Undoubtedly, in the last ten years, and especially entering the 2020s, there’s been a significant shift in thinking. Everyone knows that talent scarcity is a severe organizational challenge.<\/p>\n
As a result, job seekers enter the marketplace knowing their ticket to a happy life rests with employers ready to attract the best human resources possible. Why? Companies that go the extra mile to create the right environment can foster employee engagement, satisfaction, and productivity. In short, they\u2019re at the cutting-edge of employee experience design.<\/p>\n
In this article, we\u2019ll discuss four essential elements of employee experience design and understand the basics and core concepts of employee design strategy.<\/p>\n
![\"employee](\"https:\/\/www.sogolytics.com\/blog\/wp-content\/uploads\/2022\/07\/GettyImages-528913575-1024x683.jpg\")
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What is employee experience (EX)?<\/h2>\n
EX decides whether your value proposition has “loyalty power” or will end up as a turnstile of employees entering and exiting just as fast. Enriched EX drives employees to achieve more and engage with the company in its growth and progression. It means committing to the company’s mission and vision while functioning as a corporate ambassador. In both instances, strong employee experience supports the development of satisfied and loyal employees.<\/p>\n
The key to a successful EX is meeting or exceeding employee expectations at every touchpoint on their employee journey. Why? Because touchpoints integrate to deliver a complete employee experience. This journey starts at recruitment, then to onboarding, project participation, advancement up the hierarchical ladder, training, and job reviews – indeed, the employee journey includes every vital touchpoint until retirement (or termination). A smooth transition from touchpoint to touchpoint is crucial to a vibrant employee experience<\/a>.<\/p>\n Conversely, unsuccessful employee experiences are often a result of toxic or dysfunctional touchpoints. These may be:<\/p>\n These are just a few examples of issues that disrupt a smooth employee journey, and it takes only one aggravating or anger-provoking workplace interaction to derail a positive employee experience.<\/p>\n Various studies have highlighted how positive employee experience impacts productivity, engagement, and performance with encouraging results. An MIT CISR study<\/a> showed employee experience-centric organizations achieve 2X more innovation and customer satisfaction than those that are not and are at least 25% more profitable.<\/p>\n So, designing organizational strategies and structures that place employee experience at the root of a vibrant workplace (remote or in-office) is the substance of this article. Why? For one, it provides insight into the employee experience design school of thought, or put another way, employee experience design thinking. For another, it focuses on the design elements that set the stage for a balanced, robust, and resilient employee experience to emerge. These must meet corporate goals and employee lifestyle parameters for a win-win outcome.<\/p>\n Does this resonate? If so, read on.<\/p>\n In the middle of the conversation about designing a holistic employee experience, you’ll encounter budgets, deadlines, and ROI demands from the board. The major concern about shifting priorities is the fear that any distraction may put the brakes on growth and bottom-line performance. In short, it’s a complex situation that all too often kicks all employee engagement<\/a> and best intentions to the curb.<\/p>\n In order to move forward, an innovative strategic approach is required to design a solution in the form of a resilient design framework. Of course, this framework must project employees into the center of organizational planning and decision-making processes.<\/p>\n The fundamental concept is to balance employee well-being<\/a> with making them genuine, measurable contributors to ROI and crucial profitability metrics. Emphasizing one to the detriment of the other is a counteractive action plan; both priorities must go hand-in-hand.<\/p>\n Below, we’ll review four employee experience design elements that offer a practical approach to formulating an employee-inclusive strategy, creating impactful employee experiences, and driving performance.<\/p>\n Most stakeholders didn’t see the Great Resignation of 2021 and 2022 coming. Another thing that shocks the system is that 30% of recruits terminate in the first 90 days<\/a>, creating a massive cost item in the overhead. How do we know that? Although a Gallup report<\/a> on the cost of replacing exiting employees (up to twice the annual salary) dates back to 2019, it’s unlikely things have gotten any better. Indeed, with recent high inflation, it has probably worsened.<\/p>\n Anyone immersed in building an employee experience design will confirm that the principal culprit behind shock terminations was lack of feedback. It’s vital for management to feel the temperature in the company and to understand if emotional upheavals are about to burst forth after steaming just below the surface.<\/p>\n An integral aspect of designing a holistic employee experience infrastructure in the business is to develop, distribute, interpret, and act on employee surveys<\/a>. Unless one can sense or pick up discontent in the employee ranks, it’s likely to blow up at some point, creating an HR crisis.<\/p>\n Therefore, designing a feedback program should meet high standards by taking the following into account:<\/p>\n The above field provides employee experience design thinking at its best. It all converges on opening constructive engagement with your staff and creating extraordinary transparency. When feelings and emotions start as niggles but have no release, they fester internally, often with an irrational reaction at a touchpoint that disrupts the team and the business. If you don’t know what’s bothering someone, you can’t remedy it.<\/p>\n In short<\/strong> – an organized, structured digital survey program connected to an omnichannel network for respondent convenience is an indispensable employee experience design pillar of strength.<\/p>\n\n
What is Employee Experience Design?<\/h2>\n
Employee Experience Design Element #1: Feedback<\/h3>\n
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Employee Experience Design Element #2: Training<\/h3>\n