7 sim­ple ways to enhance employ­ee expe­ri­ence in 2022

The aver­age employ­ee will spend 3,507 days at work in their life­time, which is time they’d like to be as enjoy­able and reward­ing as pos­si­ble. Although there will always be good days and bad days at work, organ­i­sa­tions with a strong employ­ee expe­ri­ence (EX) will ulti­mate­ly fos­ter a hap­pi­er, engaged and more pro­duc­tive work­force, con­tribut­ing to greater organ­i­sa­tion­al success.

With research from Willis Tow­ers Wat­son indi­cat­ing that 92% of employ­ers plan to enhance their employ­ee expe­ri­ence over the next three years, it’s clear that now is the time to make a change. Read on to dis­cov­er how you can cre­ate a pos­i­tive com­pa­ny cul­ture, sup­port and empow­er employ­ees and keep your peo­ple hap­py and motivated.

Why is a pos­i­tive employ­ee expe­ri­ence so crucial?

Research shows that only 13% of employ­ees are large­ly sat­is­fied with their work expe­ri­ences. With the ​“Great Res­ig­na­tion” con­tin­u­ing into 2022, organ­i­sa­tions must do more to retain employ­ees and sat­is­fy their expectations.

Stud­ies sug­gest that hap­py employ­ees are around 12% more pro­duc­tive. As employ­ee expe­ri­ence plays such a cru­cial role in staff sat­is­fac­tion, invest­ing in your EX strat­e­gy can improve your bot­tom line and work­place well-being. An excel­lent employ­ee expe­ri­ence is designed to enhance organ­i­sa­tion­al per­for­mance, sup­port staff and make your busi­ness a more desir­able work­place, help­ing you attract the best tal­ent and meet com­pa­ny goals.

How to improve the employ­ee experience

1. Cre­ate an employ­ee jour­ney map

An employ­ee jour­ney map helps you mea­sure employ­ee expe­ri­ence at every stage of a staff member’s tenure at your com­pa­ny. Cre­at­ing one will help you visu­alise the steps each employ­ee goes through so you can iden­ti­fy areas for improvement.

You might start with an employ­ees’ first day and con­sid­er stages such as their pro­ba­tion­ary peri­od, train­ing, per­for­mance reviews, and pro­mo­tions. This infor­ma­tion helps HR and busi­ness lead­ers antic­i­pate ways to keep employ­ees engaged and sat­is­fied at each stage of their jour­ney with­in your organisation.

2. Improve your onboard­ing process

Employ­ees who have excep­tion­al onboard­ing expe­ri­ences are 2.6 times as like­ly to be extreme­ly sat­is­fied with their work­place, so this is the best place to begin when focus­ing on improv­ing EX. Ensure that employ­ees clear­ly under­stand what’s expect­ed of them from their first day and that they have the knowl­edge or train­ing required to ful­fil these responsibilities.

An excel­lent onboard­ing expe­ri­ence must also include reg­u­lar check-ins between man­agers and new starters, mak­ing clear to employ­ees that hon­est and open com­mu­ni­ca­tion is encour­aged with­in your com­pa­ny. With­in these reg­u­lar meet­ings, new starters will have the oppor­tu­ni­ty to ask ques­tions, raise any con­cerns and build a pos­i­tive rela­tion­ship with their man­ag­er. At the same time, man­age­ment will be able to set rel­e­vant, achiev­able goals and mon­i­tor progress.

3. Ask employ­ees what’s missing

What bet­ter way is there to improve employ­ee expe­ri­ence than hear­ing direct­ly from staff what they’d like to change? Find out what’s most impor­tant to your work­force by encour­ag­ing real-time feed­back and embrac­ing reg­u­lar sur­veys. From this feed­back, you’ll under­stand the solu­tions your employ­ees require and can work on putting these into action. Act­ing on employ­ee sug­ges­tions will show staff that you val­ue their opin­ions, increas­ing engage­ment across the organisation.

4. Encour­age open communication

Clear and open com­mu­ni­ca­tion is essen­tial with­in any busi­ness that gen­uine­ly cares about its peo­ple and wants them to suc­ceed. Man­age­ment and HR teams must encour­age reg­u­lar two-way con­ver­sa­tions with staff to improve their expe­ri­ence, as this line of com­mu­ni­ca­tion is vital to main­tain­ing engage­ment and devel­op­ing employ­ee relationships.

Using an online per­for­mance man­age­ment sys­tem is an excel­lent way to improve com­mu­ni­ca­tion with­in your organ­i­sa­tion, pro­vid­ing you with all the tools you need to have mean­ing­ful con­ver­sa­tions, set flex­i­ble goals, give and receive feed­back and mea­sure performance.

Dis­cov­er how Clear Review’s intu­itive per­for­mance man­age­ment solu­tion can boost employ­ee engage­ment and productivity. 

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5. Offer career devel­op­ment opportunities

Pro­vid­ing career advance­ment oppor­tu­ni­ties lets your peo­ple know that you’re invest­ed in them and believe in their abil­i­ties. Career devel­op­ment plans can be for­mu­lat­ed and mon­i­tored in reg­u­lar meet­ings through­out the year, allow­ing employ­ees the oppor­tu­ni­ty to dis­cuss their career goals and devel­op their skills while gain­ing valu­able insight and advice from their manager.

6. Set mean­ing­ful goals

Mean­ing­ful goal-set­ting helps employ­ees gain con­fi­dence and devel­op their skills through­out their time at the com­pa­ny, increas­ing engage­ment and moti­va­tion while mak­ing them valu­able assets to your organ­i­sa­tion. Instead of set­ting long-term goals that are like­ly to change or become mean­ing­less, pri­ori­tise set­ting agile, near-term goals that can be reviewed and amend­ed regularly.

7. Trans­form per­for­mance reviews

Per­for­mance reviews are an inte­gral part of the employ­ee expe­ri­ence, yet the tra­di­tion­al annu­al appraisals mod­el is out­dat­ed and inef­fec­tive. Over­haul­ing this sys­tem and favour­ing con­tin­u­ous per­for­mance man­age­ment enables employ­ees to ben­e­fit from reg­u­lar, real-time feed­back and removes bias from the per­for­mance review process.

Look­ing to improve employ­ee expe­ri­ence and cul­ti­vate a hap­pi­er, more pro­duc­tive work­force? Get in touch with the Clear Review team to dis­cov­er how our lead­ing per­for­mance man­age­ment soft­ware can help.