4 Steps for Enterprises to Build a Seamless Employee Experience

Robby Gupta

Today, employee engagement is more than an annual retreat. Companies are focusing on building an experience that combines different elements of the workplace. Employee engagement has become directly proportional to customer satisfaction, maximizing revenue, and productivity of the organization. With organizations undergoing a digital transformation, it is more necessary than ever to improve every aspect of the employee’s workflow to smoothen the process.

Enterprises are recognizing that keeping employees satisfied is a precursor to improving customer experience. Good employee experience is the key to maximizing their personal and organizational productivity. Companies are now designing comprehensive employee experience strategies to manage their expectations from the organization.

Every employee in every organization expects to be treated fairly. Enterprise mobility has come into action, meaning employees that work from home also want to become a part of this engagement. They also expect their organizations to provide a seamless workflow experience. The result is that companies are now listening to their employees. They are provided complete access to information, proper education, and learning. It is crucial to design a strategy that can improve the overall employee experience.

4 steps to design a seamless employee experience

There is no one perfect way to improve the employee experience. It depends on the type of organization and the work employees are engaged in. However, there are certain steps that every organization can take to amplify on their specifically designed employee experience strategy.

1. Use analytics to understand employee challenges
While employee experience may suggest that companies focus on culture and perception, they should start with analytics. Since employees are considered as customers now, organizations can use similar analytics to evaluate their experience as well. It will provide a clear view of where employee engagement stands in the organization and find its limitations.

Analytics can be used to measure employee engagement. Employee information can be a starting point to categorize employees based on work interests, profile, etc. Surveys can be conducted to assess the challenges that employees are facing and determine the solutions. Comments on the internal and external social platform also play a role in voicing out the challenges employees face in the organization.

Internet of Things can be utilized to understand the employee’s satisfaction with work and their personal wellness. These analytics are important to understand the gaps in employee engagement. Digital transformation is on the rise and not every employee can be reached physically. The online assessment is, therefore, a major determiner of challenges that employees are facing. These analytics will give major insights into designing solutions that will improve the employee experience. It will also enable you to view things from the employee’s perspectives and resolve issues related to productivity and workflow.

2. Work on employee experience touchpoints with maximum impact
If organizations are serious about employee experience, they’ll invest themselves fully to improve it. When they are engaged, organizations get a clear idea of the employee lifecycle. They begin understanding the aspects that are important to the employees and the organization. These touchpoints once identified play a critical part in designing a seamless employee experience.

Labor-intensive industries focus on recruiting and onboarding process as major touchpoints to understand the employee experience. It significantly impacts attracting and retaining top-notch talent. The recruiting process reflects how employees perceive the company. It showcases the organization’s brand and initiates the decision of employees to join the organization. Recruiting is a major touchpoint to understand how an employee will fit in the organization and what do they expect from it.

Apart from these, other organizations focus on career growth and projects to determine the retention and productivity of employees. Employee experience multiplies in organizations where there are high chances of career development. Project assignment also enables organizations to perceive their employees’ expectations from the organization. Once these different touchpoints are identified, companies can make investments that rightly fit their organizational strategy for designing an employee experience.

3. Surpass traditional silos with employee experience alliances
Organizations must adopt a multi-functional perception of designing employee experiences. They cannot improve the engagement in isolation for each department. All members of the team need to work coherently for designing an employee experience that benefits everyone.

Departments working in harmony help build a better experience strategy. The IT department must provide the hardware and software resources required to smoothen the implementation of design and development tools. Individual productivity is a critical function of facilities and real estate services for creating productive workspaces. The marketing department helps in better collaboration between employees and organizational branding during the process. Leadership and business management must oversee day-to-day employee activities and the work environment. It enables understanding the challenges in employee experience at the fundamental level. Employee experience is not a standalone activity for every department. It is an integrated activity that combines all the departments to work together and build a good experience structure.

4. Iterate design principles to continuously improve the experience
The agile design has some important lessons that organizations can learn while designing employee experiences. These principles enable regular iteration in design to identify gaps and fix them. The first step is to accumulate data and develop a comprehensive understanding of the employee population.

After that, the entire employee journey can be documented. This will highlight all the employee interactions that occur which helps in identification of the challenges. The next and most important step is to develop solutions that regularly upgrade their experience. Smaller solutions should be developed to progressively improve the employee experience rather than a big solution that may backfire. Lastly, gather feedback on your design and understand which loopholes can be fixed. Repeat this process regularly and create a smooth experience for all your employees. This agile methodology of designing employee experience will mitigate the long-term challenges and reduce the costs of employee engagement. 

Bottom line

It is the primary focus of every organization in the 21st century to attract and retain top-notch talent. This calls for creating engaging and collaborative cultures for cultural, social, and task-related interactions of employees. When experience is improved, organizations can build engaged workforces that will eventually maximize their overall productivity. TechJini is a leading solutions provider that can help your organization design seamless employee experiences. Contact us today and build experiences with measurable outcomes.

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about the author

Robby Gupta

Robby Gupta is the head of US operations for TechJini, Inc. He has had varied experiences working in New York, Cupertino, and Bangalore with packaged & amp; custom web and mobile app development for an assortment of industries. His current focus is Immersive Technologies, IoT, AI bots and their applications in the digital enterprise.