员工的经验

员工体验是员工在工作中遇到、感受和感知的一切. 它包括他们工作的物理环境, 组织的文化和员工的薪酬, 福利和其他员工激励措施. 它涵盖了与员工的每一个接触点, 从就业申请到入职, 培训, 发展与退出.

Three categories of employee experience contribute to an employee’s overall job satisfaction:

• Task experience: Giving employees access to (as well as the ability to use) all the tools and technologies they need to be effective in their work
• 社会经验:建立包容的文化，为员工提供学习的机会, 与他人一起成长和合作
• Fulfillment experience: Cultivating an environment where employees get what they want from work in terms of their work-life balance, 报酬、奖励和目的

Employers that offer a high-quality employee experience are more likely to attract and retain talent and drive employee performance. 当组织专注于创造一种能激励员工的体验时, 他们表现得更好，在工作中找到成就感. 当员工认识到他们的工作对组织(以及其他)的影响时, 感觉自己被授权了，被倾听了, 并因他们的行为得到适当的奖励, 他们会觉得更投入.

创造最佳的员工体验, 组织需要认识到，他们必须开始把员工当作个体来对待. 这意味着他们需要放弃对员工体验一刀切的做法. They’ll have to get to know employees at the individual level before they can meet their needs and tailor the employee experience accordingly.

你的员工经验是一种竞争优势. Your organization can only maintain a high level of performance if your employees are engaged and productive — and if your organization is focused on improving employee wellbeing. 在混乱和变革的时代尤其如此.

当组织倾听员工的担忧时, 当员工感到被倾听和被尊重时, 他们会对自己的组织更加忠诚. 这种忠诚成为将他们捆绑在一起的纽带, 所以他们不太可能去寻找其他的机会.

更重要的是, a positive employee experience is a leading indicator of organizational health and sustainable performance. Organizations with high levels of employee engagement typically perform better than competitors when it comes to innovation, 生产力, 客户满意度和财务结果.

Our research has shown that organizations with high levels of employee engagement earn net profits that are two times higher than those in the lower quartile. 他们的收入增长是2.比参与度较低的玩家高5倍. 当与低四分之一的公司相比, 拥有高度敬业员工的组织的客户满意度要高出12%, 员工生产力提高18%，员工流失率降低40%.

吸引员工是一个持续的挑战——这不是一劳永逸的努力. Every day, employers must work to improve the employee experience throughout the employee life cycle.

有效的员工体验包括四个方面. 它平衡了组织的需求和员工的需求. 它与组织整体人员战略的优先级一致. 它对现在和未来的员工都是可信的. 这对员工来说是有意义的，并推动他们的职业决策.

To create an employee experience that energizes and enables employees, follow these five steps:

• 计划:考虑是什么让你的组织与众不同. 考虑你的企业文化、员工组合和运营模式.
• 设计:构建员工体验计划的关键要素. 这些元素包括治理, 听节奏, 报告, 通信和经理支持.
• 倾听:通过多个接触点收集反馈, 包括脉搏调查, 离职面谈和对离职员工的数据分析.
• 理解:识别关键的经验差距并找出其根本原因. Study any variation in the results among the different demographic groups in your organization. 和, 当然, establish feedback loops so you demonstrate that you’re turning listening into understanding.
• 行动:制定解决经验差距的策略. Continue using feedback loops to discover where any additional shifts are occurring and where you may need to do further work.

员工体验包括两个部分:员工参与和实现. Even the most highly motivated employee may lose interest in their work if they don’t feel enabled to perform their job. That’s why it’s important to measure employee motivation as well as whether employees are working in the right roles and in a supportive environment.

为了衡量参与度和执行情况，你需要各种反馈循环. 年度员工敬业度调查可以创建一个基准. 但如果你想了解自己的现状，它们只是冰山一角. 还可以考虑以下反馈工具:

• 脉搏测量给你快速, 持续洞察新出现的问题和重大变化的领域
• 焦点小组
• 离职调查可以让你更全面地了解员工的经历
• 候选人面试
• 表演对话
• 非正式的反馈渠道，如社交媒体

你收集的实时反馈越多，你就越有可能纠正错误.

The employee experience matters on three levels: employee engagement, retention, and recruitment.

• 敬业度:积极的员工体验与员工流动率和生产力相关. 人们对工作的投入程度越高, 他们离开的可能性越小，投入时间的可能性就越大, 组织中的能量和知识.
• 留住员工:如今留住一名员工比以往任何时候都困难. 长期的工作任期已成为过去. But when a company invests in their employees with a cohesive hiring process that continues into a meaningful, 经过深思熟虑的入职流程, employees start their role on the right foot and feel better about joining the company and its culture. 这种积极的感觉转化为工作中持续的生产力和幸福感.
• Recruiting: Candidates will research your company online and ask current employees for feedback about your culture. 你现在的员工就越投入, the less likely they are to share a negative review online or be critical of your organization to potential employees.