Creating Holistic Employee Experiences

Written by Mike Poskey | Dec 06, 2018

Holistic Employee Experiences

SHRM (The Society for Human Resource Management) released a report that identified a large gap between employee expectations and actual results in their company.

Consider the five most important factors that correlate to employee satisfaction and the level of dissatisfaction among surveyed employees:

1. Respectful treatment of employees at all levels (65% view this as very important vs. 38% are very satisfied with this factor)

2. Compensation/pay (61% very important vs. 26% very satisfied)

3. Trust between employees and senior leadership (61% very important vs. 33% very satisfied)

4. Job security (58% very important vs. 36% very satisfied)

5. Opportunities to use skills and abilities (56% very important vs. 44% very satisfied)

Before writing off the research as employees simply thinking they are not paid enough, consider the other factors such as respect, trust, and growth opportunities.

The bottom line is that employees are demanding a more holistic experience from their employers that include meaningful work, supportive managers, a positive work environment, growth and learning opportunities, and trustworthy leadership.

Creating a company culture that supports these critical elements will increase productivity among your current employees and help make you an employer of choice to attract top candidates for job openings. This will unmistakably help your company grow.

A Good Starting Point to Create Holistic Employee Experiences

To start creating an ideal culture, ask questions. Ask your employees what they are looking for -- not only from their job but also on their career path. Ask managers and leaders to contribute their 30,000-foot view of how to create holistic employee experiences that will drive productivity and lead to growth.

Obviously, companies have budgets they need to work within, but from what I have seen with our clients, the companies that have the best results retaining top talent and engaging younger employees entering the workforce are taking the time to ask questions.

Then, after asking questions, they are delivering on what employees seek -- within budget – by addressing the desired growth and development opportunities.

5 Examples of Meeting Employee Desires to Close the Gap

From my experience talking to clients, I have seen these examples work to close the gap of employee desires and actual results to create higher levels of employee engagement:

1. Meaningful work: employees want to know that their work is contributing to something and making a positive difference for their team and company.

Solution: share the results! If you win a new client because of the activity from one of your teams, tell them. Move away from hiding results out of fear that employees will ask for raises. Instead, take a proactive approach by continuing to engage your employees, driving productivity.

2. Supportive managers: positive reinforcement, encouragement, and mentorship from direct managers and the executive team create a culture that is full of energy and optimism.

Solution: create direct feedback channels that allow you to communicate the highs and lows that come with the territory of running a business, which makes it easier to withstand setbacks and keep morale high to prevent a drop-off in productivity.

3. Positive work environment: this can be contagious and help weed out negativity or “bad apples” that tend to be an energy drain on everyone.

Solution: be proactive! Listen for feedback from your managers and employees to understand where there could be issues. Then, take steps to quickly address the issues by having critical conversations with the involved parties.

4. Growth and learning opportunities: employees want to know that their employer is investing in them and cares about their career path.

Solution: the easiest way to get an employee to do what you need them to do is to pay attention to what’s important to them. It’s reciprocal. Take the time to understand each employee’s desired career path and identify how your company can provide opportunities for growth.

5. Trustworthy leadership: have you ever gone the “extra mile” for someone that you did not trust? Trust is the key foundational piece to great teams, great cultures, and great companies.

Solution: communicate openly and honestly with managers and employees. Share results, listen, and create forums for Q&A. Keep your teams in the loop on critical decisions that affect everyone and be accountable for those decisions. This will keep your teams engaged and productive to contribute to company growth.

Tools to Build the Ideal Culture and Close the Gap

Consider these two critical tools to create holistic employee experiences that drive productivity:

  • EQ workshop: understand how to measure the emotional intelligence competencies of each employee in your company.
  • Culture audit: understand the communication styles and preferences of your employees so that managers can effectively communicate, manage, and motivate their direct reports.

We offer an Emotional Intelligence Culture Audit that is designed to objectively identify the overall culture, strengths, and blind spots of each team and the company as a whole.

The resulting data and our consulting services help businesses understand how to create holistic employee experiences that close the gap in employee expectations, drive growth through employee satisfaction, and help achieve business objectives. Reach out to our team today to set up a live demo of the program.


About the Author

Mike Poskey

Mike Poskey is the President and CEO of ZERORISK HR and played a key role in the formation of the company. With more than 20 years of human resources consulting experience, Mike has worked with hundreds of executives, human resource, recruiting, staffing, and organizational development professionals to improve their hiring practices and employee development programs on various levels.


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