Editor’s note: EJ Sieracki is senior director, voice of the employee, at Confirmit, a customer experience and marketing research firm. He is based in Chicago.
Tempted to dig out last year’s employee engagement survey? Don’t be. It’s been a long time coming, but organizations are finally making moves as they reevaluate employee engagement and prioritizing employee experience. Leaders are realizing that an annual touchpoint just isn’t going to cut it anymore. Just like in any relationship, communication has to happen often – and not just when it suits one party. If you’re overwhelmed just by the idea of constantly listening to employees, capturing insights, improving engagement and driving change throughout the business, it’s OK, you can start small. The key is creating a culture where the voice of the employee (VOE) is valued and used continuously.
To be successful, you’ll need to adopt an agile employee experience – an approach built on the proven concept of agile customer experience measurement. Like responsive CX, companies can learn more from and about their employees through continuous conversation instead of hoping one big beast of a survey will give all of the answers. Instead of passively listening, agile employee experience programs are proactive and encourage employees to start conversations. Ready to start mapping out your strategy to listen effectively? Follow these three steps:
1. Create a comprehensive view: When looking to drive engagement, it is critical to develop a responsive, more interactive approach to listening. Just remember: relationships are a two-way street. Successful programs need a combination of both proactive (like ongoing surveys) and reactive (like social media) – making continuous feedback easy and seamless.
This process is critical to developing an understanding of your employees’ impact on a business at every stage. For example, those in front line ...