Employee Experience the Right Way: Engagement 101

When does employee experience begin and end?

The correct answer would be when a candidate is offered, at least they make for quasi-employee till they join. The reason to consider an offered candidate – an employee is for a simple reason that employee experience has to begin and why not at the starting line??

?It also helps map out the seamless transition of candidate experience to employee experience. (Note- please keep communication about company updates do not give out insider information.)?

Jokes aside, it helps you reduce candidate dropout, especially when they have 3 month notice period. Seriously as a country which is extemely impatient, we really do love making candidates join another organisation and employees go through a rigmarole to exit an organization. Once the transition happens and the employee has joined, the real journey begins.

Onboardings play a major role in getting the first impression right, but from then on, every single aspect of how you assassinate the employee is crucial.

?The first 90 days are for you to show the organization, you have built during the candidate and quasi-employee experience. So how do we do that, I have taken you through a whole bunch of words before we reach here –

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1.???????Easy Processes

When I say easy process, it doesn’t mean it is not rigorous, but rather it is smooth and efficient from understanding the role to getting around the organization to getting that access card. I remember in one of our organizations, getting that access card was such a hassle that we cheered when anyone got it. (Honestly getting the right software is as important as building the standard processes.)?

Make your people feel at ease- through your processes and make your processes easy so that it is not only a lucky few who get the easy way out.

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2.???????Touch Base

Touch base is such a corporate word (I digress) but having regular check-ins with new employees helps clear the jitters and hang-ups they might face during their early days. It also helps with reducing early attrition. I mean, you got someone in with a month of process, a 3-month wait, and if they leave in 3 months, it is a wasted effort of 7 months on both ends

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3.???????Make them feel seen

In the hustle and bustle of a large organization, becoming a small cog is very easy. No matter what, every employee deserves their fair share of the spotlight, so find ways to make them feel seen. Whether through rewards, recognition, or even simply a bell to ring, it is your choice how to get that ball rolling.

Lastly, employee experience is about shared values, it is not only events, rewards or even learning opportunities but actual work is what connects the employee to the organization. How does the work they do, help in the grand scheme of things where you will hit the jackpot.

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It is fairly simple, make your systems robust, your processes simple and your people seen and voila, there is good employee experience. The question isn't whether to be or not to be an employee-centric organisation but how to be one.

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