The Ideal Employee Experience
ideal-employee-experience

The Ideal Employee Experience

If your employees feel a connection to your organization, if they understand their place in it and can see a future for themselves there, they're far more likely to be engaged. And engaged employees are critical to the success, both short and long-term, of your company. To increase the likelihood that your employees will fulfill their potential and truly engage with their work and with each other, you need to design the ideal employee experience. In this article, we describe the five phases of the ideal employee experience. Understanding them is the first step to building a culture of engagement at your company.

employee experience pyramid

Hopeful

Most new hires are hopeful and optimistic about their decision to join your organization. We've all been there-it's the "honeymoon period." By joining your company, new hires have taken the first step, but they're still not exactly sure what they've signed up for. It's critically important to establish a firm foundation at this moment in the employee experience. Within the first 30 days, organizations need to at least begin to answer three important questions: Who do I work for? Why should I be proud to work here? Why am I here? If these basic questions aren't answered, the foundation of the employee experience will be unstable.

Involved

The next step is to get new employees involved in the day-to-day life of the company, beyond their assigned tasks and responsibilities. Here's the key: remember, there's no one size fits all solution. Identify your employee's passions-those things that really motivate them-and build programs that appeal to different personalities. For example, extroverts might jump at the chance to be part of a young professionals initiative. Introverts might prefer to be part of a smaller group, say a focus group dedicated to uncovering insights around a particular problem or challenge. All new employees will likely benefit from some degree of mentorship. Discover what works for your company, but whatever paths you choose, be sure to offer multiple "on ramps" to get new hires feeling involved and connected.

Valued

Everyone wants to feel appreciated and valued, but not everyone wants to see their name in lights. The next phase of the employee experience challenges the organization to provide multiple ways to recognize and reward employees. We all know from experience, and have probably read the research on just how important it is for Millennials to feel appreciated for the value they contribute to a collective vision or goal. Rewards don't always have to be, nor should they be, financial. Again, this is about figuring out what resonates with different kinds of people. Some team members will be delighted by outward signs of appreciation, others will prefer a handwritten note, a branded company t-shirt, or an invitation to a task force focused on tackling a business-related challenge. Showing team members that they are valued, and that they are progressing in their careers, doesn't have to be complicated or difficult, but it can have a disproportionately positive impact on engagement scores.

Inspired

Employees who feel involved and valued become inspired to do their best work. At this stage of the employee experience journey, employees understand their place in the organization and are excited and proud to be part of the team. The danger at this stage is that employees can become complacent. Build on a solid foundation by continuing to challenge employees with new opportunities to learn and grow. Now is the time to dial up career pathing, so that employees have a clear vision on where they're going and what they need to get to the next level.

Engaged

When your employees feel involved, valued, and inspired, you have an engaged workforce that, given the right tools, can become evangelists for your company. Granted, not everyone will reach this pinnacle of engagement-not all humans were meant to be evangelists. But if you've patiently laid the groundwork, your company is far more likely to create an environment in which people who want to promote your company's mission, purpose, and values are ready and willing to do so; now, it's up to you to give them a platform to do just that.

In the coming months, we'll share with you an action plan to help identify, amplify, and track the results your employee evangelists can have on recruiting, hiring, and your company's overall engagement score.

What's next?

We have a lot more to share on this final pillar of HR excellence. In the next few months, we'll help you build the ideal employee experience with actionable plans and expert advice on:

  • Re-engaging employees who have lost their way
  • Identifying and activating your most engaged employees
  • Designing the employee experience from the ground up
  • Creating and measuring the results of an employee referral program

More to Discover

Why Diversity in the Workplace Matters

Why Diversity in the Workplace Matters

The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...

Warning Signs of Disengagement

Warning Signs of Disengagement

Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...

How to Create the Ideal Employee Experience

How to Create the Ideal Employee Experience

All companies covet an engaged, motivated workforce. When your people are engaged, they don’t behave like an average employee. They’re more like committed volunteers devoted to a mission, always seeking new opportunities to boost morale and make a difference. It’s no surprise then that, according to DecisionWise, in 2017, 73% of executives said employee engagement was a top concern. Yet Gallup’s annual survey of engagement continually finds that only 1/3 of employees are engaged at work. Most (51%) are not engaged and, even worse, 16% are actively disengaged. With so many companies focused on engagement, why don’t we see better results? A primary reason is that not all companies focus on the employee experience. Everything from...

3 Big Problems Only HR Can Solve

3 Big Problems Only HR Can Solve

There’s never been a better time to be in HR. Now more than ever, your company depends on the unique insights you can bring to the table. It’s time to think big and push your HR team beyond the status quo. But what does that mean? At Paycor, we define “status quo” as an HR process that’s bogged down by paperwork and administrative tasks. It’s off-the-shelf technology that’s more of a hindrance than helpful. It’s the voice in your head that says, “There’s so much more we could do if only we had the time.” Let us help you take HR to the next level. In this guide, we’ll present action plans for three big initiatives your HR team (or just you, if you’re the team!) can begin implementing today. We hope you enjoy this guide and are inspired to...