Employees are hungry for trust & social
Forward-thinking companies are acutely aware of how a positive employee experience leads to end results like reduced stress, enriched customer experience, increased productivity, and profit per employee. Positive employee experience also leads to 16 times higher engagement level, and it is 8 times more likely an employee will stay at the company. McKinsey
The days of attracting talents with free lunch and a fantastic health plan are gone. To engage and retain skilled employees, you have to work on making employees feel that their contributions are recognized, they want to feel a belonging, security and confidence. Employees want to be able to influence their own work conditions, and to feel trusted. They need opportunities to grow and to contribute to the success of the organization. 89% of employers think employees leave for more money but in reality, only 12% do.
Use of the Employee Experience Assessment:
The only way to move forward is to accelerate the resilience needed to handle an uncertain, ever-shifting future. Forward-thinking companies knows It’s not only the paying customers who must be treated with priority and a customer-first mentality, but the people responsible for acquiring and retaining these customers must also be given equal importance. Companies with engaged employees pull in 2.5x more revenues compared to competitors with low engagement levels (ADP).
- Your Baseline for measuring and tracking satisfaction over time, gauging impact and driving continual improvement
- A motivator to make decisions about which gaps and open potentials to focus on and to prioritize
- An eye opener and a reality check on ”where are we today” vs” where should/could we be”
What do you gain by using this assessment?
Experts advise is to begin with your starting point, your baseline. Your baseline is a clear, honest appraisal of your current situation, supported by data from InsightsRadar’s” Employee Experience Radar”. This is your foundation for identifying weak areas, opportunities, misalignment in the organisation or in a department and GAPs that need your attention. Defining your baseline also provide you a strong basis for goalsetting and a fixed point of reference. Create a series of key performance indicators to measure and track satisfaction over time, gauging impact and driving continual improvement.
It’s a bad time to be average, when we know 55% of people in the workforce intend to look for a new job in the next 12 months (Harvard), and employees are are eight times more likely to want to stay at a company when they have a positive employee experience (McKinsey). More than ever companies need to focus on cultivating employee experience and engagement.
Practicalities
| The Employee Experience Assessment | |
|---|---|
| Four categories, 17 specific measurement points Language: UK, DK, FR Receive comments on low scores Receive GAP comments The expected implementation time is 20 minutes. |  |
The five focus areas in Employee Experience
- Management
- Organization
- Social
- Work
