your EX strategy and constantly listening and measuring the quantitative as well qualitative factors of the process will lead you to understand how well the strategy is working for you and the people in your organization.

Berry can help.