The Value Chain Of Employee Experience That Delivers Success To Your Business

Employee experience refers to how an employee feels about their interactions with a particular organization from the time they apply for a job to the time they leave. The employee experience, or EX as frequently shortened, includes the physical workspace, corporate culture, and technology. The most prosperous businesses are those that can find and keep great talent. When the economy is strong, there is fierce rivalry for top people and the demand for efficient talent acquisition and retention increases. Paying close attention to employee experience can help businesses become more competitive and avoid the worst effects during challenging periods, such as the COVID-19 pandemic and the recession. Other particular workplace elements are directly impacted by the employee experience. Employees who have great experiences, for instance, are more likely than those who have negative ones to commit to and stay at a company.

The HR experience of employees differs between industries and professions. Contextual elements like work design, age, and gender, for instance, have an impact on employee experience and business success in the services industry. Given that most job seekers are easily persuaded by employees' opinions of the working environment and business culture, they are also more inclined to advocate for the company as a wonderful place to work, resulting in more recommendations for available positions and higher fill rates. This explains in part the rise in popularity of business review websites like Glassdoor.

THE VALUE CHAIN OF EMPLOYEE EXPERIENCE

The concept of a value chain entails methods or actions a business uses to add value to a product, such as production, marketing, and after-sales support. A value chain can be inward-directional (employee-oriented) and outward-directional (customer-base oriented). A robust business must have both directions of the value chain as their context permits, but as it pertains to this article, we will consider the inward value chains that talk to a robust employee experience.

Below are some specific processes (value chain) that facilitate a good employee experience;

Organizational Strategy

A long-term strategic plan that lays out a company's aims and objectives is known as an organizational strategy. They frequently include objectives for the following three to five years, which is long enough to implement plans and show results but brief enough to keep all staff members inspired to meet the objectives. The concept of strategy is an unfolding idea that makes a process or subject easier, better, and faster, once the business strategy is in place and in play, a robust employee experience will be an inevitable consequence.

Data and Analytics

This arm of the inward value chain talks about the use of processed information (data pulled from business and employee engagement surveys) to simplify internal processes and analytics (data about the people working for the business) creating a streamlined and smooth business system with the right human touch.

Process Automation

This value chain ingredient entails using technology as a foundational tool for business process simplification and arrangement. It further breaks into process mapping (Clear expression of a work process flow), definition (clear description of what each workflow stage means), and integration (aligning technological inputs with business context, staff strength, and organizational goals).

People/Employee Enablement

This is a central arm of the discourse as all that has been said will be facilitated, implemented for, and by people. It is important to empower the business staff through in-house and external training and clear role descriptions matched with adequate role fit. Creating a culture that makes the people of the business thrive will foster a great employee experience.

BENEFITS OF A GOOD EMPLOYEE EXPERIENCE

A positive employee experience guarantees an engaged workforce, and an engaged workforce can result in superior customer service. This is because happy workers give clients a far better experience. After all, they have a greater stake in the company's goods and services. When a customer shares that they have a problem they want to fix, they are more likely to pay attention to what they have to say.

Employees who are passionate about their profession will want to impart their knowledge to others within the organization. They collaborate as coworkers rather than considering one another as competitors. This mindset change is significant because it enables employees to casually exchange ideas when they run into one another while buying coffee or lunch.

It is simple to comprehend why workers who are content and interested in their jobs would be more productive. They are eager to learn how to carry out their responsibilities more effectively because they desire to accomplish their task well. Employee real-time collaboration is incredibly effective when done through a company intranet. Any member of their workgroup may respond to inquiries they may have regarding projects they are working on either independently or in collaboration with other departments. The employee can publish their query on this platform for employee experience and then get on with their task.

In conclusion, a good employee experience structured within the policies and culture of an organization facilitates a healthy mental environment for the employees to thrive and hence, affects the trajectory of the business positively.