For the love of the sacred "customer experience", brands and companies are willing to extend the red carpet to the client and to fill it with pamper and attention. However, in their eagerness to put the customer in the center, companies often neglect those who are another of their great pillars: the employees. In the bloody war of talents that is currently brewing in the business world, companies can not afford to look over their shoulder at those who bring the innovation that is so necessary to seduce the client.
The client is the king, but the employees are also (marketing) royalty.
Advantages from the “employee experience”
- Companies with satisfied and motivated employees are 57% more effective than those that shy away from the so-called "employee experience".
- Fluctuations in the workforce of companies equipped with "employee experience" programs are 87% lower than the average.
- Companies that fly the "employee experience" banner register a growth between two and three times bigger than the average.
Unfortunately, we don’t have the recipe when it comes to pampering the employee with the most satisfactory experience possible. The structure that companies must provide themselves to overlap the "employee experience" in their DNA is heavily related to their culture, their size and the industry in which they work.
But, if you want to give wings to the "employee experience" it is necessary that the highest business executives and the human resources department are aware of the need to grant a privileged place to the employee's experiences within the company.
At iborn.net, we build the strategy for "employee experience" in these four pillars:
1. Employee journey
Focus on the entire employee journey from the candidate experience, onboarding, first day at work, first month, first quarter, first year, first promotion, work anniversaries, and on. This is important for the employees to thrive through their career.
When approaching the "employee experience" companies must take their employees very seriously and interact with them and make the communication revolve around the service. It’s important to value their opinions.
The processes emanating from the human resources department must sink roots in the particular needs of the employee with the ultimate goal of providing a good experience.
4. Career development
Create a plan that focuses on the employees’ needs for growth and development with all the assistance your company can provide.