Can anyone share an example of an innovative way they've enhanced the employee experience? How successful has it been so far?
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VP of HR in Services (non-Government)8 months ago
Great question! Because employee experience is a series of 'moments that matter' to each employee, it's important to offer many different programs, activities, and events, as not all will resonate with all employees. This gives them the option to pick and choose which 'moments' are most exciting to them. I am fortunate to work at an organization that prioritizes culture and employee experience. Here are a few things that seem to work well for us:1. We ensure our core values are woven throughout all aspects of our people operations processes. Recruiting interview questions, onboarding activities, sales pitch decks, comms strategies, L&D, performance, recognition, awards/celebrations.
2. We have a continuous listening strategy we track and communicate progress against. Everyone knows we are listening intently, and they know how we are moving the needle (many employees are involved on culture task teams that are a result of our survey feedback).
3. To drive innovation, we have a Think Tank program. Employees can submit ideas on how to improve any aspect of the business. No idea to too large or too crazy - in fact, the crazier the idea, the better. Employees can volunteer to be part of the Think Tank committee to review submissions and help determine which to action/prioritize (6-month assignment).
4. We go all in on feedback and peer recognition:
Feedback Friday is a fun, company-wide initiative meant to promote the value of consistent feedback and embed it into our day-to-day culture. Every Friday, all employees are encouraged to provide feedback to another employee they appreciate, or request feedback on themselves.
Each month we feature a selected employee by highlighting positive, well-crafted feedback they received from a peer or leader within Workday (our HR system). This feedback is shared via a company-wide email and on LinkedIn to celebrate the employee and encourage others to give and receive feedback themselves.
We have several mechanisms in place to ensure we provide kudos to our employees for a job well done. In addition to the feedback above, our Crews Kudos channel (MS Teams) is always buzzing with praise and recognition for project go-lives, big wins, and shout-outs from across the organization.
Employee Recognition notes are a great way to give thanks to an employee by having a senior-level leader send them a personal hand-written note. Any People Manager can request an employee recognition note be sent via USPS. This is a very personalized way to show our employees how much we care about them and their success and to celebrate their accomplishments.
5. Every employee wants the opportunity to speak with their top executives. We have a program that encourages small groups of employees to join video chats to connect, learn, and share with members of the Executive Leadership Team. A few of our past session topics included Summer of Values (discussions around our values), our Sweet Sixteen (nostalgic reminiscing with tenured employees), Getting There, Together (diversity, inclusivity and social injustice), and Balancing Back to School (navigating and balancing remote learning and work).
Director of HR in Software8 months ago
We instituted listening sessions. Tagged as "[company]listens." The cool thing about this series is that we have a few standard ones (benefits listening sessions, for instance) or spontaneous, depending on if folks have a lot of questions on a particular topic. We hold them over lunch, and our employees bring questions, concerns, and ideas on a particular topic to the session, and we talk and listen. We've found that even if we cannot make a change based on feedback, being heard goes a long way to building trust between the company and employees.Head Talent Development in Software8 months ago
Employee engagement and experience demand a comprehensive approach, considering the entire employee lifecycle rather than focusing solely on isolated instances of innovative employee experiences. All touchpoints, spanning from the initial hiring to retirement, must be meticulously designed, detailed, and measured to ensure the best possible employee experience. A positive experience shouldn't be limited to welcoming phases; a seamless, hassle-free exit also contributes significantly to a great overall experience and memorable moments.
Consistently reconnecting your organization's culture, purpose, and values through each touchpoint is important in activating and engaging people. Here are few examples, happy to get into a call to discuss:
Onboarding:
Implement touchpoints at N-30 and N+30 (N=Date of Joining), ensuring a holistic onboarding experience.
Assign mentors or buddies to facilitate smoother integration into the workplace.
Conduct pulse surveys at every step to gauge and enhance the onboarding process continually.
Wellness, Fitness, Learning & Fun Challenges,:
Organize wellness activities, fitness challenges, and group workouts to promote a healthy and collaborative work environment. There are various apps available which simulates group activities and challenges
Encourage employees to share pictures of their group activities to foster a sense of camaraderie.
Incorporate learnathons and group hackathons to stimulate continuous learning and teamwork.
CHRO in Software8 months ago
A successful and highly engaging program we've conceptualized and customized in my past organizations. It was called "Conversations" Career Conversations, Insightful Conversations, Parent Conversations. The gist of each conversation was driven with a purpose and guidelines that aligned with our company values. They were held monthly and some like career and insightful conversations were manager led after said managers were trained on how to lead these.We received fantastic feedback and ongoing ideas of additional conversations. It kept lines of communication open.
I recommend to ensure each conversation topic be guided with specific values or principals, otherwise it could get out of hand if not properly facilitated or managed.
technology for easier work, creating opportunities for learning and growth,
prioritising employee engagement, and promoting a positive company culture.
These strategies can lead to improved productivity, talent retention, and
overall business performance. For example, investing in well-being and
experience initiatives can lead to better work environments, talent
retention, and improved business outcomes
Additionally, focusing on excellent communication, responding to feedback,
and supporting the needs of parents are also effective ways to enhance the
employee experience
By implementing these strategies, companies can create a more positive and
engaging work environment, leading to increased employee satisfaction and
success.
Mobile: Innovative ways to enhance employee experience include investing in
technology for easier work, creating learning and growth opportunities,
prioritising employee engagement, and promoting a positive company culture.
These strategies can lead to improved productivity, talent retention, and
overall business performance. For example, investing in well-being and
experience initiatives can lead to better work environments, talent
retention, and improved business outcomes. Additionally, focusing on
excellent communication, responding to feedback, and supporting the needs of
parents are also effective ways to enhance the employee experience.
Hope this helps. Happy to jump on a call