You have led your team and the organization through various disruptions since 2020. You have helped your people adapt to a fully remote work environment, and managed effective communications virtually. You may have even streamlined processes to continue operations remotely, or are currently making the move back to the office, or even better, a hybrid workplace. But you know these measures aren’t sufficient to provide an attractive and relevant employee experience journey to the talent in your organization.
You aren’t wrong.
According to a recent survey, almost 73% of respondents said they were actively thinking about quitting their jobs. And with ‘Great Resignation’ having become too common a phrase, there is no denying the reality of the situation.
So let’s understand why the older Employee Experience models no longer work.
Traditionally, we have seen Employee Experience (EX) being a holistic result of the following three components:
- Physical Workplace
But a new addition has changed the game. The Virtual Workplace has become critical in determining the effectiveness of the Employee Experience.
Forming meaningful connections through screens is very challenging when employees slowly get detached from the purpose of their work itself.
Meaningful connections & aligning to purpose need to be incorporated into a virtual work environment to ensure employees continue to live the same culture and experience as they did in the physical office setup.
Your employees think differently today
The pandemic has toppled everyone’s world. It has reprogrammed how people think and what they prioritize. Many are putting their health and wellness above all, while some are craving vacation days after a long time of being trapped at home.
Your employees may not prioritize their work the same way they did before.
This means you need to recognize the need for a great Employee Experience that makes them want to engage with their work continuously. You need to recognize this shift and craft an EX Plan that translates the meaning of their contributions.
But that’s not all.
Your EX plan has to account for two things:
- Make your employees want to come to the physical office.
- Incorporate a hybrid EX for both virtual and face-to-face employees.
But how can you do that?
Employee Experience expectations have undergone a dynamic shift
With changing circumstances, employees’ expectations from their employers and organizations have also evolved in the last few years.
Be it greater importance to safety and wellness, the new need for flexibility or extended periods off work, employees want more from their employers and will readily change jobs if their expectations are not met.
Thus, there is a need to take a closer look at the different personas within your organization and map an Employee Experience Journey that aligns with each persona’s new expectations.
Amidst these changes, you cannot continue with your older EX Strategy and expect it to yield the same results. To fight the ‘Great Resignation’ you need to develop a ‘Great Employee Experience’ first.
And this can only result when you have two things:
- A growth mindset: An EX designed today will not fit tomorrow. It needs to be a continuous journey of evaluating and correcting and evolving.
- Personalized employee experience journey: One-stitch fits all can no longer work. People want different things from their employers and if you want to retain the right talent, you need to know what they want and meet their expectations.
When you lead with the intention to evolve with your employees, you will also equip your organization to develop and reach limitless growth and success.
And if you are looking to introduce such evolutions for your organization, do reach out to firstname.lastname@example.org. We are more than happy to talk transformations!