Panel VII

Panel VII:

Employee Engagement and Experience

The level of effort and involvement employee show towards their work is generally termed as engagement. But it tends to look at an instant of time. Experience takes this forward to every engagement touchpoint in the employee life cycle, particularly from an employee's point of view. Employee experience is the level of satisfaction among employees throughout the company. Employee experience is like customer experience, the employee’s relationship is determined by trust, seamlessness and loyalty. It also includes social and emotional needs. Some level of emotional connect can be brought by HR to employee-employer relations by incorporating employee experience strategies. Employee experience starts with pre-hire to post-exit interactions and everything in between.

The first touchpoint is the hiring process, employees get to know about the work culture of the company from here. They develop a perception here, and it is important that the experience is positive. A company can have a positive office space, but if employees don’t have a positive perception or if they don’t see how they can grow with you, they will likely leave. HR should make sure that new employees feel at home and develop a positive overview of the company. Every touchpoint an employee or a job seeker has with the company, coworkers, management team is a possibility to enhance or diminish the brand image. Organizational culture too influences employee culture which is shaped by the HR team.

Positive touch points promise a stellar employee experience and its quite evident that happy people are likely to work harder. A happy workforce strives harder in every endeavor. Determining employee experience starts with the desire and openness to know how the employees feel. People want to work with companies that have positive environments and where members are happy and proud to work. Companies that have positive employee experience and where they are appreciated are better at employee retention.

Negative touchpoints are a greater threat to organization than ever. Like customers, employees too are willing to review the firms. A staff member can post their concerns online anonymously if they feel that they have not been treated fairly. It can spread like a forest fire and can generate a lot of negative words for the firm. The results can be disastrous and all of this can be avoided. Positive touch points directly translate into positive image of the company, it attracts and retains.

The HR team has a huge role to play here, they interact with the employees mostly. They should interact with the employees regularly to know of their emotional and physical well being. Making sure that there is no friction between employees is also paramount. Employees need to see a purpose in their work, they need to know that they are growing with the company. When the whole work force acts like a unit, rarely there would be a deadline that wouldn’t be met. In this way the HR team not only works for the well being of employees, but also for the overall better performance of the firm, a better image and a good work culture is also ensured.

Panel 14: Employee Experience: the new age differentiator

Employees today are a key stakeholder, a kind of customer that organizations need to deliver value to. Not only employees today are inspired by purpose-driven businesses, the concepts of collaboration and shared purpose, but they also bow to the concept of “meaning-first” mind-set and ask for their part in the “bigger picture”. A few organizations have opened their eyes to providing unparalleled employee experiences by instituting benefits like maternity leaves, state-of-the-art office campuses, flexible hours and games rooms, but these are only a handful of organizations and such measures only scratch the surface