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30 Mar 2020

Top tips for developing an employee experience strategy

Developing an employee experience strategy can be daunting. Where do you start? What do you include and exclude? Where are the boundaries? What’s going to add value and be the most cost effective?

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Before you embark on developing a new, or updating an existing strategy – you need to understand where you are today. It’s important not only to understand where the business is and what it wants to achieve, but also where the employees are and what they need from you. Keeping employees engaged is particularly important during turbulent times like these, when many of the workforce are working from home.

Painting a picture

Using the data that you already have available to you can help with this: turnover, sickness, benefit engagement and so on. However, looking at these things in isolation can only tell you so much. The power really comes when you start to put multiple internal and external data sources together. You can really start to build a picture of where the biggest issues and challenges are, and then focus any new strategy to help support the key areas. This will give you the best chance of implementing a successful strategy that will be impactful, valuable and lead to higher levels of engagement.

Having clear objectives for your strategy is a must have. Without these, your project can run away with you and the deliverables may not be the most effective, and the programme runs the risk of failing. Understanding what you want to achieve, and more importantly why you want to achieve it, as well as having defined timescales will help keep the working group focused.

Having both data insights and clear objectives will make measuring success much easier for you – you know where you have come from, and you can see the change over time. If things aren’t working as you wish, you can adapt and evolve as needed.

Communicate and measure

A great way to measure the impact outside of this is to ask your people. Simple quick surveys, workplace champions, focus groups and feedback mechanisms are all useful tools you could incorporate if you feel that would add value.

Communication is a vital part of any strategy – make sure your workforce understand what you are doing, why you’re doing it and how it can benefit them. Be careful to ensure your strategy is not seen as ‘just another…’. Buy-in from senior leaders, sharing stories and being inclusive for all will help you here. Communicating in a variety of ways will help get your message out to your age-diverse workforce. The beauty of technology and different multimedia formats is that a lot can be done virtually.

Finally, be brave – it’s ok to try new things, experiment, challenge yourselves. Some won’t work, but some will. Use the feedback and share the journey with your people – invite them to share their ideas to make things better, this is the best way to embed new strategies and change culture from within, which will ultimately help your business – happy staff = happy customers after all!

Top tips:

  • understand where you are today
  • have clear objectives – what do you want to achieve and by when?
  • inclusive initiatives
  • share stories – successes and challenges
  • think outside the box – it’s ok to try things
  • provide options for engagement and communication
  • review, adapt and evolve – gather and listen to feedback.

This article is provided by LCP.

In partnership with LCP

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