Employee Experience
What almost always happens : it starts with a survey.
The People Barometer, The Engagement Poll, The Employee Satsifaction Survey, ... you name it, we've seen it.
And that survey reveals a certain result. Positive and negative points. Obviously all biased, as the questions themselves.
And from that survey input, projects or initiatives are distilled in an attempt to improve the next period's survey results.
And yet, nothing really seems to change. People are still not happy in the job and leave. Or worse, don't care anymore and mindlessly put in their hours, collect the paycheck and silently kill all the fun there is supposed to be.
Recognize this ? Sure you do. Recent studies showed only 0,2 % of all companies have a high level of employee experience management maturity. So if you realize there is a lot of work to be done, you're not the only one facing this challenge. But how can you do things differently ? More effective ? Where to begin ? Is it a survey ?
Let's examine that survey first : does it poll for what you actually want your employees to feel or experience ? Does it fit with your people strategy ? Do you even have one ?
How do you put your existing company culture at work ? Or do you believe you can create a new one ? In that case, disappointment awaits you. You cannot, except if you want to renew your entire staff overnight. No buzzword or slogan on the wall, no program or initiative is going to change how people always interacted with each other within the walls of the micro-society your company is. However, you can leverage the values lived, the traditions cherished, the customs practiced to serve your overall brand strategy.
What are all the components in an employee lifecycle to look at ? And how do you measure without having to bore your employees to the death with surveys ? How do you report back to the organization your efforts, successes and failures ?
