Employee Experience

Companies that invest in the employee experience have more than 4 times the average profit

and more than two times the average revenue than those who don’t.”

The Employee Experience Advantage,
Jacob Morgan (Wiley, 2017)

 

 Some questions to ask
  • What insights do we gain from employee satisfaction data/surveys?
  • Is our productivity increasing or decreasing, according to our measurements? Why?
  • How connected and engaged is our workforce? How have we measured that?
  • What is our rate of absenteeism? Turnover? Increasing or decreasing? What are the root causes?
  • How effective is our communication to our workforce?
  • What adjustments have we made in work flexibility to better support remote workers?
 Areas to explore
  • Employee engagement – Declining? Employees do not feel valued, trust management or leadership, have the necessary skills to succeed or understand or support the organization’s strategic goals.
  • Productivity – Falling? Lack of engagement, non-alignment of employees and leadership values and eroding loyalty.
  • Absenteeism & turnover – Increasing? Declining interest and loyalty to organization results in a more casual attitude to work and alternate employment.
  • Communication – siloed, infrequent, and inconsistent? In such a situation of limited information or lack of communication, employees are left to draw their own conclusions or author their own stories as to their organization’s activities.
  • Work policies – Flexible or rigid? Increasing flexibility around work environment, location, and work patterns is transitioning from a peripheral benefit to an essential requirement.
 Impact of Culture
  • An employee who feels engaged and inspired is 125% more productive than the satisfied staffer (Bain & Company, Time. Talent. Energy., Harvard Business Review Press)
  • Highly engaged business units see a 41 percent reduction in absenteeism and a 17 percent increase in productivity (Gallup, State of the American Workplace).
  • Highly engaged business units achieve lower turnover: 59% lower the low turn-over organizations and 24% lower turnover in higher-turnover organizations (Gallup, State of the American Workplace)
  • 55% of business say that stronger engagement would improve their ability to either retain, recruit, or carry out succession planning (Confederation of British Industries/CBI, Survey)
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