5 Steps to Creating a Better Employee Experience

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employee experience

Credit: istockphoto/Yuri_Arcurs

Leaders and communicators agree: The future of work will be powered by a more holistic view of the employee experience.

To realize this future, we as communicators need to begin shifting perspectives about our work, both for ourselves and for other internal stakeholders. This shift in focus would be toward creating more of a strategic employee experience mind-set inside our companies, verses being tactical or channel-focused.

Here are a few steps we can begin taking now to create this shift.

1. We need shared definitions.

We need to be thinking about how to evolve the approach to our work and align around more shared definitions to support the consistency and quality of our craft. A common language will allow us to deepen our methodologies and focus on developing quality communications. Our goal should be to drive modern communication thinking and create experiences that support the behavior change work that many of us are currently responsible for driving.

First, let’s define the relationship between communication and experience. An employee experience includes a collection of touch points (face-to-face interactions, emails, articles, events, classes, digital experiences, etc.). These touch points are influenced by effective communication (strategy, content and design). When employees have the information they need to do their jobs, they perform better and tell their friends and family. When people perform better, they are happier. When people are happy at work and have a better experience, employee engagement will be higher. In most companies, it’s just that simple. Employee engagement is an outcome of effective employee communication.

2. We need to rethink the employee experience.

The simple framework pictured below provides an overview of the employee experience in a way that is more employee-centric verses function-centric. It outlines all aspects of the experience we create for employees in our companies. This is different from the traditional human resources journey. Rather than illustrating the stages of an employee journey or life cycle, this framework provides a broader and more holistic lens so that we can be strategic. Each of the five dimensions have four elements

Read the full article in Communication World. 

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