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8 Points to Consider when Designing a Robust Employee Experience

Updated: Dec 13, 2019

Recruiting and holding onto the right talent is a top priority for many businesses – and 2020 sees organisations placing greater focus on people management this year.

Companies can no longer simply rely on who they are to attract top talent. Times have changed and just as customers have the ability to pick and choose from a plethora of brands based on reviews they access digitally, potential employees are using online resources such as Linkedin and Glassdoor to “shop” among potential employers — and decide to proceed with those companies that offer the kind of EX they’re looking for.

Potential employees look for companies that provide robust development and growth initiatives, move people quickly, provide clear promotional paths, and give them the resources necessary to manage their own careers.

Your efforts need to be oriented around the different needs and expectations that today’s employees have.

Adopting EX as a strategic priority enables you to do just that.

As you look at ways to increase your EX keep your eyes on these developing tends for 2020:

Employee experience is unique to the employee. It’s for that reason creating a single employee experience strategy is difficult. But there are ways to foster and build great experiences for all employees.

Here is a list of 8 steps that help promote a “stellar employee experience” program.

Evolve and foster employee engagement

We live in ever-changing times. This means we have to remain flexible and agile in order to stay ahead of and process the changes accordingly. It is in this way employee engagement can be evolved and fostered.

Research shows that employees are looking for meaningful engagement around their work that helps to motivate, inspire and inform their day-to-day contributions and connection to the organisation’s bigger mission and goals.

Employees love it when organisations actually use their skills (one of the reasons they were undoubtedly hired) and are put to creative and problem solving use.

Create a Culture of Belonging

As humans we have a built in desire to belong. The dictionary defines the word belonging as 'an affinity for a place or situation'.

'So many of us long to be part of something real' says researcher Brene Brown.

Focus on creating workplaces that are real and inviting. Ask your team leaders to focus on opportunities for collaboration and engagement with each other.

A great employee experience is the result of people who are able to come together and help each other out, offer support, and collaborate in meaningful, productive ways.


Double down on this message by addressing physical and mental well being.

More organisations are taking this approach to the overall health of their people and it is fast becoming a major factor in improving the employee experience and attracting new recruits.

Offer flexibility and balance in their physical space and their routines. Cultivate diversity on every level. Show your team how much they matter, individually and collectively, every chance you get.

Build trust and authenticity

Trust and authenticity are fundamental to the work place. Be genuine. Build trust purposefully, mindfully and daily. Make room for your leadership role. It’s a full-time responsibility, not an add-on.

Employees more and more want to be in the know. Your employees care about what is happening in the organisation - so show them trust and include them in important conversations. Let them know what's going on.

Treat training as an investment

Employees at all levels want more learning and development, particularly when it helps them progress in their careers. In fact, 94% of employees said they would stay at their companies longer if their employers took an active role in their learning and development, bucking the idea that employees leave once they have new skills.

Employees find that professional development advances their skills and keeps them competitive. It also increases job satisfaction and may boost your employees’ confidence. Employees tend to be the most satisfied and productive when they’re trained for the skills and knowledge they need to perform their duties. Confident employees are engaged and enthusiastic, and they feel valued.

Engaged employees can’t wait to get to work, better understand their role and feel ownership in the company’s success.

Champion co-creators

Leaders should also lean on their employees to help shape the culture.

Choose champions to back you and help implement EX for all employees - as we know most things are much better coming from peers.

In doing so, employees will take ownership of their EX, especially when it is demonstrated they too can have ownership over their culture.

Streamline Culture

Culture works top down, bottom up and sideways.

Understand your organisation's culture and implement it into your everyday.

A culture where managers and peers are consistently recognising each other in a frequent and meaningful way gives people a greater sense of purpose which can positively impact their employee experience.

Seek out feedback to measure EX

Building on the 'in the know' concept, employees must know they are being heard and that their feedback is valued. This also builds respect.

Create a culture of listening. Invite input. Create check-in questions for leadership to pose. Recognise great work and to build on its success. This should be an ongoing leadership initiative.

It's important here to also follow up. This ensures employees feel heard, but also see some benefit of offering the feedback. To be clear, the benefit of being heard is not seeing a physical change in company policy or action, it’s knowing that ideas are truly considered and not dismissed.

Plain and simple: if an employee has a good idea or suggestion that would ease current practices, hear them out. Consider revising if it meets muster. Your employees are the experts on the processes currently used because they are tasked with carrying them out each day. They are the best positioned to offer real suggestions and changes that could have a positive impact.

These 8 aspects of EX make employees feel real in their jobs, enabling their best work and positioning them to stay.

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