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After employees are onboard, they make decisions and take actions that affect the organization’s sustainability and growth. Many of these decisions and actions are influenced by their attitude, job satisfaction, service intention, and individual performance. A growing body of research indicates a direct correlation between employee experience and crucial business outcomes.

Organizations that cultivate a positive employee experience can gain massively on profit margins, market share, productivity, customer experience, and employee retention. As per Forrester’s 2021 Close the Employee Experience Gap study, 78% of HR leaders think that employee experience is one of the most critical factors contributing to business success.

Employees always desire for trust, social cohesion, and purpose, and they want a sense of:

Belonging – feeling part of a team, group, or organization

Purpose – understanding the deeper meaning of one’s work

Achievement – experiencing a sense of accomplishment in the finished work

Work-life balance - an appropriate physical and digital environment that gives them the flexibility to deliver

Vigour – the presence of energy, enthusiasm, and excitement at work

Take a systematic approach to Employee Experience (EX)

Several factors determine the quality of employee experience such as:

1. How precisely you identify the emotional and skill-enhancement needs of employees

2. How well you understand the employee journey.

3. How accurately you enable your workforce with holistic assessments, digital tools and technologies.

These five steps can help HR leaders and their organizations provide superior EX.

1. Determine the organizations-wide and function-wise requirements regarding EX

This first step is to bring together the senior leaders of all functions, to establish a common perception and ambition regarding EX. Leaders can then define and articulate the scope of EX for their respective functions. This way the company can have a clear-eyed-view of its overall as well as function-specific EX goals and address the gaps between the two.

For example – Let’s assume a company wants to focus on finance and sales functions. It can look across the organization to identify leaders in both functions and develop an employee experience strategy to transform how these individuals experience key moments in their journeys, such as onboarding, upskilling, or promotions. This exercise can help the company attract and retain people who thrive in these roles.

2. Optimize the Employee Lifecycle

From recruitment to offboarding, an employee goes through a journey consisting of KPIs, KRAs, upskilling, milestones, rewards, grievances, and promotions. To provide a superior employee experience (EX), foster employee productivity, and organizational agility, you must effectively listen to employees at each stage of their journey.

To deliver immersive EX, you should map your employees’ journeys across recruitment, onboarding, development, retention, and exit - to identify critical moments that matter. You can design effective journey maps by segmenting your employees, developing personas for each segment, and establishing the journey for each persona. With right journey mapping, you can:

a) Understand employees’ emotions and perspectives at all touch points and focus your actions on what matters to your workforce.

b) Tactfully address diversity, inclusion, and employee well-being, while gaining full visibility into your entire workforce.

c) Automate critical processes to free up time for more strategic work.

d) Go beyond traditional learning methods and create personalized learning pathways to build a versatile, agile, and knowledgeable workforce.

3. Equip the organization for EX transformation

After mapping employee journeys, the next step is to adopt technologies that enable organizations to scale EX—through better data, measurement, systems, and capabilities.

According to Qualtrics Annual Survey, 95 percent of leaders invested in improving existing technology as a result of employee feedback in the wake of COVID-19.

You can play a pivotal role here and deliver a seamless “technology experience to employees by:

a) Identifying and establishing the right combination of devices, applications, infrastructure, and services.

b) Continuously listening to understand employees’ technology needs–whether they’re working remotely or in the office (or returning to the office).

c) Turning employee feedback into objective data, to overcome friction points with IT enhancements.

d) Optimizing your digital workplace

4. Take a 360-degree view of performance

When evaluating the workforce, there is always an underlying risk of conscious or unconscious bias. Therefore, to encourage inclusive and unbiased leadership behaviors, it’s essential to oversee performance holistically via a 360-degree feedback (multi-source or multi-rater) assessment. This approach includes self-evaluation along with feedback from peers, direct reports, and managers. It leverages:

a) Individualized reports to provide both leaders and employees with a holistic understanding of their strengths and opportunities.

b) Personalized questions, workflows, and report designs

c) Rich qualitative feedback and dynamic visualization, to gain actionable insights

5. Use agile pulse surveys

When making strategic decisions on emerging trends, relying on anecdotal employee feedback is not enough, and you need frequent surveys to track areas that are core to your business, culture, and people strategy. This is where agile pulse surveys (short, frequent, and business-aligned) can come in handy.

They’re a nimble mechanism for measuring the employee experience, and:

a) Identifying the employee benefits package quickly, affordably, and confidently.

b) Offsetting the workforce backlash by involving employees in critical decisions on their benefits options.

Since the pandemic, organizations have been using more of these surveys to appropriately respond to the shifting work environment and monitor the evolving needs of employees.

Organizations across industries have leveraged the above template and state-of-the-art EX management solutions to empower their workforce. For instance, an Indian automotive company replaced its paper-based processes with integrated HCM solutions, to:

a) Reduce cost per hire with real-time review cycles, paperless onboarding, and sourcing channel.

b) Establish a single, self-service destination for employees to access HR, payroll, and learning resources.

c) Eliminated employee dependency on HR staff for information and resource help.

Similarly, a leading energy and environment solutions company (having installations in 86 countries) benefited from cloud HCM solutions, as they were able to bind together recruitment, attendance, payroll, talent management, and learning & development, to deliver both generic and customized experiences to employees, irrespective of their location.

Learn More: Reimagine your employee experience with cloud HCM solutions from SAP

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