Why employee experience matter and how to assess their pulse

In the time of hype about AI, we should not forget about people.

In the time of hype about AI, we should not forget about people.

Pandemic, “great resignation” and “quiet quiting” brought back the themes of the purpose and humanization of work, the quality of the time we spend at work, while concerns about work-life balance and mental health also gained in prominence.

Let’s recall several key reasons why it is important to dedicate enough space to employee experience:

A positive employee experience is closely related to productivity and performance through a strong connection between employee experience and engagement and employee and consumer experience (Forbes).

Employee well-being is an essential aspect of the employee experience. Apart from the reports about increased stress at work, findings show that over 70% of employees have experienced burnout in the past years.

In the tight skills market high employee turnover can be costly, not only when it comes to employees but also top management (Fortune).

Employee experience facilitates employee advocacy and building a positive employee reputation in an organic manner. At the same time, negative remarks on social media can undermine Employer Branding efforts and drive up the expense of attracting talent.

Using data to track employee experience allows data-driven decision-making, enabling companies to make well-informed choices regarding policies, practices, and investments aimed at enhancing the workplace.

Measuring and tracking employee experience can involve a combination of qualitative, quantitative methods and data monitoring.

1. Employee Surveys:

• • Pulse Surveys: Conduct short and frequent pulse surveys to capture real-time feedback on specific aspects of the employee experience.
  • Annual or Bi-annual Surveys: Use comprehensive surveys to assess overall employee satisfaction and engagement.
  • Surveys should include benchmarking, comparing your employee experience data to key competitors to identify areas for improvement.

2. Focus Groups and Interviews:

• • Conduct in-depth interviews or focus group discussions to gather qualitative insights into employee experiences and concerns.

3. Mapping Employee Journey

• • Every Interaction Matters from media and social media job posts to exit interviews. All these moments that matter shape employee experience.

4. Net Promoter Score (NPS):

• • Use NPS surveys to gain a holistic, actionable view of staff advocacy and sentiment towards your workplace, and how it compares to your industry.

5. Performance Metrics:

• • Analyze performance metrics like turnover rates, absenteeism, and productivity to gauge the impact of the employee experience.

6. Social Listening:

• • Monitor social media and online review sites to gain insights into what current and former employees are saying about the company.

7. Manager and Leader Assessments:

• • Assess managers and leaders on their ability to create a positive employee experience. Use tools like leadership assessments and peer reviews.

8. Feedback Platforms:

• • Implement feedback platforms that allow employees to provide continuous feedback and suggestions anonymously to encourage honesty and transparency. Real time feedbacks have particular value.

However, the key to effective measurement and tracking is not just collecting data but also acting on it. Commit to an ongoing process of measurement, feedback, and action to continuously improve the employee experience.