The first step to create a great Employee Experience (answers from my LinkedIn network)

A couple of weeks ago I asked the next question on LinkedIn:

A question to all my peers on LinkedIn: based on your experience, what would you say is the key to creating a great employee experience?

It was great to get so many answers (great answers) from my peers.

I decided to share them with you (I have highlighted some of them as well).

Based on your experience, what would you say is the key to creating a great employee experience?

Hector Ortega:

Mutuality, recognition, and trust.

Marian Elizondo:

1. Let the employees know that they're working towards something bigger and that their work matters.

2. Show them that company cares about their personal well-being.

3. Challenge the employees- help them become better at what they do but also congratulate them when they achieve an important goal.

Izabella Claudia Rokicka:

Promote diversity everywhere and every time. BCG is doing great efforts supporting and promoting right approach in the worldwide companies. Good readings from them published here as well.

https://hbr.org/2018/03/engaging-employees-starts-with-remembering-what-your-company-stands-for 

John Morales:

Work-life balance is a MUST, especially in today's business world. Also, provide opportunities for career growth, care less about the skill and more about the will. Do not micromanage but inspect what you would expect. Last, create and develop an environment of support and challenge... meaning: offer support to your employees when they need it, and constantly create situations that would challenge them to feel uncomfortable and step out of their comfort zone.

Create and develop an environment of support and challenge.

Nancy Ramos Guajardo:

Supporting employees in their personal lives, all in all, we are all still humans, support can actually trigger employee engagement and commitment. There are many options nowadays such as flextime, home office days, family days and other initiatives that support life-work balance as a key driver of employee experience.

JuanCarlos Serrano:

They need to feel that their opinion is valued. The employee needs to be part of The decision making process. Have equal opportunity, pay, rights and obligations. Create a safe environment to raise their opinion. Treat them with the utmost respect!

The employee needs to be part of The decision making process.

Jorge Garagarza:

First and foremost acknowledge them as individuals and as human beings with unique needs, desires, and dreams. Second, manage expectations in a clear, consistent and honest way. Third, provide a level playing field so that everyone has the same opportunities when it comes to career advancement. Not everyone will advance their careers but everyone should have the same consistent rules for that matter. Fourth, listen! open up a bidirectional channel of communication, employees have a lot to say about different issues and if prompted they will gladly give their feedback but once they do, take action, show them that you actually care about what they said. And last but not least, fifth: strive for a good balance between great employment conditions and success conditions. A great job is one that presents great challenges while providing the necessary conditions to overcome those challenges.

Amr Gamal:

To enhance employee experience by evaluating the connection between the physical, social and cultural environments, also the tools and relationships they need to get work done daily, according to a new report.

Jesus "Sabo" Chavez:

Communication, to know Where are we going: Mission. Why are we trying to get there: Vision. How are we going to get there: Strategy. And make sure from top to bottom the message is passed, so everyone is on board. Use effective, clear, honest communication to share goals and expectations and also to avoid senseless politics as much as possible.

John Caccese:

Great question, Al. You and I both worked for a VP of Marketing who operated under the theory that each person needs to know that their job is important and that each person is important. When employees feel their jobs are important, and that they’re valued, they love their work and achieve great results.

When employees feel their jobs are important, and that they’re valued, they love their work and achieve great results.

Kamel Abdullatif:

You will get a million answers to that question and probably 7 billion if you asked each and every individual on earth because we are humans.. Everyone is unique.. we got different mindset.. different values.. different views and above all different motives!! Stop grouping and bulking the employees as if they are all the same!! If you got 100 employees you need

100 tailored experience!! The keyword is Humans.

Zeinab Hegazy:

Autonomy! If they own it, they will move mountains. Also let them know the “why” before the “what”... the heart always wants a reason!

Jose Ignacio Dominguez:

Challenge them, so they can grow to be better than you.

Marcelo Carrillo Garza

Make them feel they’re an asset to the company and not just a means to an end. Make them feel you care for them.                                                                                                   

Maria Jano?íková:

You know how they say that people don’t leave companies, but they leave their managers. It’s having a great supervisor/manager that has the biggest impact on employees’ engagement. Thus it’s so crucial to develop and invest in leadership skills of managers at all levels of an organization. The great leader can inspire, empower, build great communication answering Why, well, you know it all as you are such a leader :)

Wafik BesharaHR:

Ease of value creation and constructive communication. To know the purpose of the job and how it is linked to the value chain and to have a positive work environment.

Salvador Mérigo Coya:

First, make this question directly to your employees and second digitalize all the HR process, it will help to achieve the goals!!

Make this question directly to your employees

LUIS FUENTES:

My great experience as employee was when I had bosses as Guillermo José Sáenz and Raul Ramos, who always give me the freedom to innovate to obtain the objectives of the HR department, I had 3 wonderful years working with them implementing new ideas, Nava Siqueiroseiros was in that time the top Managment of HR and he always said " go ahead not stop the innovation, I protect and support you". During this period of time, I think all my colleagues and me had a great employee experience, adding great value to Cemex.

Adrian Becerra L:

Always treat them with respect number one!

ALEJANDRO VAZQUEZ RIOS:

Congruence based on genuine respect since they are candidates until they are fired or quit.

Juan José Campuzano:

A la mayoría de la personas no les interesa cuánto sabes sino cuán importantes son para ti.

Jose Maria Guerra Gonzalez:

Trust, respect, challenge and fun.

Sofia Khan:

A good work-life balance and recognition to each employee. Organisation's culture should be employee-centric for overall success.

Alaa El-gendy

Empower your employee

1. Give employees generous boundaries.

2. Listen intently.

3. Believe in your employees.

4. Forgive mistakes.

Clara Ines Montoya Ruiz:

Balance between have the technical skills to do a good job and being happy contributing to the organization's goal.

David Nabavi:

Provide them with a safe environment to grow, take risks and make mistakes. Also take an interest in who they are as a person, not just an employee.

Delia María Cavazos:

In the last pulse check, we released we discovered that people is more likely to be engaged if they feel that their opinion is listened and considered. So, have both ways communication is a key to the employee experience. Also, taking advantage that you opened both way comm, I would like to speak on behalf of the external employees. Considering that an important amount of employees is contracted through third parties, it would be awesome if we receive the emailing campaigns and have a kind of growth path or the opportunity in some point to belong to the company.

Seyar Qaderi:

The company should walk the talk and this will boost the experience of human resources from companies

Analucía Richo:

Listening and asking for feedback.

Mark Forest:

Management! There is a difference between a company and an organization. Address the issues that are the most time consuming and frustrating to them. The more organized your team is, the more efficient your employees are. Most people take great pride in what they do and will deliver more than expected as long as they are not caught in a broken system which frustrates them and reduces productivity.

Scott Hunter:

Having a great internal customer experience culture will translate into a fantastic external customer experience. A must in the experience economy.

A great internal customer experience culture will translate into a fantastic external customer experience.

Johnny Arellano:

For young professionals, they need great mentors that want to be mentors.

Mentors

Jose Miguel Romo:

I think the following points are important: create a stability in the planning of roles and positions always with a greater challenge make it possible to implement ideas with the support of leaders and members of the team

Jorge Diaz Delgado:

Making the employee aware of why his/her contribution is important to the overall goa of the company.

Rodrigo Pi?a:

As usual, awesome question Alberto! Complementing the previous answers I would add that creating a challenging environment that is powerful enough to wake you up without the need of an alarm watch early in the morning. This environment has to have enough critical mass of interesting people and projects in a way that reassures and keeps the wheel spinning. Who hasn′t experience this amazing feeling once in a while?, the challenge is to keep it rolling.

Creating a challenging environment

Jose Lorenzo Cuencar Garza:

Listen to them and take action. Let them know who they are for the company individually, and how they are helping on achieving their goals and the ones established for the company. Embrace open communication in a way that status quo is continuously challenged. Recruit not only good but passionate persons, so they become an inspiration.

Rhonda Lore Cloutier

Of course you want to be recognized for your contributions but I think building community strengthens your feeling of belonging and helps to create loyalty to your brand.

This is what I call Social Learning

Thank you all for your answers. I think this is not only a great way to leverage knowledge, but also a great way to unleash the potential of social media as a communication, information, and learning enabler.

Have a great digital day!