A good employee experience is non-negotiable in the modern workplace.
It can improve your company’s reputation, attract top talent, and impact the bottomline. So, if you do not have an employee experience or a workers’ experience policy, it only makes sense to start with it.
While the internet is an excellent place to research different approaches to improve the workers’ experience, it is also a wormhole of misinformation. Naturally, the surest way to get employee experience wrong is to fall prey to common myths.
In this blog, we bust the most prevalent ones, so you do not have to.
- A Good Salary is All Employees Need for a Positive Employee Experience
A Gallup survey reiterated that compensation was important for over half of the younger employees surveyed. However, the same study also concluded that it came after three things –
- having interesting work
- career advancement opportunities.
So, while what you pay your employees is still essential, employees care about many more things. They want their work to be aligned with their skills and to affect society.
They want managers who recognize their skills and shortcomings, provide guidance, and give them opportunities to grow. They also want a workplace that actively helps them reach their career goals. And not just that.
In 2022, an Oyster survey found that knowledge workers also wanted greater workplace flexibility, better work-life balance, and continuous learning and development opportunities to feel engaged and productive at work.
Simply put, the salary might have been the only factor for a good workers’ experience before. But today, a positive workers’ experience depends just as much on other aspects like the nature of work, culture, and management.
- Employee Engagement is a Good Indicator of Their Experience at Work
When companies want to measure the success of their employee experience policies, employee engagement is one metric they repeatedly fall back on. After all, a positive experience can keep your employees more engaged and present when working.
That said, not all engaged employees result from a good employee experience. Employees may have other motivations like good pay. They may be more ambitious and driven than their colleagues or be in better health.
Hence, managers should not rely on employee engagement to understand the success of their policies. They must factor in employee productivity, survey responses, etc., to better gauge the employee experience.
- Employee Experience is Passing – the Millennials Care the Most About It
Notions such as work-life balance, job security, and meaningful work are often brushed off as passing trends in the employee experience space. Many C-suite executives believe such notions will change as new generations enter the workforce. But research shows otherwise.
Gartner’s Leah Johnson revealed in a Healthbox HR interview that employee expectations were centered around pay, work-life balance, and stability from 2013 to 2018. Even Oyster’s 2022 survey found that employees rank these as desirable in a workplace.
Note that baby boomers, millennials and Gen-Zers are a part of the workforce between 2013 and 2022, and the employee expectations have remained the same.
- Employee Experience is an HR Responsibility
Employee experience has been lumped into HR responsibilities for far too long, given it deals with employees. But in an increasingly distributed workplace, it is also an IT responsibility. Here is why.
Employees who do not work from the same location connect virtually, share files over the cloud, and log into digital systems throughout their day to stay on track. Untimely glitches in digital systems waste time and dampen the experience. This is why employee experience is no longer solely an HR responsibility. It is an IT responsibility as well.
- All Organizations Can Utilize the Same Strategies to Boost Their Employee Experience
Although employee expectations are universal, employing the same strategies to meet them is not the way to a good employee experience. This is because an employee’s experience is not the same at two different workplaces.
Everything from onboarding, job roles, managerial oversight, and interaction with tech varies between jobs. This is why one company’s strategies to improve the experience at work may not apply to a different company. Besides, as employee expectations shift, companies must optimize their experience to match them.
Employee experience is not a one-size-fits-all solution. It must shift with changes in company policy, between job roles, and over time.
Over to You
With the most prevalent myths busted, nothing can stop you from ensured improved employee experience.
That said, whatever approach you take, ensure that it is based on findings from direct employee surveys. Ask them about their employee journey. The human resources teams should get the pulse of the employee life cycle to ensure that they can provide strong employee experience.
Knowing your employee needs and expectations at the workplace can better provide them the optimal experience. It will also improve company culture in the long term.
If you want to take the worker’s experience at work a notch higher, you can use an employee experience app. WorkInSync employee experience software is designed to help you increase employee satisfaction.
With features that stand out, you can opt for a demo today to learn more about the product.