Hi, in this bite, you will learn three tips
to create a better employee experience that can help you
drive employee engagement in your organization.
Stay tuned.
The key to employee engagement won't be found in
once per year surveys, free lunches or flexible schedules.
Although we do like them.
Several studies have pointed to one formula.
A well crafted employee experience
leads to better employee engagement.
It's really just that simple.
Of course, improving employee engagement is not truly easy.
Most of us have tried the perks path offering
free lunches, work from home days,
bring your own device programs and other goodies.
But these perks don't replace what employees crave.
An authentic experience rich with fulfillment and belonging.
Employee engagement represents a real connection
between the employee and the organization.
Increase productivity, higher devotion to work,
less employee turnover and higher profitability,
are all tangible results of a truly engaged workforce.
Employee engagement doesn't spontaneously
bloom like each organization.
We need to nurture it with support, planning and all
the tools necessary to make the initiative a success.
Often there's a disconnect between how employees view work,
and how employers see work.
While employees look at work and see community,
employers frequently see
the employee-employer relationship as a contract.
Here's what employees tell me
they want at work along several dimensions.
One contributions, their organization values them.
Two presence, their organization
appreciates their very being.
Three connection, they want to experience the connection
that comes from doing good work with good people.
Four acceptance, their organization values
and needs their ideas and experience.
Five fulfillment, employees want to experience
a sense that their work matters.
Now let's look at ways to craft the great
employee experience in three steps.
One, do the research.
How many of you haven't created an employee program
and then found out that it didn't address
any specific need or problem?
I'm quite sure we've all done this,
jumped in to be the HR hero
without knowing the full story, it happens.
With our new and improved employee experience,
however, we are going to do the hard work upfront.
Find out what your employees need and want.
Use focus groups, surveys
and manager input to gather information.
Taking the time to discover and gather insights
into how employees perceive their work is vital.
Two, define the employee experience you wish to create.
Once you've completed your research,
it's time to put some definitions on paper.
What kind of employee experience you intend to create?
It's hard work to shape
these ideas into concrete definitions.
So consider these two questions as a guide.
How do you want employees to feel
about their experience at work?
What kind of experience and culture do you need?
At this point, it's important to get leaders involved.
First of all, they will have ownership
if they participate in the definition stage.
Secondly, as they wait into defining the employee
experience, they will get to understand their teams better,
and this should enhance their leadership.
Feedback is the next necessary step.
Once you've defined the employee experience,
put the definition up for honest feedback.
Your employee experience definition might get a few bruises,
and things will definitely be tweaked.
But the beauty of good feedback is that,
after the dust has settled, a motivating and foundational
employee experience definition will be born.
Three, look for gaps that need to be addressed.
Okay, it's truth time.
With your fresh definition in head,
it's time to assess and measure against it,
to create a line and address gaps.
Consider policies and practices,
create cultural reviews, examine systems.
You want to find out how the actual experience
aligns with the desired experience.
And if it doesn't work, leadership and HR
can address what needs to be adjusted.
Use HR technology tools to measure the pulse
of your organization all year long,
so you can learn about the needs
and expectations of employees.
Use these data to adapt
to the changing needs of your colleagues.
Over time, this regular feedback will clarify
the employee engagement picture, and allow you to easily
craft action plans to address the areas of need,
whether it's learning and development,
compensation or recognition.
That's it for today's bite, in which you've learned how to
improve employee experience and engagement in three steps.
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And I'll see you soon in our next learning bite.
(gentle upbeat music).