Providing a dynamic learning experience that helps employees in their career journey is a key influencer for a positive employee experience.
Employee experience encapsulates what people encounter and observe throughout their journey with an organization. Creating a unique employee experience is imperative. It is a sector-agnostic practice and can be achieved by keeping the focus on people. Organisations must provide unique solutions and add intrinsic value to all stakeholders writes Tulika Dass, Group Head – Human Resources, Ambit.
Improving employee experience requires organisations to take various initiatives that are in the interest of their employees’ well-being, growth and learning.
Providing a dynamic learning experience that helps employees in their career journey is a key influencer for a positive employee experience. In today’s time, organisations must look at learning from a fresh perspective, as over the years, learning styles have drastically changed. Organisations must invest in learning mechanisms that are constantly analyzed, measured, revised, and then implemented. These experiences can include peer-to-peer learning, learnings from seniors where they share real-life experiences, expert talks, and so on. These initiatives that are customized to the employees’ learning patterns will ensure that an organisation is providing a continued employee experience.
Other key initiatives such as improving employee communication, designing a unique onboarding experience and helping new joiners settle socially, investing in employees’ wellness, and offering them career development programmes also help in adding value to employees’ career journeys. Employees also require support that is aligned with their life journey. Therefore, supporting them at every life stage by creating multiple instruments for unforeseen situations that they may face is prudent.
Communication collaterals are quite impactful in generating high engagement levels within an organisation. Employees feel heard and connect more with their colleagues when the organisation shares their personal experiences via internal communication. The ways of employee engagement have also evolved. Therefore, organisations should respect the same and create a highly collaborative work environment where employees can meet like-minded people through hobby groups and other fun activities.
Implementing and practicing values like integrity, collaboration, and innovation are prime factors of leadership. These practices provide employees with guidance and help mould their future while ensuring that they take accountability for their actions and excel in their careers by emerging as eminent team players.
Organisations should also ensure that their employees are given ample opportunities for self-growth and that their ideas are encouraged. Cross-functional and cross-geographical exposure can be a huge motivational element for employees. These opportunities will encourage the employees to think better and boost their conviction in the company.
Building a Meritocracy and Achievement culture is another important aspect of achieving employee satisfaction. Its benefits are numerous, and it helps propel the firm. Meritocracy culture favours intelligence and merit above all else. An organisation that follows the meritocracy culture listens to all the opinions and then makes decisions based on those that are deemed the best. It helps the employees freely express their opinions and share their ideas openly.
In conclusion, organisations today need to understand that it’s the people and the teams that make an impact. Investing time and resources in creating the right culture and experience that facilitates employees’ success is one of the most valuable investments that will ultimately help in improving the organisation’s overall performance