Elevating employee experience: The importance of a well-structured employee journey

Introduction:
Many organizations invest time and resources in mapping and improving the customer journey, but often neglect to do the same for their new recruits. Just as customer satisfaction is vital for brand loyalty, employee happiness and engagement are crucial for business growth. In this blog post, we explore the importance of measuring and enhancing the new recruit journey, and how a well-structured employee plan can create a positive and successful experience.

The power of feedback:
Companies often collect customer feedback through surveys, but they should also apply the same principle to new recruits. By surveying new employees and actively listening to their experiences, companies can identify areas of improvement, address issues, and provide tailored support to foster a positive work environment.

The onboarding experience:
Day one sets the stage for a new recruit’s journey. Introduce them to the organization, its policies, and the employee handbook. Familiarise them with the organizational structure, department responsibilities, and performance indicators. Establish a clear communication framework, emphasizing email etiquette, successful meeting conduct, and grievance reporting.

Buddy system and personal connection:
Assign a buddy or mentor to new recruits for the first week, providing them with guidance, support, and someone to rely on. Encourage personal connections and team building, such as having lunch together on the first day. Building relationships helps new employees feel welcomed, supported, and part of the team.

Ongoing training and development:
Beyond the initial onboarding, continuous training and development are essential. Conduct training on IT systems, work pipelines, and department-specific assessments. Regularly review and assess the employee’s progress, addressing any skill gaps and setting SMART goals to bridge them.
Performance reviews and feedback:
Schedule regular performance reviews at the end of the first week, first month, third month, sixth month, and twelfth month. Assess their performance, review progress against objectives, and address any behavioral or skill-related issues. Provide feedback on how the company is performing as an employer and celebrate successes.

Open dialogue and employee brand:
Maintain an open dialogue with employees, discussing company goals, performance indicators, and benchmarks aligned with the business plan. Create an “employee brand” board that displays the company’s employment score, highlights department and individual successes, and addresses any issues being actively resolved.

Exit surveys and retention insights:
When an employee decides to leave, conduct exit surveys to gather feedback and intelligence. Understand the reasons behind their departure and any unresolved issues they may have faced during their employment. This valuable information allows you to make necessary changes, improve employee retention, and continuously enhance the employee experience.

Conclusion:
Measuring and enhancing the new recruit journey is crucial for both employees and organizations. Just as companies strive for brand loyalty from customers, they must also focus on creating a positive employment brand. A well-structured employee plan, ongoing feedback, and continuous development opportunities contribute to employee happiness, engagement, and business growth. By listening, adapting, and valuing the employee experience, companies can create a supportive work environment and build a team that drives success.