HAPPY STAFF = HAPPY CLIENTS = GROWTH
“In a world where money is no longer the primary motivating factor for employees, focusing on the employee experience is the most promising competitive advantage that organizations can create. – Quote by Jacob Morgan, keynote speaker, futurist and author of The Employee Experience Advantage
Most brands go by the antiquated logic that the only way to grow as a company and improve ROI is to keep their client base happy. While it is true that customer is king and all must be done to keep the clients happy at all times, equally worth consideration is the role of a satisfied / happy employee. The connection between the two is strong and any company that disregards the same is asking for trouble. A recent survey undertaken in USA reveals that a company that puts staff experience on par with client experience has cracked the code for success. Their revenues see an increase by 2-fold as compared to brands who only put one of the two under the limelight.
Here are some ways on how companies can improve their employee experience.
Make employee experience a part of work culture. It should be reiterated / ingrained at all levels of employees and management. Incentives should be linked to measurable metrics for employee experience / delight such as office satisfaction and retention rates. Thus, the work culture in the office will also become employee centric as well.
Use KPIs and keep measuring them time after time. Unfortunately, most companies don’t want or have data pertaining to happy staffers. This should be remedied by drawing up a list of measurable metrics that help the HR and management to take strong action based on valuable data available. As staff & management feel their way in the new working environment, data will keep needing to be collected on tracking / measuring employee satisfaction / delight with confidential surveys and polls.
Human Resource departments need to be omnipresent. HR team that is devoted to the well being of all employees needs to be synced with all departments. They need to be available at all times and all places to cater to the emotional, mental and physical wellbeing of all those work in an organisation (on – site, work from home, hybrid or placed with a client).
Be open to new ideas and ways. As work culture keeps changing, the management and HR also needs to be having an open mind and freshness of ideas. New ways to keep employees happy and loyal need to come up over time. It’s imperative to be pro – active and a step ahead of others to avoid HR crisis.
In Codleo, employee experience is as important as client experience. Incentives and perks form a part of the package to retain talent. As Neetu Singh, HR Manager says clearly “HR has to be kept at the front because disaffection can have strong repercussions on work, ROI and client delight. Ignore it at your own peril”.