Employee experience
Satisfied employees are more likely to speak positively about their company, which can enhance your reputation and strengthen your attractiveness to future talents.
On the contrary, dissatisfied employees may share their negative experiences with their family, friends, and professional networks, which can harm your organization's reputation as an employer and even discourage potential talented candidates from applying. That's why I suggest supporting you in analyzing the employee experience within your organization.
In the Human Resources' field, employee experience is a key domain.
HR professionals have to create a favorable environment where employees feel valued, heard, and supported in their professional development. Employee experience encompasses all aspects of an employee's professional journey, including recruitment, onboarding, professional development, recognition, internal communication, teamwork, leadership, corporate culture, and the use of various software and applications in their daily tasks. This experience, lived from the entry of your employees until their departure – if positive – will attract, engage, and retain talents within your organization.
A Board of Directors that invests in a positive employee experience is likely to witness more sustainable commitment from its employees.
The importance of employee experience
Engaging your teams involves close collaboration between the organization and its employees to gather their feedback, ideas, and needs, in order to continually improve the solutions offered, just as you likely already do with your external clients. The employee experience contributes to motivation, productivity, and the well-being of people working in your company. Employees who have a positive experience are more likely to actively contribute to the improvement of the organization: they are your internal customers and the primary ambassadors of your organization!
It's true that a successful recruitment can be marred if the onboarding process is unsuccessful. A poor onboarding experience can lead to frustrations and disillusionment among new employees, which can have a negative impact on their commitment and productivity.
User involvement in the design process and gathering their feedback can contribute to improving the acceptance and use of either new tools or the implementation of a new organization.
Audience
Companies and NGOs with employees.
Objectives
Audit internal processes and calibrate the overall employee experience on a scale of 1 to 5.
Format
Surveys and interviews with employees. Anonymous and synthesized feedback to obtain an overall satisfaction score.
Duration
Varies according to your needs and the number of employees to interview.
Few examples
Analysis of the turnover rate and collection of feedback from resigning employees can provide valuable insights into underlying issues, dissatisfaction, or obstacles that may lead to employee departures. This analysis allows you to identify areas for improvement and take measures to retain talent.
Employee satisfaction surveys are also a useful tool for collecting data on the employee experience. They allow you to measure the level of employee satisfaction, identify strengths and weaknesses in the organization, and take steps to improve the overall employee experience.
By enhancing the employee experience, you contribute to the satisfaction and retention of your employees.
