Employee experience – A quick guide

Employee experience is made up of a series of moments across the employee lifecycle – it shapes how an employee feels about an organisation and can be a critical factor for retention. But why is employee experience important? What are the benefits of providing a good employee experience? And how can you measure it?

Why is the employee experience important?

The employee experience is crucial to the success of every business. Organisations that offer a great employee experience often have the competitive edge when attracting top talent into their workforce.

Happy employees are more engaged in their work and, with many studies showing a direct link between great employee experiences and great customer experiences, there’s no doubt that a positive work life has a tangible impact on the bottom line.

What are the key stages of the employee experience?

Designing your employee experience around key employee lifecycle stages will help you identify gaps and prioritise areas for development.

Here are some considerations at each stage:

  • Attraction: Do you have a strong employee value proposition (EVP) to attract the best candidates?
  • Recruitment: What’s the current candidate experience? Is it fair and transparent?
  • Onboarding: How do you welcome, enable and empower new starters?
  • Connection: How do you create a culture where people feel like they belong?
  • Development: Do you offer development opportunities and personal growth?
  • Performance: How do your leaders ensure all employees are able to perform at their best?
  • Life events: How do you support employees through the personal or corporate moments that matter?
  • Exit: Why are your employees leaving? Do you ensure a positive exit experience and leave the door open for a future return?

What are the benefits of providing a good employee experience?

Aside from the customer and commercial benefits, employee experience is the key to unlocking high employee engagement. Engaged employees are more productive, less likely to leave, and more driven in achieving the company’s vision and strategy.

What are the outcomes of a poor employee experience?

Poor employee experience directly effects organisational performance – especially in terms of productivity, costs and profitability.

It can also affect your employer brand, leaving you struggling to attract the best talent in a competitive marketplace. Your customers can be affected, too, due to inconsistent service levels and slow product or service development.

How can you measure employee experience?

A key method for measuring employee experience is through employee surveys, which create regular opportunities for individuals to offer their confidential and open feedback on how your organisation’s culture is impacting them.

By building a strategic series of regular, bite-sized surveys across the employee lifecycle, you can gauge and benchmark how your people are feeling.

At WorkBuzz, our employee engagement platform provides a chance for you to take that employee experience and turn it into actionable, data-driven insights which can transform engagement, build a great culture and improve the external brand perception of your organisation.

Related content:

[RESEARCH] The State of Employee Engagement 2022

[eBook] Employee Engagement & Experience: A measurement and metrics framework

[ARTICLE] How technology can support the employee experience (EX)

[NEWS] Improving the employee experience for care workers

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WorkBuzz has been incredibly helpful throughout the transformation of our employee listening strategy.

Catriona Mackay Miller, HR Business PartnerArbuthnot Latham

We have been very pleased with WorkBuzz. The past 12 months have been massively challenging and the insights we have gained have helped to inform key business and people decisions.

David Wilkinson, Human Resources DirectorPremier Foods
Premier Foods

Lots of HR tech companies talk a good game, but turn out to be much less flexible in practice. WorkBuzz are an exception in the employee experience space.

Neil Hayward, Former HR DirectorHS2

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