The 12 Principles of Creating Better Workplace Experiences

On a recent HR Means Business podcast episode I chatted with Nick Holmes - VP of Employee Experience at Avalere Health , and an Experience Architect at UNTHINK -? about today’s fast-paced work environment and why creating a supportive and engaging workplace experience is becoming more crucial than ever to attracting, engaging and retaining the people our businesses need. We had co-presented on this topic at HR Tech Europe in Amsterdam in May and our podcast conversation was a good way to wrap up our thoughts and insights.?

Our conversation centred around the need for a more holistic approach to employee well-being which encompasses mental, physical, intellectual, and financial aspects, and ensures that employees are supported in all areas of their lives. Listening back, we outlined a number of actions that HR and people leaders could take, which I see as our 12 principles of creating better workplace experiences.

Understand Holistic Wellbeing

The foundation of a great workplace experience starts with addressing employee wellbeing comprehensively. It's not enough to focus solely on physical health; mental, intellectual, and financial well-being are equally important. Organisations need to delve into the root causes of burnout and high stress levels, rather than just treating symptoms.

Embrace Courage and Creativity

HR teams must be brave in acknowledging areas that need improvement. This involves being candid about what’s not working and taking creative steps to address these issues. Maybe have some of your team dedicated as an ‘experience function’ that can lead by suggesting innovative solutions and then partner with relevant stakeholders to implement effective changes.

Achieve Work-Life Balance

Achieving a healthy balance between work and personal life is critical. Work and personal life are interconnected, and stress in one area can affect the other. Organisations should understand this balance and avoid merely adding activities like yoga sessions, which may not address underlying issues. Instead, they need to establish and then focus on what’s really causing stress and burnout for their people.

Taking a Scientific Approach to Health

Understanding the chemical reactions in the body, such as the roles of cortisol, serotonin, and dopamine, is vital. Organisations should help educate employees on health topics like sleep, nutrition, and fitness. This approach ensures that employees have the knowledge to make informed decisions about their own wellbeing.

Using Data-Driven Insights

The use of AI and health-related technology can help to revolutionise employee wellbeing by predicting and preventing burnout. Tracking health indicators like sleep patterns helps take proactive actions rather than reactive responses. This type of data-driven approach can significantly enhance and improve workplace wellbeing. However……

Recognise Cultural Sensitivity

While collecting personal health data can seem intrusive, it’s important to approach this sensitively. Organisations should articulate openly to their people the importance and benefits of improved wellbeing for overall health and also work performance. A more sensitive approach can help to create an environment where employees feel comfortable sharing this information.

Maintain a Duty of Care

Employers have a duty of care to their employees. The Covid pandemic highlighted this, showing that genuine concern for employee health can lead to higher engagement. By maintaining this level of care post-pandemic, organisations can continue to drive engagement and loyalty.

Remarkable Work Experiences

Creating memorable and meaningful work experiences is essential. Rather than having forgettable daily routines, organisations should focus on designing remarkable moments and experiences that resonate with employees. Gathering and acting on employee feedback will help with identifying and improving these key moments in the employee lifecycle.

Take Actionable Steps

Using data from engagement surveys and listening exercises to inform actions is crucial. Organisations should implement a framework of simple improvements (effectively quick wins to boost employee engagement) mixed with longer term initiatives to drive continuous improvement in the employee experience.

Focus on Consistency and Prioritisation

Consistency and discipline are key to successfully implementing changes. Organisations should try to prioritise the most impactful actions and avoid spreading their resources too thin. Focusing on key initiatives and seeing them through to completion should help to ensure meaningful progress.

Future-Proofing Initiatives

Designing initiatives that align with long-term organisational goals and can adapt to changing conditions is also important. This future-proofing ensures that wellbeing strategies remain relevant and effective even as external circumstances evolve.

Adopting a Growth Mindset

Adopting a growth mindset by asking “What’s missing?” rather than focusing on problems will help to foster positive and proactive approaches. Being open, honest, and transparent about successes, and also about the areas and actions that need improvement, will encourage continuous development and engagement.

By embracing these twelve principles, organisations should be able to create better workplace experiences that support holistic employee wellbeing. The more comprehensive approach that we talked about not only helps to enhance individual health and happiness, it will also ultimately drive organisational success and innovation.?

Moving forward, it’s crucial for employers to start prioritising the wellbeing of their workforce, creating environments where employees can thrive both personally and professionally.

You can listen to our full conversation on this episode of HR Means Business