5 Strategies for Building a Stronger Employee Experience for Your Company

A positive EX fosters a sense of belonging, purpose, and growth within the organization, increasing employee engagement, productivity, and customer satisfaction. According to Gallup, organizations that prioritize employee experience significantly outperform their peers.

In this article, we’ll explore five key strategies for building a stronger employee experience at your company.

Strategy #1: Evaluate Your Core Values

Core values significantly shape an organization’s culture and employee experience by defining what is most important and serving as a compass for decision-making and behavior. Ownable core values are not just about attracting top talent; they are about creating a culture where employees feel engaged, motivated, and empowered to do their best work.

As you reflect on your company’s values, consider whether they authentically live within your culture. Inauthentic core values can be harmful and lead to cynicism and disengagement among employees when they perceive a mismatch between values and actions.

Ways to ensure authenticity include:

• Involving Employees in the Value Creation Process: When employees have a stake in defining the company’s core values, they are more likely to believe in them and embody them in their work. This can be achieved through workshops, surveys, and focus groups.
• Living the Values Every Day: Core values should be more than just words on a poster. They should be integrated throughout the organization, from decision-making processes to performance evaluations. Leaders must set the tone at the top by modeling the desired behaviors.

Strategy #2: Foster Open Communication and Feedback

Transparency and open communication are cornerstones of a positive employee experience. Employees who feel their voices are heard and valued are more likely to be engaged and motivated.

According to a Deloitte report, leaders who actively listen to and address employee concerns cultivate trust and build stronger relationships with their teams. Open communication creates a sense of psychological safety, allowing employees to voice their opinions and concerns without fear of retribution. This fosters a collaborative environment where employees feel empowered to contribute their ideas and perspectives.

Some key steps to consider include:

• Regularly Soliciting Feedback: Conduct regular employee surveys, pulse checks, and focus groups to gather feedback on various aspects of the work environment. This can include company culture, leadership style, workload, and growth opportunities.
• Creating Safe Spaces for Open Dialogue: Encourage open communication through anonymous feedback channels, town hall meetings, and skip-level meetings with senior leadership.
• Acting on Feedback: Demonstrate that you value employee input by taking action on the feedback received. Communicate the steps you are taking to address concerns and implement positive changes.

Strategy #3: Invest in Employee Development and Growth

Employees who feel they are constantly learning and growing are more likely to be engaged and satisfied in their roles. Rebecca Fraser-Thill noted in a Forbes article that employees who feel their skills are being developed are more likely to be satisfied in their jobs and less likely to leave the company.

Investing in employee development shows a commitment to their long-term success and fosters a culture of continuous learning. This not only benefits the employee, but also ensures the company has a skilled and adaptable workforce prepared for future challenges.

Invest in employee development by:

• Providing Ongoing Learning Opportunities: Offer training programs, workshops, and conferences to help employees develop new skills and stay current in their fields. This could include leadership training, technical skill development, and soft skills training.
• Encouraging Career Development Conversations: Implement regular career development conversations between managers and employees. Discuss career goals, identify development opportunities, and create a clear path for advancement within the company.
• Promoting Mentorship Programs: Mentorship programs connect experienced employees with less experienced employees, providing guidance, support, and knowledge sharing.

Strategy #4: Cultivate a Culture of Recognition and Appreciation

Feeling valued and appreciated is a key driver of employee satisfaction. A recent study from Gallup and WorkHuman underscores the importance of appropriate recognition, finding that workers are 4x as likely to be engaged and 5x as likely to see a path to growth with their company. Recognition motivates employees, helps them feel valued, and reinforces positive behaviors that contribute to the company’s success.

Cultivate a culture of recognition by:

• Implementing a Recognition Program: Create a formal recognition program that acknowledges and rewards employees for their contributions, achievements, and positive behaviors. This could include peer-to-peer recognition programs, manager recognition awards, and company-wide celebrations.
• Providing Public Recognition: Acknowledge employee achievements publicly, such as through company-wide newsletters, social media posts, or team meetings.
• Offering Meaningful Rewards: Tailor rewards to individual preferences and contributions. This could include additional paid time off, professional development opportunities, or tickets to events.

Strategy #5: Promote Work-Life Balance and Well-Being

Employees need a healthy work-life balance, and research shows that focusing on this aspect of the employee experience can increase job satisfaction, reduce the risk of employee burnout, and attract top talent.

Employers can promote well-being by:

• Offering Flexible Work Arrangements: Consider offering flexible work options such as remote work, compressed workweeks, or flexible start and end times. This allows employees to manage their work schedules around their personal lives.
• Promoting Healthy Habits: Offer programs and resources that support employee health and well-being. This could include on-site fitness centers, healthy meal options, and stress management workshops.
• Encouraging Time Off: Encourage employees to take advantage of their paid time off and disconnect from work. Disconnecting allows employees to recharge and return to work feeling refreshed and motivated.

As outlined in the key strategies above, companies that intentionally focus on their employee experience can gain significant benefits. Many firms wonder where to begin.

To get off the ground, consider engaging a research partner to help evaluate your current EX, establish benchmarks for future comparison, and determine the opportunities that will have the greatest impact on your team.