7 Tips to Promote Employee Experience
Employee experience encapsulates employees feelings observed over the course of their tenure at an organization. Every company is keen to invest and improves its customer experience. It is becoming apparent that as organizations increasingly recognize people as their critical assets, they are improving in the employee experience as well.
Considerations
Many talent management strategies default to process improvement and transactional care of employees. However, the stress must be on the use of human behavior insights to bring out the best in the workforce and effectively optimize business performance through talent.
Strategy
A company’s employee experience becomes authentic and powerful when it is :
• consistent throughout the entire employee life cycle
• aligned with the purpose, brand and culture
• supported by strategic workforce planning
A few examples that illustrate the paradigm shift in improving employee experience.
Traditional Hiring Process vs. Authentic Job Profile Fit
A new employee is bound to be happy about a quick and smooth hiring system. On the contrary getting recruited by an organization that appreciates a candidate natural talent, expertise and skills is bound to boosts confidence and success.
Nice Manager vs. Accomplished Coach
It is good when a company hires a nice manager. But when they are able to identify a candidate who has a flair to lead and coach team members it enhances productivity and passion.
Knowing the Mission vs. Aligning with the Mission
It is quite possible that an employee might be able to recite a company's mission. But when they value their contribution to a organization vision/mission, they work with a purpose. It transforms into a memorable experience that supports their engagement over time.
From India, Bangalore
Employee experience encapsulates employees feelings observed over the course of their tenure at an organization. Every company is keen to invest and improves its customer experience. It is becoming apparent that as organizations increasingly recognize people as their critical assets, they are improving in the employee experience as well.
Considerations
Many talent management strategies default to process improvement and transactional care of employees. However, the stress must be on the use of human behavior insights to bring out the best in the workforce and effectively optimize business performance through talent.
Strategy
A company’s employee experience becomes authentic and powerful when it is :
• consistent throughout the entire employee life cycle
• aligned with the purpose, brand and culture
• supported by strategic workforce planning
A few examples that illustrate the paradigm shift in improving employee experience.
Traditional Hiring Process vs. Authentic Job Profile Fit
A new employee is bound to be happy about a quick and smooth hiring system. On the contrary getting recruited by an organization that appreciates a candidate natural talent, expertise and skills is bound to boosts confidence and success.
Nice Manager vs. Accomplished Coach
It is good when a company hires a nice manager. But when they are able to identify a candidate who has a flair to lead and coach team members it enhances productivity and passion.
Knowing the Mission vs. Aligning with the Mission
It is quite possible that an employee might be able to recite a company's mission. But when they value their contribution to a organization vision/mission, they work with a purpose. It transforms into a memorable experience that supports their engagement over time.
From India, Bangalore
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Employee Experience.doc
USP & Employee Value Proposition of Local Companies Vs MNC's.pdf