The working world is changing. Consider the ongoing digitization and customization of work, changing work environments, and an aging working population. To respond to these developments, it is important for organisations to be flexible… and at any time, ready for change. But how do you do that?
Keeping an eye on employee journey and on how things are going both internally (what’s already going well, and what could be improved) and externally (what is happening in the market and with customers) is key in helping organisations respond to these changes. Although often overlooked, employees on the work floor often have a first-hand account on what is going on (internally and externally) and have ideas on how to improve. Employee feedback on work, so valuable. Smart organisations listen to their employees – they utilize their feedback and prepare for the future, together.
Employee journey: Get employee feedback when, where, and how you want it
Conducting an employee survey has become common practice for many organisations, for example feedback on work or satisfaction of their employees. For agile and sustainably successful organisations, performing employee surveys to gather insights once every one or two years, isn’t enough. Organisations need to utilize employee feedback on an organisation-wide level with much more flexibility, considering both team and individual work experience – by measuring at any time, or on any given topic. For example, from gathering feedback during onboarding to training processes, through to employee departure on how and why employees leave. In short, organisations need to gather feedback and listen to their employees throughout the entire duration of an employees’ career at an organisation. We call this, the employee journey.
Why is the employee journey important?
We define the employee journey, as the career and development that an employee might take in a company. During this time employees are asked, at multiple and varying moments, to provide feedback about their experience at work within the organisation. For example, the onboarding for a new employee, to the cooperation within a team or department, and engagement an employee experiences on a daily basis, are key points for feedback. By mapping out the employee journey, it’s clear what moments are important to both an employee’s career and the organisation. The exact employee journey will vary by industry or sector, but there are three main stages of the journey are the same across the board:
- Onboarding – The kick-off and training process of a new employee in a company. Valid from the point of application for a position, up to the first few months in their roles.
- Progress & development – The remaining course of the career of an employee within an organisation.
- Exit – The departure of an employee (for example, to another organisation or retirement).
When organisations understand the employee journey and provide direction to employees throughout the duration of their journey, companies will maintain a criteria as an attractive employer, working to attain sustainable success.
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Improve the employee journey using employee feedback
At Effectory, we provide organisations with the ability to gather and generate negative and positive employee feedback throughout the entire employee journey, by utilizing the most innovative tools in the industry. Employee feedback provides a company with insight into how its employees perceive their work, during the different stages in the employee journey. Listening to this feedback allows organisations to improve from within, and to attract and maintain talent – becoming an employer of choice.
However, it’s not just about collecting feedback. Employees also have the opportunity to show tangible improvements during each stage of their journey. It’s a very hands-on way for employers to be directly involved in an employee’s development.
During an employee’s career, or progress and development stages, employers often utilize an annual employee survey, however the use of Pulse surveys are on the rise. With Pulse surveys, feedback can be retrieved more often, with relevant measurable content.
Special attention to feedback from new and departing employees
The other stages of the employee journey, onboarding and exit, require a different set of feedback tools. By using feedback from new employees, the onboarding process is continually enhanced and polished for future employees. The first few months on the job for a new employee is crucial, as it impacts the future course of their career. It also offers a perfect kick-start for driving engagement and productivity in new employees.
Feedback from departing employees also has its value. It provides understanding into why an employee is departing, and what can be done for improvement during the employee journey to what sort of career opportunities, culture, or leadership styles appear within the organisation. Exit surveys allow for pin-point review; it assists in the departure process, and increases the chances that employees who voluntarily leave the organisation, remain ambassadors.
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High performing teams and their contribution to organisational success
During the employee journey, it is important to understand the team dynamics and collaboration within and between teams. High performing teams are the driving force of an organisation. The importance of open dialogue, responsibility distribution and role clarity, increases the chances of better performance, innovation and job satisfaction. However, the worst thing management can do when dealing with a high performing team, is to fall into complacency. These teams require mutual trust and clear understanding of the team’s internal dynamics.
Continuous employee feedback
With insights into the employee journey, organisations are able to improve themselves in various areas:
- Highly qualified talent is attracted to your organisation
- New employees are quickly and smoothly onboarded in the organisation
- Improvement within the organisation is driven by continuous employee feedback
- Organisations leave a positive effect on their employees with mutual trust
- Companies benefit from increased agility, flexibility, and innovation
In other words, employees will have a voice to indicate where and how improvements can be made. This is the key for sustainable organisational improvement, is to tell employees that their opinions matter.
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