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Employee Journey Map Metrics That Matter

You’ve probably heard that repetitive slogan the real estate industry uses to highlight what they value most: Location, location, location! In many other business sectors the mantra to rally around is: Metrics, metrics, metrics! We recently discussed the value of employee journey mapping, and the logical next step is to figure out which metrics to map. A lot of the conversation about employee experience (EX) is inspired by customer experience (CX). After all, when in a people management or HR role, employees are our core customers. Just as customers are offered opportunities to rate that meal or customer service encounter, we’re moving to measuring interactions within an organization as well. By assigning metrics to stages of the employee journey, you give your people the opportunity to say, “Here’s how this was for me.” You can gain useful insights into key trends and drivers, segmented to each stage of the journey, to see what might be missing or identify areas of improvement for employee engagement. Adding value to the employee journey We’ve already come through the “Great Resignation” and endured “quiet quitting.” But that doesn’t mean we can rest on our laurels. Knowing the high costs of hiring and/or replacing employees who leave, retention must remain a priority. By adding metrics to the employee journey map process, we can better identify and understand friction points. This can help your organization to avoid misunderstandings and provide a more seamless employee experience. Different organizations will map the employee journey in various ways. Some […]