Would you like your employees to find work as meaningful as you do? Studies show that organizations who invest in increasing employee experience are four times more productive than organizations who don’t. But what really drives employee experience and what it takes from leaders to lead good employee experience?

Meaning of work is increasingly important in creating sustainable business growth. Employees are looking for meaningfulness in their work and they value most the employers who succeed in delivering that. Recent studies also show that organizations that invest in the experience of their employees are up to four times more productive than the organizations who don’t. Therefore, investing in employee experience should be a strategic priority to every organization who seeks sustainable growth.

It is a matter of mindset and structure, not reading their minds

Driving good employee experience is in principle based on two things. Firstly, you will need to consider employee experience as a part of your organization’s leadership structure; defining your vision, setting clear targets, and setting KPI’s to measure your success. Secondly, you will need to invest in focusing on having people mind-set. How to actively listen what drives your employees, what they consider meaningful at work, and how to support their growth as individuals.

And when you focus on these two things you must consider the needs of your employees. What are the moments that matter for them as a group, but also as individuals? In discovering that you will need to have time to be there for your people.
Sounds like it’s going to take a lot of your time

Spending time on leading employee experience is an investment. Studies also show that teams focusing on understanding and listening others are more efficient and perform better than the ones who don’t. However, based on Verona’s Employee Experience study only 27% of actions and priorities of top management are aligned with the importance of employee experience. If investing in employee experience can make your organization four times more effective, can you really afford not to invest in it?

What to do first to get started?

  • Create clear structures and vision about how employee experience is managed and developed.
  • Listen and be present. A short moment in time may be what matters the most.
  • Empower and coach your employees to grow and challenge themselves.
  • Show trust and acknowledge success. They won’t know it if you don’t show it.
Topics: Accelerating Change, Competence development, Employee experience, Verona Consulting