This week, Maria and Michelle continue talking about the biggest challenges HR departments face, and their topic today is the employee experience. In this episode, they advocate for employers to address the overarching needs of their people--in everything from training and coaching to providing feedback and development opportunities, workplace setup, expectations, and culture.
They maintain that employee experience should be evaluated often with a diverse group of employees from every department, and that employers should also figure out a way to collect honest, accurate feedback from their employees, even if that means using an external group to conduct some research and interviews. Tune in to find out our hosts’ best suggestions and practices for defining, evaluating, and communicating the employee experience and why they feel this process should be a frequent endeavor.
The Finer Details of This Episode:
Quotes:
“But the truth is, we don’t always pause and think about every aspect of the [employee] experience with your organization, from the moment you send them onboarding documentation, until potentially the moment you offboard them or they terminate their employment with the organization.”
“It’s literally the entire internal life cycle… I think it’s really critical for us to think and talk through how to clearly define and communicate what that entire experience looks like.”
“It’s how you treat them on their way out that shows their value and worth.”
“The problem is, we tend to build our strategies for the resistor group.”
“Build your communication strategy around the fact that all of these groups of people are going to need a different level of interaction.”
“Your frontline leaders are usually the group of leaders in your organization that have the highest headcount reporting to them, and means their message impacts the greatest number of people within your organization.”
“We make sure executives, senior leaders, are well-informed. But when we come to that last lever, those frontline leaders or even that first level of multi-unit leaders, they don’t get the same level of detail. And yet, they’re impacting, on average, 30 employees for every leader.”
“So it really does start with defining every aspect of what makes up the employee experience… and then you’ve got to find a truly honest way to collect feedback because the experience is going to be different for every person.”
“So bringing in an external group can often open that up so that you get better feedback.”
Show Links:
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