As an employer, should you be losing sleep over a mass exodus from your company? Not if you continue to invest in a strong employee experience, in which employees feel – and continue to feel – connected with your company, feel involved and valued, and derive sufficient enjoyment from their work.
In today’s war for talent, many companies and organisations are sparing no effort to recruit and retain talent. These five tips will help you to create a unique employee experience.
Tip 1 | Focus on your organisation’s reason for being
Your company’s reason for being is at the heart of a strong employee experience. People search specifically for the impact that the organisation has on the world and on the employee as a person. In other words, what do you stand for as a company and what goal do you ultimately want to achieve? Think about this, ensure that your reason for being is both clear and appealing, express this in your motivation policy, and then walk the talk.
Tip 2 | Work resolutely on your motivation policy
The ABC model from the self-determination theory – with Autonomy, Belonging and Competence as the three basic needs – is notable in its simplicity. Autonomy refers to the sense of having the right to decide, in terms of acting, thinking and feeling. Belonging is about the need to connect with others and appreciating and caring for those around you. Competence refers to the need to be able to achieve things yourself. The ABC model is evidence-based and the basic principles are universally recognisable. These three principles are the basic instruments for shaping your motivation policy.
Tip 3 | Chart the moments that matter
Do you know which unique moments matter most to an employee during a professional process? By going through the employee journey in your own organisation, you clearly identify these moments that matter. Select the moments most valuable to your organisation, such as the first day at work, the purchase of a home, a new role in the organisation, the start of a new project, or saying goodbye to colleagues on their last day of work. If you actively respond to these moments as the employer, you will strengthen the relationship with your employee. This in turn has a positive impact on their commitment to the organisation. This is how your organisation makes the difference!
Tip 4 | Speak the ABC language
ABC communication encourages motivation and connection. ABC communication bolsters autonomy-supportive leadership, which in turn increases job satisfaction and motivation among your employees. By taking your employee’s perspective as the starting point and listening actively and sincerely to their ideas and points of view, you engage in dialogue and create a connection. Managers, employees and HR understand each other through the universal ABC language. Eureka!
Tip 5 | Double check and adjust
Listen to your employees, ask questions, engage in dialogue. The employee experience design loop is a useful tool for this purpose. This model is based on employees’ ability to provide continuous feedback, allowing you to improve the design of your organisation and the employee experience. Also check whether your organisation’s HR policy is coherent. Analyse leadership, communication, remuneration, idiosyncratic deals (I-deals), job crafting, and so on. Make choices and aim for a coherent whole.
By using these building blocks, you guarantee your employees an unforgettable end-to-end experience in the workplace, from preboarding to exit (and even beyond). Good luck!
Evelien Boon
Care Manager
