Shaping the new possible through employee experience

During this pandemic, while one section of people wished to work from home indefinitely, the rest hoped to begin working from the office again soon. However, the companies have something else in mind and are hunting unusual ways to continue work. Due to this difference, there is a bit of a gap between employees’ and employers’ expectations. Experience accounts for a lot of one’s personality and the journey in the industry so far. Employees also desire a hike in pay and a sense of power.

To bring the “new possible,” organisations are leaning towards the employee experience (EX) revolution model. For this, the companies consider all employee suggestions and put them into action. Every employee might have a different experience, but the focus must be on finding common grounds. Another critical factor is trust; a worker wants to feel appreciated and responsible. Flexibility to manage work and a lifestyle is also an aspect that employees would like an organisation to look into.

A recent study shows that the use of e-commerce, digital payments, and AI will increase in the future. Due to this, there will be a massive job shift that will be beneficial to bridge the skill gap. This will make the tasks effortless and smooth for the employees.

The pandemic has also presented opportunities for flexible and fluid timings. Employees get a chance to personalise their work that results in higher creativity, motivation, and more work done.  

Organisations use the EX model to calculate or assess employees’ work, motivation, and skill set. It helps them ensure that all the most suitable talents stay. Every top EX company has employees that have crossed all the work expectations. EX has a well-organised approach to ensure all employee problems are solved. This will make the employees feel recognised and also an essential part of the organisation.

A brief plan to build a new possible employee experience

Step 1: Create a foundation and work from there.

This is a group effort that necessitates the alignment of senior executives from all functions and the entire organisation's participation. It all starts with a clear, honest assessment of existing employee needs, backed up by data as well as organisational science-based tools and surveys.

Step 2: Analyse and improve the employee experience

Design thinking entails a “discover, design, deliver” cycle that entails a thorough grasp of a specific employee journey across one particular period.

Step 3: Prepare the entire company for an EX makeover.

Following the identification of critical events, the final stage is to put procedures in place.

Conclusion

The time has come to put more emphasis on employees. The moment is now for companies to focus on their people and their customers. How each company uses this opportunity to make a difference in the perception of its employer will impact how it is perceived internally and externally for years. Build an EX structure now!

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