How to Optimize the Employee Experience
From a business leader perspective, we often must weigh the pros and cons of strategies for our business. When it comes to working to intentionally provide an excellent employee experience, consider what you have to gain, and what you have to lose? The short answer is—a lot.
You know that happy customers are critical for company profit and success, but who keeps those customers happy? Your team. Who is responsible for keeping your team happy? You!
The foundation for a successful company is a successful team. Disengaged team members will lead to lower quality of output resulting in unsatisfied customers. Unhappy employees will leave. Employee turnover will cost your company money, time, resources, and possibly your reputation. Providing a stellar employee experience during their journey with your company is imperative. Optimize the employee experience at each stage of the employee journey.
Let’s examine some strategies that can be implemented at each stage.
Hiring
Clear Communication
Communication with your employee starts with the job description. Put forth the effort to create a description that is accurate, thoroughly defines what problem the position will solve, and what success looks like. Continue clear and effective communication throughout the entire hiring process.
Collaboration
For those who are already on your team—include them in the process where appropriate. Hiring should be collaborative. Ask for input on the role, screening questions, and interviews.
Protect Your Core Values
Use your Core Values as a tool when screening potential candidates. Proper screening will protect your current team by not hiring those who are not a fit for your Core Values. Read more here on how to integrate Core Values into your hiring process.
Onboarding
Create Connections
Set your new hire up for success by connecting them to the people and tools needed. This is more than a tour of the office with a quick “Hi” to each person on the team.
Provide a Team Directory. This will put faces with names, help them learn everyone’s roles, and enable them to contact others in the company.
Connection reaches beyond the people in a company. Connecting your new hire includes providing them access to all organizational tools and software needed to do their job well. Provide or assist the new hire with technology and password setup, if necessary. Offer a quick tutorial (or video link) for each tool to ensure access.
Integrate into Company Culture
Provide orientation that allows for insight into the origin of the company’s Mission, Vision, and other Core Components. Include company leaders (i.e., your C-Suite or Executive Team). Have the owner or a Leadership Team member spend one-on-one time with the new hire to discuss the Mission and values of the company.
Implement a mentorship program for new hires. The goal of providing a mentor for your new hire is to further instill your company culture in them. Mentorship shows both the mentor and the new hire that they are valued and that the company cares about their growth and development. It makes a statement that they are worth the extra time to be mentored.
Retention
Invest in Your Team.
There is no one-size-fits-all solution for investing in your team. Communication and understanding what is important to them are critical when deciding how to invest in your team.
Here are three ways you could invest in your team:
Career development plan—Show your team that you are committed to their continued growth and learning.
Wellness programs (both physical and mental)—Healthy people will perform better at work.
Recognition program to reward achievers—But provide rewards they really want and will appreciate. A company coffee mug is not a reward.
Feedback
Create a culture where feedback is considered an opportunity and not a threat. Provide consistent opportunities for open feedback to and from your team members. Facilitate regular check-ins between all team members and their supervisors quarterly and annually. Also, establish an environment where communication is valued and prioritized in between these regular check-ins.
Employee Exit
Listen
Be intentional in discovering why someone is leaving. Ask tough questions. But be prepared for responses that may be equally tough to hear. Feedback given as an employee exits will provide invaluable opportunities for you to improve your company and employee experience, boosting employee retention. Evaluate the situation thoroughly to avoid continual turnover.
Transition Plan
Your remaining team will feel the impact when someone exits your company. How you handle an employee exit will greatly affect their employee experience. Lessen this impact by creating a transition plan. Each plan should include the who, what, when, where, and how of the exiting employee’s roles and responsibilities. Having a solid plan will keep productivity high and culture strong.
What are you doing to improve your employees’ experience?
These are just a few highlights of methods and strategies you can utilize to improve your employees’ experience. Want more?
The HR Course for Small Businesses will guide you and your team through the employee journey— from creating a job description to an employee’s last day. This series provides simplified processes and 38 easy-to-use tools to implement efficient HR practices for your small business. This course delivers practical and effective methods that will improve team engagement, communication, and culture, and in return, you will see positive results to your company’s bottom line.
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