Research of Gallup indicates concerning trends in employee satisfaction and retention. Approximately 40% of employees are actively seeking a new job or considering doing so. Furthermore, only 20% of employees strongly agree that their performance is managed in a way that motivates exceptional work. Notably, a double number of individuals leave their jobs due to reasons related to engagement and company culture, such as advancement, development, or career opportunities, compared to those leaving for better pay and benefits. Additionally, nearly 60% of employees emphasize the importance of having a job that allows them to leverage their strengths when considering a new employment opportunity.
This is Why Employee Experience is important
A well-planned employee experience strategy can enhance your capacity to attract, engage, and nurture high-performing employees. Human Capital Builders assists in aligning your employees' experiences with your company's purpose, brand, and culture. This ensures that every interaction they have with you is genuine and long-lasting, ultimately fostering employee commitment and enhancing your company's performance.
The employee experience encompasses the entirety of an employee's journey within your organization. This covers all interactions throughout the employee life cycle as well as the experiences related to the employee's responsibilities, work environment, supervision, and well-being.
Consider prioritizing human experiences over processes. While most talent management strategies center around process improvement and transactional treatment of employees, our approach emphasizes leveraging human behavior insights to unlock employees' full potential and achieve optimal business performance through talent. To illustrate the distinction, here are three examples of employee experiences:
Easy hiring process versus the true job fit An individual may feel satisfied with a rapid and effortless hiring process. However, being employed by a company that comprehends your strengths and assigns you to a position that aligns with your natural talents is an experience that enhances confidence and success."
Distinguishing between understanding the mission and embracing the mission While an employee may have the ability to recite the company's mission, truly comprehending their role in fulfilling the mission results in purposeful work and culminates in an experience that fosters long-term engagement.
The distinction between a nice manager and a great coach is significant in the workplace.
While having a nice manager is advantageous, having a great manager who demonstrates care and coaching abilities can greatly enhance employee productivity and motivation.
By prioritizing experiential design over rigid processes, we facilitate the creation of intuitive and flexible moments that align with both human needs and your business objectives. Subsequently, we assist in devising processes and frameworks that culminate in the optimization of talent.
Employee Experience Framework
Our framework enables the development of an employee experience that optimizes both individual and team performance at every stage of the employee life cycle. The effectiveness of your employee experience is enhanced when it exhibits the following characteristics:
• Uniformity across the seven crucial stages of the employee life cycle
• Consistency with your organization's mission, image, and ethos
• Backed by strategic workforce planning
Optimize each stage of your employee life cycle
Upon entering into a partnership with our organization, we will execute an extensive assessment of your employee life cycle and talent optimization strategies to pinpoint both the areas of oversight and the best practices within your operations. Our key offerings encompass:
- Building of employer brand and employee value proposition
- Utilization of predictive hiring analytics and talent assessments
- Evaluation and establishment of onboarding programs
- Enhancement of employee engagement
- Implementation of performance management strategies
- Facilitation of career pathing and talent mobility
- Strategic planning for workforce deployment
- Strategies for employee retention and exit management
