How to Create an Effective Employee Experience Strategy?


How can it have a positive impact on your business?

6 steps to create an effective Employee Experience strategy

Boost your Employee Experience programme with Sodexo Engage

How to Create an Effective Employee Experience Strategy?

What’s it like for someone who’s an employee of your organisation? You might have an idea already based on staff retention or employee feedback, or you might’ve even identified a problem with engagement that needs to be addressed.

Whether you’re looking to improve talent acquisition and retention, productivity, employee engagement or all of the above, this all comes back to the employee experience.

So how do you create an effective employee experience strategy?

How can it have a positive impact on your business?

The concept of ‘employee experience’ might sound employee-centric, but it also has far-reaching benefits for your organisation.

Last year, Josh Bersin released the results of an in-depth study into the effects of a positive employee experience, and the results were very impressive. Companies found to be getting their employee experience strategy right were:

  • Twice as likely to exceed financial targets
  • Four times as likely to delight their customers
  • Seven times as likely to adapt well to change
  • Three times as likely to implement effective innovation
  • Twice as likely to create a sense of belonging within the organisation
  • Twice as likely to engage and retain their employees
  • Twice as likely to be considered a ‘great place to work’

6 steps to create an effective Employee Experience strategy

Getting your employee experience strategy right is so important, but what are the steps to getting it in place, and making sure it’s effective?

1. Start with the interview process

The employee experience starts with that very first interaction with the organisation—their job application and interview process.

Consider every step someone has to take, from first discovering your job ad through to final interview.

  • Does the ad accurately describe your company culture and values? Is it a fair reflection of what the applicant will be judged against during the interview process?
  • What will the job seeker find out about your company when they search it on company review sites like Glassdoor? Don't underestimate this, as more than two thirds of candidates consult these websites before making a career decision.
  • During the first interview are you only asking the candidate about them? Remember, this is also your opportunity to show the job seeker that you’re a good fit for them, so don’t forget to explain the organisation’s culture and values.
  • Are you communicating effectively with candidates at each step of the process? Don’t tell them you’ll get back to them within two days and then fail to do so, even if you don’t intend on offering them the job—people can review interview processes on review sites too.

2. Get onboarding right

The new hire onboarding process is essential for employee experience, and it’s demonstrated by the fact that a strong onboarding process boosts retention by 82%, but so few companies get it right. In fact, only 12% believe their employees excel in this area, according to Glassdoor.

Furthermore, a survey conducted by SilkRoad and CareerBuilder found that almost one in ten (9%) employee departures was a result of poor onboarding.

Beyond employee retention, onboarding also supports talent acquisition, helps build a stronger company culture and leads to more productive employees. Find out more about how a strong onboarding process engages new hires from day one.

3. Providing a clear progression path

It’s essential for maintaining employee satisfaction that you provide clear goals and progression for each employee, and it should start from week 1 of their employment.

Make sure the employee’s goals are aligned with those of the team and company as a whole, and build a clear personal development plan that lays out what will happen when those objectives are met.

When your workforce has a clear direction and path for progression it doesn’t just improve current satisfaction, but it also increases the expectation for future satisfaction.

4. Communicate with your team regularly, and effectively

Regular communication between employees and line managers—as well as senior leadership—isn’t just important for maintaining progression paths, but also to support employee wellbeing. In fact, nine out of ten employees would recommend an organisation to a friend if they felt their mental health was being supported.

With this in mind, check in with your employees regularly to review goals and objectives, but also to make sure they’re doing okay.

You also need to communicate effectively as an organisation. This requires each communication to be thought out, delivered by the most appropriate channel and tailored to the relevant audience. One-size-fits-all communications will fail to engage every employee and potentially contribute to alienating staff.

5. Support financial wellbeing

Employers tend to overrate the part salary plays in an employee’s decision to leave an organisation, with a study of almost 20,000 exit interviews found it the cause just 12% of the time, but supporting overall financial wellbeing should not be underestimated.

Financial concerns are one of the biggest drivers of stress in UK adults, and also have a significant detrimental effect on employee performance.

Employee financial wellbeing is a particularly important issue at the moment, from self-employed people through to staff of large organisations. However, as an employer you’re best placed to support your workforce during this time and, as we’ve mentioned, it’s not all about salary.

6. Recognise success

Failing to reward high performance is one of the biggest mistakes organisations can make, and there’s a tonne of research that backs up how powerful a rewards and recognition programme can be:

Boost your Employee Experience programme with Sodexo Engage

Here at Sodexo Engage we’ve developed solutions that are built to support your employees’ financial wellbeing, as well as make rewarding success easier.

Boost Hub

Boost Hub, an all-in-one financial wellbeing platform designed to support your employees’ financial wellbeing and help create a fantastic employee experience.

We’ve been helping organisations to deliver exceptional employee experiences and engage their staff for over 60 years, and in that time we’ve developed an award-winning selection of financial benefits. This includes:

  • Our prepaid cashback card that offers your employees up to 15% cashback at over 55 retailers nationwide.
  • Our Cycle to Work scheme that helps employees to save money on the daily commute, as well as encourages a healthier, happier and more motivated workforce.
  • Annual Leave purchase, making it easier for your workforce to take the time off they need without losing a full day’s pay, as well as spend more of their time doing the things they love.
  • Commuter season tickets that can be purchased through a salary sacrifice scheme, reducing their National Insurance Contributions and making them more attainable without the need for expensive credit.

Rewards and Recognition Hub

We offer an unrivalled selection of employee rewards, with an incredible range of vouchers, gift cards, merchandise and more. Our most popular solutions include:

  • Prepaid employee recognition cards that can be spent anywhere online or in-store that accept Visa Debit, giving your team complete control over how they spend their rewards.
  • The best selection of eVouchers and gift cards on the market, with money off at over 150 retail chains nationwide. We’re quite simply the biggest in the business.
  • Film rewards, with money off at the Box Office and on the latest Sky Store releases.
  • Brandable voucher cheques that allow the recipient to choose where they get to spend it, helping them to get something they really want while keeping your brand identity front and centre.

Ready to find out how we can help your organisation to create an incredible employee experience?

Get in touch with the team here at Sodexo Engage today. We’ll work with you to identify the ideal solutions to suit your employee experience strategy and provide regular support during its implementation.