PS Reviews: Steve Bennetts’ Article on Improving the Employee Experience
In the recent HR Exchange Network article, “7 Ways to Improve Your Employee Experience,” Steve Bennetts discusses how businesses can improve the employee experience, but also about dramatic increases to the bottom line that come with these improvements. There has been a shift in focus from employee engagement to the more holistic perspective of employee experience in the workplace. “Businesses need to go above and beyond because a superior employee experience is the sum of all the interactions employees have with your company,” begins Bennetts. Some may interpret the employee experience as a priority for recruitment and retention, but it goes far beyond that. If the employee experience is, “the sum of all the interactions” that employees have, and it is improved, then those interactions have improved as well. “It involves the culture, benefits, physical work environment, and tool’s you provide for employee success, and it can be linked to revenue,” Bennetts explains. “In fact, companies with high employee engagement pull in 2.5 times more revenue than companies with low engagement levels.” The effects of a better employee experience cascade and translate to a better company – with higher profits. How is this achieved? Well, there are various ways that Bennetts presents (which build from each other and are not mutually exclusive), but communication and feedback are the cornerstone to it all. Performance Scoring’s Performance Management System brings continuous feedback and open communication channels to organizations so they can understand (and strategize around) the employee experience.
“Create multiple ways to listen to their people”
It should be no surprise that the first way to improve the employee experience, is to improve communication. Bennetts acknowledges that “highly successful employers gather feedback from their employees and listen to their ideas.” Many organizations may shy away from gathering feedback because of the next step: what do we do with it? This is where the reporting features of Performance Scoring really shine, the Company ScoreBoard and Dynamic Org Chart direct leadership to where action is needed. These features, and sole reliance on objective data, make the Performance Scoring web-based application the ultimate management tool. Objective data and directed employee engagement translate into employee development and recognition – both critical to the employee experience. Companies that effectively communicate and capture employee feedback will “develop a culture that’s engaging, creative, and highly sought-after.”
“Provide growth & development opportunities”
Once communication and feedback are improved, growth & development become paramount to the employee experience. This is understandable, and the data backs it up. Bennetts cites a recent study remarking that, “two of the top three drivers of retention are having a manager” that effectively engages with their employees. Engagement, and an understanding of strengths and weaknesses, is essential in providing growth and development opportunities. “Needless to say, managers play a key part in employee satisfaction,” Bennetts adds. Performance Scoring objectively identifies strengths and weaknesses so that growth and development can occur, and employees receive feedback in real-time recognizing their growth. “The future of work will value leadership and management skills more than ever,” Bennetts concludes. Give the leaders (and future leaders) of your company the ultimate tool to develop their management skills with Performance Scoring’s web-based performance management application. Better understand and improve the employee experience with objective data – your bottom line will thank you.