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How to fix the employee experience in 2018

The employee experience is becoming more strategic than ever. Staying in one position over the course of your career is no longer the norm. Today’s employees change jobs around four times by age 32, staying at the same job for just 4.4 years, on average (half, if they’re younger). Imagine, while you read this, six in 10 of your employees are probably in danger of being recruited out from under you.

As business leaders work harder than ever to retain top talent, they need to consider the possibility that  today’s employees are less concerned about longevity and more interested in the employee experience provide today. According to Deloitte, “Employee engagement and retention today means understanding an empowered workforce’s desire for flexibility, creativity, and purpose. Under the evolving social contract between employer and employee, workers become ‘volunteers’ to be re-engaged and re-recruited each day.”

Just as customers pick and choose between brands, employees shop for jobs—and they’re increasingly choosing companies that offer the type of employee experience they’re looking for. This means, to attract and retain top-notch employees, companies need to start prioritizing the employee experience right alongside customer experience.

Why EX should matter to you

Employee experience has a direct impact on job satisfaction. Companies that prioritize EX appear on LinkedIn’s list of North America’s Most In-Demand Employers 4.4 times more often and are 11.5 times more likely to be named one of Glassdoor’s Best Places to Work.

In addition, a better EX translates to better business results as research shows that engaged employees generate happier customers. It’s simple, organizations that invest in a superior user experience for their employees perform 228% better than their S&P 500 competitors, enjoy more than 4 times the average profit, double their average revenue, and are twice as likely to appear in the American Customer Satisfaction Index.

So then how do you create an amazing employee experience at your company? The answer isn’t extra perks or a flashy employment brand. Rather, you can start by following these three strategies:

Ask employees what they want

Nothing lets employees know they’re valued like asking for—and incorporating—their feedback. To start, “ask them what types of resources, technologies and spaces they believe are critical for success and then make sure they have them,” says Inc. contributor Elizabeth Dukes, co-founder and EVP of iOFFICE. “No one knows how to upgrade the employee experience better than your employees themselves.”

Invest in employee-first technology

Just as consumer apps are designed to be customer-first, your enterprise software should be designed with employees in mind. Employee-first technology makes employees’ lives easier by anticipating their needs and solving challenges in the workplace. Instead of forcing employees to use clunky old systems that no one wants to use, companies need to provide the consumer-like apps that simplify work. In other words, apps that employees can’t live without.

Embrace the social side of business

Organizations need to embrace new technologies that nurture creativity and help employees tell their stories, says Alan Lepofsky, analyst for Constellation Research. Using digital tools to create more interactive and collaborative work environments helps employees engage with each other, as well as their work. As a result, this helps propel employees toward innovation and excellence.

Too many organizations focus on the customer experience while neglecting their employees. Data does not lie—when employees are engaged, customer satisfaction tends to follow. That’s why top-performing companies are those that make the employee experience a strategic priority.

Topic: Employee experience

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