5 Things You Must Include In Your Employee Experience Strategy

Employee Experience Strategy

In today’s competitive employment market, enhancing your organizational employee experience is more than critical. Extraordinary talent has numerous opportunities, and they may quickly search the internet to understand what it’s like to work elsewhere. They also have various tools to share their experiences with others, which can significantly influence your capacity to attract fresh talent. If you want to recruit and keep the talent your company needs to succeed, it’s time to get serious about enriching your employee experience culture.

Employee Experience Strategy

 Here are five things you must include in your employee experience strategy whether you’re just getting started or redesigning your strategy:

1. Consistent communication

Consistent communication should initiate during the onboarding process and continue throughout the employee lifecycle. It is critical to specifically articulate both the objectives and expectations during the process of onboarding and provide feedback on a consistent basis with respect to the progress made during the weekly one-on-ones. Employee experience software is widely used by organizations as they facilitate the culture of free-flowing feedback in the organization. 

Employee recognition is another essential component of effective communication between the employer and employee. Organizations must develop an understanding of how each of their employees prefers to be recognized and appreciated, whether in public, through company-wide recognition, or a personalized handwritten message with a modest gesture of gratitude.

2. Effective employee onboarding

Employee onboarding fills the gap between the applicant and employee experience. A deliberate handoff is essential for confirming the candidate’s decision to join your organization, and it should initiate with a welcome email followed by employee preboarding. It should proceed with an exceptional first day and an onboarding experience that helps the new recruits to work through their first 90 days. Goal establishing, consistent management check-ins, and early learning and growth opportunities are critical components for enhancing the employee experience right from the start. 

An exceptional employee onboarding program will assist your new hires in assimilating and acclimating to their new job and organization, allowing them to progress to become a happy, engaged, and productive set of the workforce.

3. A strong candidate’s experience

Every employee is initially a candidate, and their initial encounter with your company is what shapes their experience. Consider each stage of the applicant’s journey, from their initial career site visit and application process to the communications and interview procedure. Take significant steps to prevent any kinks to ensure that you’re not just turning candidates into applicants but also laying the groundwork for a solid long-term connection with them. 

The applicant’s experience must be well aligned with your employee onboarding experience to make a positive impression right from the start. 

4. Opportunities for career development 

Career pathing should also be done at the early stages of the employee lifecycle so that employees may see and strive towards a future with their business. Consider your employee’s career aspirations as well as the succession planning needs of your firm.

After you establish an alignment between the current objectives and future development prospects, develop an employee development plan for making sure that they attain success. Many courses and certifications are available to educate the employees, along with the stretched assignments and unique projects to broaden their job experience. Activities like work shadowing or formal mentorship might be beneficial to give further support.

5. A considerate compensation package

Compensation and perks are among the top reasons employees depart from their organization, indicating that they are not doing enough to enhance the employee experience. It’s not always about paying the most handsome salary or providing the best perks because individuals might choose to accept or decline an opportunity for various reasons.

It is essential to demonstrate to your employees that you care about them and their future at your company. When you provide prospects for advancement and promotions, give your employees better compensation that reflects their greater degree of responsibility and influence. Even if you can’t afford a raise immediately, connect with your employee and let them know they’re valued.

There are also various little to no-cost options to boost your pay package, such as providing them with the option to work from home with flexible timings. This can play a huge role in enhancing the employee experience of your organization. 

Challenges When Developing an Employee Experience Strategy

Most firms face specific difficulties when developing and implementing an employee experience plan. The five roadblocks listed below are some of the most typical reasons why employee experience projects fail.

Inadequate employee feedback

Employee input is critical at all phases of developing an employee experience plan. Designing an effective employee experience plan becomes hard without knowing your employees’ views, preferences, opinions, and issues. Employee experience software comes into the picture here as it enables the employees and teams to give and receive feedback easily. 

Inadequate C-level support

It is critical to have leadership backing to reimagine the workplace experience. The initiative will fail if executives do not see the value of creating a great employee experience.

Siloed HR Department

Siloed HR teams also hamper employee experience strategies. Siloed HR departments sometimes struggle to secure the resources required to handle an integrated set of goals, including management practices, benefits, and, in some cases, the work culture.

Employee experience is not only the responsibility of human resources.

Josh Bersin has explained it well: 

While the employee experience agenda began in HR, it today encompasses everything from HR to IT, health and safety, facilities, and even finance and legal. Because all of these functional areas contribute to the employee experience, they must be included in the company-wide employee experience initiative. Employee experience is now an initiative: a company-wide collection of programs and initiatives that keep people productive, safe, healthy, and aligned.

Outdated technologies and programs

A good employee experience plan requires proper workplace technology. Companies must upgrade their technology to engage and encourage workers continuously and assist HR teams and line executives in understanding what the talent they employ expects and values.

Because of the rising complexity of the workplace technology stack, these solutions must be connected to give seamless access to critical tools, information, updates, and colleagues.

Difficulties in getting management on board.

While C-level executives approve and support company-wide objectives, managers are responsible for implementing these efforts within their teams or divisions.

Manager buy-in on the benefits of creating a pleasant employee experience is thus critical for the success of any employee experience plan.

However, many organizations still have a long way to go in instilling an employee-centric culture in their managers.

Final thoughts on employee experience strategies

This method requires a considerable time investment and would be too much for any firm to handle everything at once. Instead, use your data to pick the areas you can influence most. Common HR indicators such as applicant conversion rates and staff turnover rates are vital to monitor, but they may not convey the complete story. To delve further, include qualitative data from candidates, workers, and managers and survey data. Many employee experience softwares are available to take care of the strategies and evaluate the outcome are available for the organizations. 

For more assistance regarding enhancing the employee experience for your organization, contact us right away! 

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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