You’ve heard the stats–Americans spend on average one third of their adult lives working or doing work related activities.
And, as an employer you know that employees require a large investment of time, money, and energy.
Neither employees nor employers can afford the costs (tangible and intangible) of an unhealthy or even mediocre relationship with each other.
Employee engagement as we know it today grew out of old management theories rooted in manipulating human capital to achieve a desired set of outcomes. The most competitive employers (and the best performing companies) know this approach doesn’t work.
Plus, majority of employees don’t even like engagement surveys. Learn why.
What’s the alternative?
Just like the best organizations have to differentiate themselves and provide a unique solution to a problem, employers need to differentiate themselves and provide an unique experience for employees.
When you focus on the employee experience, it’s not about winning awards or comparing your results with other organizations. It’s about looking inward and figuring out answers to the following questions:
Here are areas of focus to help you get started:
The great news is you don’t need a consulting company or a fancy survey to work on the employee experience. Of course there are reasons why it might be helpful (or in some cases critical) to have an outside partner or use a survey tool, but it’s not required.
I’ll continue sharing my thoughts and ideas about the employee experience, but in the meantime, I’d love to hear your perspective. Interested in getting support in this area? Schedule a discovery session with us to learn more.