5 Ways To Enhance Employee Experience (EX)

I’ve been thinking about a concept recently — Employee Experience or EX. Essentially taking what Apple has done for customer and user experience and apply it internally to talent. If “people are our most important asset”, then it would make sense that we focus and improve upon the employee experience. We would all win, right? Apple spends countless hours and focus on the packaging of their products and how a user interacts with their products, so what would happen if we took the same approach with our people?

First we would need to experience what the employee experiences — from Day 1. Much like how Razorfish works on a problem, we would need to experience what the employee goes through from Day 1 to Day 100. Observe what happens when they enter the street, the lobby of your building, up the elevators and then into reception area. How are they treated through that entire process. Are there friendly faces greeting them on their first day? What happens next? Where do they sit, are they introduced to their neighbors. Is there a gift waiting for them? We would need to track the entire first day. But the employee experience does not stop here, where most employers tend to stop. It continues way past orientation and extends through the career of the employee. The first couple of minutes the employees are greeted with happy faces, people, then everyone slowly goes back to their day to day work. Think of it in this way — if they were a new customer, would we treat them the same? It doesn’t make sense, right? What happens on Day 2, then Day 100, then Day 365….we don’t think about this too much. We expect self-guidance to occur, but somewhere along the way, the excitement and engagement that existed on Day 1, dissolves — because of the things the employee experiences. I’m in the thought camp which believes that companies can only take away from engagement and can only limit the amount of engagement that dissolves overtime.

So, what can we do differently?

  1. Map Out EX — think about the entire employee experience — start with Day One and think about what an employee goes through in their careers.
  2. Check In/Provide Feedback- look at day 30…check in, see how things are going. What did they experience? Then check in again.
  3. Investment Money — most companies don’t budget for employee experience, so we can affect the experience in a positive way. Some of it costs money, invest money in enhancing EX.
  4. Experience Ownership — everyone owns the experience — everyone from security, receptionist, HR, to discipline and executive leaders impacts employee experience.
  5. Brand Message — keep the brand message consistent. Every point of contact and conversation should have similar themes, and whether its Day 1 or Day 365, those messages are consistent. Let folks know “These are our values….they are important.”

How can you specifically impact EX — Employee Experience?

Originally published at www.linkedin.com.