A Short Guide to: Building a Best - In - Class Employee Experience

A Short Guide to: Building a Best-In-Class Employee Experience

A Short Guide to: Building a Best-In-Class Employee Experience

In current times, competition in the work environment seem to be increasing and retaining top employees is getting more difficult. However the case, most organizations are in perfect control of mechanisms of turning persons into the ultimate differentiator.

Therefore, it is not surprising that improvement of talent acquisition and retention are top on a HR priority list. Hence the popularity of best-in-class employee experience and retention has been gaining.

Going by a reliable report, 83% of HR leaders agree that "employee experience" is important to the success of their organizations.

Now, what is the meaning of "Employee Experience"?

Going by Deloitte, Employee Experience as a whole, is life at work. It is the totality of the observations and feelings of employees pertaining to their organization.

Rather than focusing on employee engagement and culture, organizations are coming up with ideas on focusing the entirety of employee experience.

This is achievable by combining indices in the workplace both managerial and human once they impact people on the job.

The following four prominent strategies are key to driving change and creating the desired best-in-class experience:

1. Integration of design thinking

Most successful organizations like Amazon, Netflix, Apple and a host of others are reputed to focus on delivering improved consumer experience. Going by the 2007 Deloitte Human Capital Trends Report, top companies engage similar strategy of design thinking in improving employee experience. This is being done by employing a thoroughly developed programme at every stage of the employee lifecycle. The goal in mind is the creation of the right impression and feeling among workers.

2. Choosing the best managers

If you have experienced the pain a bad manager causes before, you will understand how it can influence your attitude to work and the organization in general.

Since a greater part of one's experience depends on the disposition and deeds of their managers, it is important to select the right hands in management. This explains the investment in the development of good managers.

To reiterate, surveys has shown that the role of management is responsible for 70 percent differences in employee engagement, stressing the indispensable role played by senior leaders.

Exceptional managers always invest in the wellness of their employees. They achieve this by interacting with each member of staff in person and discussing performance with appreciation of accomplishments and creation of possible goals.

The perfect mix of informal talks ,timely feedbacks and formal performance discourse is important in maintaining great working relationship. Further, it will aid in establishing an environment that permits the professional success of an employee.

3. Providing meaningful work

Employees are often fulfilled when they see that their work makes good sense and contributes to the achievement the companies broader goals.

This is really prevalent in the Millennial generation who highlights the need for purposeful work as part of the most effective indices for employee retention.

On the other hand, if an employees daily task is not in consonance with the goals of the company, or seeming have no purpose, unhappiness and frustration my set in.

According to statistics, 43% of employees agree that the meaningfulness of their work is very important to job satisfaction.

This is the reason good managers explain the relevance of an employees work to the overall goal of the organization. This gives the employees a sense of importance and purpose in the organization.

4. Aiding employees in management of personal and professional demands

Certainly, the era of creating wellness and health programmes to keep insurance costs at bah is long gone.

Now, top organizations are focusing the programmes targeted at the wellbeing of employees and all that pertain to them. Examples are rewards and benefits programmes for improvement of the quality of lives of the employees.

The programs should include packages including meals, vacation, lifestyle expenses remission as well as preventive health coverage.

5. Digitizing all operations

As a HR manager, you need to come up with ideas in creating the digital mindset and adopt digital approaches to organization and management.

This is great opportunity to be explored, as the old, crude HR processes will be replaced with effective and engaging digital solutions that will satisfy customers, increase productivity and and save costs.

Conclusively, to make your employees a competitive advantage you should endeavour to engage more of them. You should devise plans to ensure they are satisfied and then adopt the above outlined strategies.


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