You have an idea of what employee experience management is, why it is important and how to build one out.
Like most things in life though, you can’t just roll out an employee experience management plan and then walk away. Throughout the employee journey, leaders need to manage actions and respond to individual’s feedback.
With tools like employee experience platforms around to help make this job simple and engaging, let’s dig into what you should use to manage employee experience.
How should employee experience be managed?
Managing the experience to keep everything positive and valuable doesn’t fall to just one person or team. Managers, HR departments, the C-suite and IT all have roles to play in providing the best journey for employees.
A manager may know what his team or department needs, but they can’t see what every other body of the company values. This is where someone from HR steps in, or an executive makes the call.
Once it’s all hands on deck, the mindset of getting specific with the experience’s moments will power the day-to-day decisions.
This is because each touchpoint has to be managed. From day one, the experience has to be adjusted to reflect feedback, all while packed with actions that bring in measured opinions and results.
The employee experience’s content needs to have focus behind it (for example: Managers working closely with their teams will know what they value most, so can plan to make individuals feel secure with mental health surveys, wellness check-ins and so on.)
Employee experience solutions are a Swiss-army knife for management
Solutions provide an easily-accessible hub that has all of the tools necessary for a great employee experience. Messaging, engagement features, training and analytics are viewable right off the get-go.
Here are some of the main features that help manage employee experience:
Assigning and scheduling tools
Instead of putting everything into an intranet (or equivalent), employee experience management platforms allow for scheduled content and targeted campaigns.
This means that surveys are spaced out and part of an automated process. Once the survey is created, it’ll be delivered to the chosen employee(s). Their responses are recorded right in the platform, and experience managers access the results when they’re needed.
Short notice content is still effective, and assigned employees are notified and reminded that it’s there for them to complete.
The ideal platform will be able to help leading up to the journey’s defined start, too. Recruiting tools like applicant management and candidate databases are easy to find in the solution’s menu, so administrators know what they need to know when the onboarding phase begins.
Employee Journey Mapping
The best projects start with an outline of ideas: The employee lifecycle is no different. Read more about Employee Journey Mapping here.
Surveys pull in the information you need every step of the way. A platform will pack an answer for this, too, making delivering surveys and analyzing them easier than ever. Here’s how EX can be improved with great surveys.
Knowing who is engaging with what is extremely valuable for the whole business, but for employee experience design specifically is a central asset for the information-gathering and acting on feedback stages.
All of the surveys, posts, training, documents and links are being interacted with. Seeing that new hires are completing assigned tasks in a timely manner, every time, shows that the content is engaging enough that it isn’t something being put off. Reports that compile these insights and more are the wrap-up resource that’s needed to see how efforts are panning out and where everyone’s feelings rest.
Manage employee experience with a digital platform
With employee experience impacting so many of a company’s valued outputs, along with the individual experience of each employee, it’s crucial to manage it properly.
Even after making the most detailed employee journey map or laying out surveys, the experience has to be managed. With the right employee experience management platform, hitting the highs of the journey and avoiding the lows is more possible than ever.
Luke is a results-focused, high-energy leader with a focus in the area of leadership and business strategy. He has a “will to win” attitude with a proven track record in creating business value and an engaged workforce.