How HR Pros Can Improve Employee Experience

The experience of employees is the most important part of the business that HR practitioners can directly affect for the betterment of the company. According to a research by Future Workplace and Beyond, 83% of HR leaders reported employee experience as either important or very important to their organisation’s success, and as such are investing more in training (56%), improving work spaces (51%), and giving more rewards (47%).

Engaged and satisfied workers are the driving force behind engaged and satisfied customers. One cannot exist without the other, other than in purely digital and transactional business models such as Spotify or Google Play Store.

Employee experience can be enhanced by continuous learning

Developing training programs that consider the whole employee journey is one of the best ways to improve their overall experience with your company from pre-hire to offboarding. A new approach to training also highlights the modern workplace challenge of rapid change. This change pushes employees to redefine their career paths and obtain new knowledge and skills.

The 2017 Deloitte Human Capital Trends found that “The concept of a ‘career’ is being shaken to its core, driving companies toward ‘always-on’ learning experiences that allow employees to build skills quickly, easily, and on their own terms.

Now that learning and career development is becoming a main priority for many companies, these are five ways on how HR professionals can shape their training programs to support the entire employee experience:

Map the employee journey

HR should map the employee experience and determine the right training opportunities at main points in the journey. Remember that some of the same special qualities that define customer experience and distinguish your brand will also shape your employee experience.

Segment learners by more than just their role.

Consider the wants and needs of various employees. Employee experience design should be based on employee’s drives and desires. Training options should support this wider perspective, rather than restricting people into where they are today.

Encourage employees to chart their own direction

Some people may want to transition into a new function or learn enough to be promoted in their current one. With a Learning Management System (LMS) and a rich library of relevant content, people should be able to create their own learning paths that support personal and career goals.

Training should be continuous and evolving

Today’s job descriptions are working documents that must adapt according to new responsibilities, technologies, and skill requirements. Therefore, training needs to meet the continuous need to learn on-the-job, on-demand, and in an ongoing fashion.

Request and respond to employee feedback

People want to be heard, and they expect a response. Encourage feedback on courses to improve communication, develop dialogue, and enhance the learning experience. Your LMS likely has feedback capabilities built right into it.

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