Employee Experience Management (EEM) & How To Develop Your Framework
Employee experience management (eem) is a topic that just recently started gaining attention from human resource teams and it’s very likely that you have no idea what it is.
First, let me start by explaining what employee experience (ex) is. Basically, it’s the way each employee feels while interacting with different parts of the organization: from IT to HR to even the way the office is structured.
What is Employee Experience Management? – Definition & Meaning
The practice of employee experience management is dedicated to influencing each one of those touchpoints from the recruitment phase to the offboarding from the company.
Most huge corporations have started paying attention to the employee development experience as they’ve worked on developing a business environment that can lead to exceptional success for the organization.
Why is Employee Experience Management Important?
A lot of big organizations spend more than $700 million per year in an effort to improve employee engagement. They try to do that by presenting perks like employee wellbeing programs, flexible working hours, and entertainment centers in the office.
However, most of these initiatives only drive active employee engagement for a short period of time. This means that after a few months, the company has to inject another few million and come up with new ways to make the exceptional employee experience better.
Now, this might seem like a lot of money getting thrown out the window, but research shows that’s not the case at all.
In fact, statistics state that companies who invest in effective employee experience management solutions or have an employee engagement strategy have earned four times the average profit and more than two times the average revenue of companies, who don’t have that kind of practice.
3 Key Elements of an Employee Experience Management Model
In order for any business to continue being competitive, it has to adapt to the current changes in the world. Studies suggest that employee expectations have massively evolved in the last few decades.
And if the organization fails to meet those requirements it will be unable to retain talent. That’s why it’s important to have a proper employee experience management system in place.
It will enable the business to reach its future goals while creating a comprehensive employee experience.
Let’s now discuss the three key elements of any employee experience management system.
1. Learning and Development of Employee Experience
As university education becomes less and less needed, other learning methods are becoming increasingly more popular.
That’s why 87% of people rank learning and development opportunities as critically important in a new workplace. Research shows that having a proper L&D system in place raises employee engagement levels as it shows that the company is investing in its people.
Furthermore, it leads to higher motivation, trust, and commitment, thus helping nurture a better connection with employees.
Regulatory training also falls into this category, as obtaining job-specific skills and filling in knowledge gaps help boost employee morale.
There are three key steps you can apply in your organization:
- having pre-determined training sessions as part of the employee on-boarding
- offering workshops or training modules that help the employee on their way to reaching career growth
- coaching should be a part of the mandatory meeting list
2. Collaboration and Empower of Employee Experience
When people truly work together as a team, they can achieve a lot more than as individuals. However, creating this kind of an atmosphere is extremely difficult in a situation of isolation, like the one we’re currently living in.
That’s why numerous businesses have invested in employee experience platforms that could help facilitate a feeling of togetherness, by making online communication easier.
A great example here is the umbrella brand, Mitchells and Butlers, who cultivated a collaborative environment with the help of such a solution.
With this investment, they immediately saw a rise in performance, engagement, and business outcomes.
Here are three things that can be done to implement such a culture in an organization:
- organizing get-togethers for co-workers
- using digital workplace tools that facilitate better collaboration between team members
- create a collaborative environment by encouraging free-flowing communication
3. Performance Management of Employee Experience
The performance management process is a key component of the employee lifecycle.
Whenever employees receive structured and constructive feedback, that’s aligned with the company culture, they’re much more likely to remain a part of the organization for a long time.
A study done by Slack showed that “aligned” workers are much more engaged with their job, compared to the “unaligned” ones.
As a result, those who are aligned were more motivated to achieve results and contribute to the organization. On the other hand, “unaligned” employees were often feeling detached from the company and its objectives and didn’t feel appreciated in their current position.
Here are three things you can do to make your workers more “aligned”:
- have a well though-out performance management system for the entire organization
- offer actionable insights to employees during appraisals
- use employee surveys to pinpoint holes in the performance management system and then work to annihilate them
Employee Experience Management – How to Improve & Enhance in 3 Steps
If an organization has taken steps towards implementing an employee management system but seeks to make further improvements, here are three simple steps that will surely enhance it.
Step 1: Improve the Onboarding Process
First impressions last. That’s why it’s important to win newcomers from the very first steps they make in the company. It can be extremely frustrating as a newcomer if you’re just wandering around not knowing what to do or who to talk to.
Organizations have to ensure good and timely communication from the beginning. The manager has to introduce the new hires to all the team members, the organizational values and also give them an idea of what the next few days will look like.
Step 2: Ensure Constant Communication
Make employees feel a part of something by communication changes and company news in a timely manner. Also, encourage employee engagement by asking for feedback and then share noteworthy suggestions with the company executives.
In the end, the entire goal of employee engagement is to make people more invested in the workplace and this goes hand-in-hand with giving feedback, even if it’s negative at times.
Step 3: Do the Offboarding the Right Way
Even if people decide to quit, it’s still important to part with them in a civilized manner.
Give them the opportunity to express their opinions on the company in exit interviews and ensure they can quit their role while providing their successor with the needed knowledge to perform well in the position.
Employee Experience Management – List of 15 Benefits
1. Building a good company image
When an organization has numerous employees who’ve worked there for a couple of years and have even climbed up the ladder, that helps build an image of a terrific workplace.
2. Attract top candidates
This ties in with the first benefit. By having a good public image, a company becomes more attractive to top-tier candidates who have plenty of choices.
3. Better environment
When employees are engaged in the work process and thus aware of everything going on in the company, they’re more likely to collaborate with other teams and departments. This in turn helps nurture a good organizational culture.
4. Improved employee/manager communication
All employee experience solutions tactics are usually performed by the manager. And most of them serve as a building block to better, more frequent communication between the manager and his subordinates.
5. More productive employees
It’s not hard to figure out that people who are happy and engaged in their work would be more productive than their counterparts.
6. Happy employees = happy customers
I don’t remember who said it, but a famous business owner once claimed that an organization should take care of its employees and that would translate into happy clients. Well, that’s been proven to be true as statistics show that 79% of companies with engaged employees provide better customer service than those with disengaged ones.
7. Bring more success to the company
If employees are more engaged with their job and company, they will want to work harder to achieve its objectives. Whether that’s through new ideas or extra work hours.
8. Companies look better to young people
We’ve all read all about Gen-Z and Millenials and how demanding they’re towards employers. And as they’re becoming a larger portion of the workforce, it’s important for companies to be attractive to them. That can definitely happen through employee engagement strategies that ensure a better work environment.
9. Return of investment increases
A Gallup poll suggests that actively disengaged workers cost companies anywhere from $450 to $500 billion per year. And no company wants to pay this “disengaged fee”.
So if an organization takes preventative measures and invests in employee experience technology early on, it can enjoy increase profitability by 22%, lower shrinkage levels, and a better share price.
10. Reduce turnover
By creating a lively, engaging workplace people will “stop” leaving the company. That in return will help it save money by reducing turnover costs.
11. Retain talent
The hardest thing to do is keep talented and hard-working people in the company for long. It’s also the most important thing an organization can achieve. It can happen when a company invests in all aspects of employee experience management – great onboarding, learning, and development programs, and employee wellness initiatives as well as preventing employee burnout.
12. Inspire creativity
Having talented employees that are also happy and inspired is a recipe for more creativity and better ideas.
13. Decreased absences
When people love their job, manager, and team, they want to come to work and help their collective. So in a way, employee experience management can help decrease absences.
14. Creating a sense of belonging
Employee experience management helps create a sense of belonging in workers. They feel the investment of the company and in return, start to care about its well-being.
15. Achievements begin to matter more
When individual works in a competitive, driven, and also friendly environment, company awards for employee of the month or year begin to matter more. That’s because people feel they’ve actually won something, but also because others congratulate them on their achievements as well.
What does an Employee Experience Manager do?
The employee experience manager is the person who manages, runs, and tracks all the initiatives surrounding the improvement of the employee experience.
His job is to conduct employee surveys, check feedback on exit interviews, and offer innovative ways to enhance the quality of the workplace. These managers have to be able to understand the perspective of the employees and thus stay connected to them.
In huge corporations, usually, this role is either a part of the HR team or it’s not a stand-alone position. In such circumstances, these responsibilities fall to the HRBP manager.
What are Employee Experience Management and Talent Experience Management?
Employee experience management is a whole system that usually involves several key processes.
One of them is Talent Experience Management, which consists of three steps:
- training the employees
- making sure they’re engaged with their work and the organization
- evaluating their performance and providing regular feedback
Difference Between Employee Experience and Employee Talent Management
Talent management is the entire process that an organization has to apply in order to recruit, retain, develop, reward and encourage its employees.
The employee experience, however the way each employee feels throughout their stay in the company, along all the different touchpoints.
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