For those of you who have led a team since the pandemic began, know that any playbook on employee engagement can get tossed in the garbage. The Covid era has significantly impacted what employees expect from their employers and of their work experience, so organizations need to deliver if they want to retain their employees. Many feel that increasing compensation is the answer, but we need to evolve this paradigm and focus on a more holistic employee experience by putting emphasis on essential areas such as engagement, well-being and employee development and growth.
I have seen the tactic where leaders have experienced a high rate of attrition and their immediate solution was to implement a one-time bonus for all employees as a sign of appreciation. All too often, this runs the risk of having the opposite effect, as the employee feels the recognition was less personal.
While some of these concepts can take time and effort, they can help employees feel a greater sense of appreciation and value within your organization.
Bring your teams together to learn what type of recognition is most meaningful to each individual. If you personalize these expressions, it comes across as more thoughtful and shows that you are dedicated to each of their experiences as a valued employee.
Provide development and growth opportunities and have regular check-ins on your employee’s career path. I don’t need to say this, but employees are switching jobs more frequently than ever – oftentimes it is because they felt they had a lack of career development and advancement potential. Show your employees that you are invested in their career and that they have a future in the organization.
Create a flexible and sustainable working model that supports your employees’ well-being and mental health. Burnout during the pandemic is a constant issue and most organizations fall short in addressing it. As many of us return to the office, one critical area of focus for coaching should be strengthening the employees’ adaptability to change. We can become even more rigid in old habits and mindsets when we are under stress, so in order to thrive in this environment, we must learn adaptability techniques.
Providing a best-in-class employee experience requires a profound shift in thinking that puts the employee first. This happens by exploring and responding to how the employee views their experience, then delivering a bespoke intervention centered on moments that matter. In doing so, we can inspire and collaborate on creating an experience that is meaningful and enjoyable for all employees and helps us maintain a competitive advantage and employer of choice.
Regardless of what industry or geographical location you are in, you can create a distinctive employee experience strategy by avoiding a cookie-cutter approach. By doing so, it creates a balance between leadership-driven guidance and allowing employees to create their own employee experience. One important thing to recognize is that these are uncharted waters – we should continually measure impact and course correct as needed. We’re all on this journey together – it’s time to seize the moment by focusing more on the employees’ journey. The ways in which organizations adapt to change and maintain focus on the experience of the employee is critical in shaping its perception as an employer – both internally and externally.