Kristina FinsethMarch 23, 2017
Topics: Employee Experience

Don't Forget Employee Experience

Today’s job-seekers expect a positive experience from a company throughout the exploration, apply, and interview process. Although the candidate experience your company provides is crucial to drawing in and securing top talent, you can’t forget about employee experience once they are in the door.

According to Bersin, “approximately 70 percent of workers in the United States are either not engaged or actively disengaged at work.” In order to create an engaging employee experience, companies have to create an employee-centric work environment. After all, if there’s a disconnect between your candidate experience and employee experience, you’re going to lose top talent quickly.

Here’s a look at the some of the key components of creating a positive employee experience that mirrors your candidate experience.

Encourage employees to provide feedback in real-time Real-time feedback or continuous feedback goes both ways. As an employee, nothing hurts worse than waiting a whole year just to hear that you need to improve work performance in a particular area. On the flip side, an employee shouldn’t have to make a list of questions and concerns throughout the year to discuss annually with their manager when the “time is right.”

Millennials are taking over the workforce more and more each day, and they want feedback 50 percent more than any other generation of employees. It’s important for companies to create a culture that enables employees to provide and accept feedback continuously.

Create a work environment of diversity and inclusion During the interview process, candidates are told all about a company’s culture. Recruiters and hiring managers will say, “We have an awesome culture. You get to work with a diverse group of people bring different strengths to the table.”

Diversity boils down to more than just sex, religion, ethnicity, family dynamic and age. It’s deeper than that, and should include differences in thought, personalities, and life experiences. No matter these differences, the work environment should be designed to embrace all the employee differences – enabling individuals to perform at their best.

Provide ample opportunities for growth and success Most employees take their personal and professional growth seriously. They want to work for a company that not only recognizes the importance of growth and success of their employees, but one that also provides multiple opportunities for employees to do so.

Whether it’s training, tuition reimbursement, opportunity to work on a meaningful project or the promotion of internal mobility as a positive thing – employees need to feel valued, and that starts with employers investing in them.

People want to work for inspiring and passionate leaders People don’t want to just work for any company. They want to work for people, and more importantly, for leaders who are passionate, stand behind the brand, invest in their people, and believe in transparency.

The passion and inspiration of a leader will trickle down through management and beyond. If leadership is steering the company in the right direction, this is going to impact the way people feel about being a part of the team.


How does your company create a positive employee experience?

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