⏰ This newsletter is 875 words, which is approx. a 2.7-minute read.
Everyone's talking about Employee Experience. A lot.
And that's awesome!
But when it comes to putting pen to paper and writing your EX strategy, it's tough to know where to start.
In this newsletter, we’ve narrowed down four approaches you can take based on tips from top HR folks and some cool employer brands.
1. Solve a business problem
This one had to be on top of our list for an obvious reason: Solving a business problem is the easiest way to demonstrate the ROI of Employee Experience.
Leslie Rogers gave us a real-life example of solving business problems using EX strategy on our EXtra EXtra podcast. She partnered with an organization getting feedback that customers felt they weren’t in safe hands. And internally, employees seemed to love fighting fires. The two are visibly interlinked. So, she created an employee experience strategy to shift the employee preferences away from fire fighting. This not only boosted the customer experience score but also the employee engagement score and the employee wellness metrics.
💡 Look for business problems that you can solve with your Employee Experience strategy.
2. Align with brand values
Another way to go about your employee experience strategy is by aligning with your brand vision, mission, and values.
Unilever is a brilliant example of this one.
The company is built on the idea that “purpose is everything”. Its EX strategy also aligns with the same concept of “finding your purpose” and “living your purpose”. Naturally, their EX program includes a self-discovery tool, a mature job enrichment initiative, and opportunities for personal improvement.
Another example is that of LEGO. Their workplace experience, just like the brand, is fun and playful. From its office design to community programs, onboarding, and more, play is at the heart of everything LEGO does; to the extent that “play from the first day” is their onboarding anthem.
💡 Match your employee experience (internal) to your brand experience (external)
3. Co-create experiences
You could also adopt Pepsi’s approach which is to get the answers you seek directly from the horse's mouth.
What should you ask?
Pepsi rolled out one question to its employees: Suggest one thing that will make your life easier at work.
They then collated the responses and worked on the employee feedback.
Dropbox is a company well known for its gourmet chef, free breakfast, lunch and dinner, and even free massages in the office. The then-CEO ran a survey to see if employees were getting all that they wanted. And here’s what they found: employees were more interested in training, leadership, and tools and systems to make their work more productive. 🤷🏻
💡 Ask the right questions and actually listen to what people are saying.
4. 😘 KISS: Keep it simple, silly
If a digital workplace isn’t making your employees' lives easier, then it is a red flag for employee experience.
Imagine this: Your employee’s laptop conks out. All they want is to get it up and running ASAP. But, instead, they find themselves tangled in a maze of steps. First, they log an IT ticket. Then, they chase their manager for approval. Next, they attach that approval to the ticket. And after all that, they trudge over to the IT department, drop off the laptop, and... wait. And wait. It sounds exhausting just thinking about it.
The takeaway? Streamline those processes! Minimize hoops to jump through. Embrace self-service options. Connect systems seamlessly. Predict resource requirements with data. And most importantly, make the digital experience smooth and user-friendly for everyone.
💡 Make everyday processes simple and seamless for your employees.
In the meantime, I’d love to hear your thoughts and feedback on the newsletter. Here’s where you can find me: email@example.com