Measuring and Boosting the Employee Experience Index

Author: Nipsy Jhamb | Categories: HR Management

"Customers will never love a company until the employees love it first.” – Simon Sinek

Humans are instinctive beings, driven by emotions and sense of perceptions. These qualities come into play when you enter a workplace for the first time. Whether you are a visitor or a young intern, you will notice and understand the vibe of the workplace simply by observing the behavior of the employees working there. Believe it or not, this affects your corporate hierarchy significantly in the business world.

Imagine visiting a bank and noticing unimpressed and lethargic employees filling their work hours without any actual motivation or interest in the work. If not the stale and suffocating atmosphere, what else will be your first impression? Unmotivated employees mean that the organization is providing a poor employee experience.

Organizations – big or small – ought to focus on the ‘happiness quotient’ of the employees. They have to find out the best practices for keeping the employees motivated at work while continually evolving in their respective capacities. Happy employees mean that they will make the extra effort to keep customers happy. Till this is achieved, businesses will continue to be negatively affected.

Employee experience: Importance and impact

It’s important, right at the onset, to understand what employee experience actually means and what aspects it encompasses. Is it only limited to keeping employees satisfied or is there more to the story.

Well, employee experience isn’t confined to just one aspect; rather, there’s an assortment of attributes that organizations have to look into. Needless to say, each is crucial for the symbiotic development of the employee as well as the firm.

Let's begin by decoding the employee experience index.

It becomes a wholesome and positive experience when employees can feel a sense of:

  • Belongingness

  • Purpose

  • Achievement

  • Happiness

  • Vigor

  • Trust

An employee who doesn't know his/her purpose in the organization often lacks the motivation to work in the right direction. His/her achievement and success rate is slow and also this in turn will reflect badly on the firm's reputation. One must feel that he/she belongs to the workplace and that the work is meaningful. Unless this is experienced, the tedious tasks may land one right at the doors of ‘meaninglessness’ and ‘unhappiness’.

A person caught in the quagmire of self-doubt and devoid of purpose and vigor is unable to align his or her needs with that of the company's. This breeds an emotion of distrust and hostility. Irrespective of the attempts at covering this up, such real emotions can seldom be concealed. They are easily mirrored in the employee's body language, attitude towards work as well as the performance on board.

It may be surprising, but facts indicate that employees experiencing all the positive indexes mentioned above are more likely to deliver, and showcase higher levels of performance (up to 96%). Besides, if you can accommodate your employees with a healthy and balanced work experience, the risk of their intention to leave is reduced by up to 79%.

employee satisfaction

Tips to enhance the employee experience quotient

Achieving and maintaining the employee experience quotient isn’t a one-time activity. Rather, it is a continuous effort ought not to be missed. Here’re a few ways to get you going. Remember, these are best practices, which might require tweaking to suit your organization/ industry and depending upon your team.

So, here you go…

  • Make sure that your employees feel empowered and a part of the tribe. Alienation or a feeling that they do not matter to the company can be critical for the organization.

  • Make them feel confident about the ideas and suggestions that they share. Project leaders should encourage team members to come up with new ones regularly. Even if they aren’t workable, coldshouldering could demotivate the team. Rather, providing constructive feedback could help them improvise on the ideas and come up with better ones next time.

  • The legalities of the firm should not tie employees to an extent where they feel strangled and hopeless. Organizations should hear their employees out, provide them regular feedback, and encourage them enough while they are making an effort to step up the ladder.

  • Each employee should be offered growth opportunities to learn and grow with the organization. The learning curve is an attraction enough to keep employees connected and driven.

  • Perks in the form of health insurance, value retirements, paid time off, ease of commute, on-site fitness centers, and on-site childcare facilities – crèche can be offered to employees.

  • Make your organization an interactive and artistic hub rather than a factory for mindless work machines. Employees often seek career development opportunities – offer them the environment to nurture their skills and grow.

The onus of making the workplace environment-friendly often falls upon the Human Resource Department. Barring few things that need to be practiced by project leaders and individuals in the setting to maintain a good vibe, everything else falls within the periphery of the HR function. Hence, companies need to ensure that their staffs do not feel decayed and enjoy enough opportunities for learning and growth.

It is paramount for companies – that haven’t yet scored high on the employee experience index – to start converging their attention on this, which in turn can affect their customer experience. A happy employee will work towards creating happy customers for the organization – period.

The employee experience is the future of your company's growth, and hence everyone in your firm – right from the base of the pyramid to the top level HR department, up till the CEO – needs to change dynamics of their mindset and working style so that each employee feels motivated, valued, and empowered.