After months of industry buzz about the Employee Experience, you may be asking yourself: So what exactly is it, anyway?
After surveying more than 750 employees in over 600 companies, studying industry research papers, and reviewing articles – one key definition has emerged:
The Employee Experience is the result of the connection, meaning, impact, and appreciation employees find in their jobs. Its quality depends on how much these pillars are embedded in an employee’s cumulative day-to-day interactions with corporate values, coworkers, management, customers, work content, tools and technology, and even physical environment.
The Employee Experience is:
- Organic— it’s an outgrowth of a collection of day-to-day actions that happen at the corporate, department, team, and personal level.
- Interactive— the employee and organization both contribute.
- Employee-Centric— no two employees experience their jobs in the exact same way. Employee experience is personal and varied. To a certain extent employees drive their experience by opting in to the things that are most important to them.
- Culture-Driven— half of the employees in our survey said that culture was the biggest determinate of the employee experience — more than tools and technology or their physical environment.
- Ongoing— it starts from the first day an employee enters the company and continues to evolve as the employee is with the company.
- Motivating— a good culture builds employees’ intrinsic (meaning internal or self-driven) motivation to do their job.
The Employee Experience isn’t:
- A disparate set of engagement activities— Engagement activities like perks and surveys are often set up by companies for employees, but don’t enable employees to opt in to the things that matter most to them.
- A one-off program— As a cumulation of interactions, the employee experience isn’t something that happens with a one-off reward or competition.
- Top-down— Organizations can certainly influence the employee experience, but trying to dictate it often leads to toxic culture. It’s often an outgrowth of an interactive, evolving process.
- Generalized— Different employees in different jobs and with different mindsets are going to experience their work in different ways. Customizing your experience efforts for what matters most to your company, department, team, and employee is critical.
How can your company deliver an engaging Employee Experience?
Invest in the four pillars:
Then customize that investment to the things that matter most at your company on an employee, department, team, and corporate level.
Want to know more? Get our guide: The Employee Experience Defined.
YouEarnedIt is the employee experience platform powered by the science of motivation and the mission of improving the lives of employees everywhere, one company at a time. Founded in 2013, YouEarnedIt grows company culture and improves bottom-line performance metrics through its robust engagement platform that delivers recognition, rewards, incentives, and team insights. Named to Entrepreneur Magazine’s list of Best Company Cultures in 2017, the Austin-based SaaS company and its technology platform are built on the four pillars of employee experience: connection, meaning, impact, and appreciation. To request a demo, visit www.youearnedit.com/demo