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How Do You Personalise Employee Experiences in a Workplace Culture?Management People Development Productivity RETAIN April 19, 2017
What is the best factor to retain your employees? Is it competitive salary, awesome benefits, generous bonus, or cool perks? The truth is, the answer lies beyond all those variables: employee experience.
You might have successfully got the best candidates on board from the talent pools to your network. The next thing to do is to make sure that all the resources you invested will not go to waste. The best way to empower your workforce is by improving employee experience. Employee experience plays a significant role in the success or failure of retention program.
When your employees find enjoyment and excitement in their job, they will be committed to stick longer to the organisation. Personalising employee experience is not just about offering wellness program or lunch vouchers. More than that, it summarises all of your employee retention efforts.
Then how do you customise employee experiences in a workplace culture? Here are some of the most essential ideas:
- Harness the power of analytics
Treat your employee as your new customer. With such notions in mind, you will need to apply marketing strategy even for your new hires. Before understanding what your employee needs, first you have to understand where your company stands.
To help you gain better insights on this matter, you can take advantage of harnessing big data and analytics. Measureable data obtained from surveys, questionnaire, employee forms, and interviews could be of great help to tap into bottom-up development. By analysing the patterns shown in the data collected, you can see particular trends among employees and use them to make improvements.
- Update your tools and technology
Digital technology has transformed the way we interact with each other. Update your HR tools and leverage the advancements in technology. Employing digital technology and automation will not only provide seamless business operation, but also help employees maximise their performance and increase productivity. For example, you can generate collaboration tools to foster a culture of teamwork, or offer communication platform to bridge communication gaps.
- Offer clear career pathways and continuous learning
Career advancement opportunity is amongst the best driving force for your employees. Investing in employee’s professional and personal growth will not only encourage them to grow, but also motivate them to stay longer with your company. Therefore, you should list talent mobility program as a part of your retention strategy. Since there is no one-size-fits-all training approaches that can be catered to all employees, you should customise the program to suit the employee’s diverse interests and skills.
- Recognise and reward the employees
Human beings always crave for recognition from others, and it applies to your employees too. As a leader, you should create a system of recognition and rewards. The system should be fair and square for each person, as only those who deserve it can earn it.
Display and celebrate achievements publicly. This will give a positive and constructive element for your workplace culture.
- Foster strong teamwork
Encourage collaboration and healthy competition among co-workers by fostering strong teamwork. This doesn’t have to be done in a formal way such as through face-to-face meeting or discussion. You can focus on building solid relationships by hosting regular get-togethers, outside the office too. Through such informal approaches to networking, you can connect with employees better and build healthier relationships.
While every HR manager recognises the importance of employee experience to boost retention and reduce turnover, only few are actually successful in implementing the strategy. One of the best ways to keep employees engaged with your company is by giving them personalised experience.
As a leader, you should bear in mind that every employee is unique. They don’t want to be seen as mere followers, who execute orders from the higher ups. Rather, they want to work for an employer who sees them as individuals, knows how to treat them, and makes them feel valued for their contributions to company’s growth vision.
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