Just adding an employee experience platform won’t magically fix your workforce and culture. You have to select the right tool and integrate it meaningfully. If managers and employees don’t see the platform’s value, your investment will become just another tool that didn’t work out.
Use these steps to find the right tool for the job and win over employees.
Think About Your Key Players
Your people are your first and most important users, so any new software you introduce has to be something that really improves their experience and is easy to use without formal training or prior history with the product.
Your managers are key users, too — and many organizations struggle with getting managers to buy into and actually use new software. Look for software that is simple to use and integrates with the tools and channels that managers are already using.
Key stakeholders across the employee journey aren’t limited to managers and employees. Think about the average employee’s interactions with co-workers, upper management, and across departments, like your HR team, finance, or IT. An effective employee experience software merges all of these touch points into one platform instead of sending employees all over the org to find what they need.
Listen to What Your People Need From You
Before adding employee experience software, you must identify the problems you want the platform to solve. Solicit employee feedback to find out what they like and dislike about the current experience you offer.
Maybe remote workers don’t feel like they’re fully integrated into the team or are struggling to communicate with their managers. Perhaps employees spend too much time on paperwork and navigating outdated processes, which hurts their productivity and willingness to engage.
Anonymous surveys are a great way to get started with such feedback. Ask employees to rate their experience across various categories (such as communication, growth and development, or daily use of tools). These surveys can shine a light on how employees perceive their experience and where there’s room to improve. Following up on surveys with employee focus groups can help you dig even deeper into what your people want from the employee experience.
Remember to engage with all your key stakeholders: It’s crucial to find out where managers feel the employee experience could be better and what tools and key features they’re most likely to use. Our research found that management is the most significant factor that will make or break your employee experience.
Look for an employee experience platform that offers special attention to managers, including learning resources, tools, and training to help them spark connection.
Outline the Ideal Employee Journey
Once you’ve gathered feedback from your key players, pull all of that data together to map the ideal employee journey that covers onboarding, offboarding, and everything in between.
A configurable platform allows you to plot out the ideal employee journey and to offer support to managers and employees along the way. Look for a tool that supports good communication practices, helping managers become better at connecting with their teams through scheduled reminders and on-demand resources.
Communication is the cornerstone of connection. You’ll realize the best results from employee experience software that keeps communication moving in all directions. By that, we mean that communication is not one-way or top-down. Real-time feedback from employees, for example, can help managers figure out when employees are struggling so they can provide proactive support. And employee surveys allow your people to feel safe providing important feedback to leadership.
Find Options That Integrate With Your Tech Stack
Employee experience software combines the information, communication, and resources employees need to do their jobs confidently. But for that information to flow into your employee experience platform, you need to find one that integrates with the tech tools you already have.
To integrate with as little disruption to daily life as possible, find software you can configure to support the workflows and processes you already have. New hires, for example, can be overwhelmed by the number of logins they’re receiving and the documents they need to sign. Integrating the onboarding process with your e-signature software can make paperwork easier and more efficient for everyone.
Seamless integrations help you meet managers and employees where they are while delivering the best possible digital experience.
Prioritize Vendors Who Align With Your Culture
Culture is a big part of any HR tech decision. Your culture is validated when people’s behaviors align with values. Those values help your people make decisions and set priorities that support your mission. To carry those values into your employee experience, you need vendors who share your priorities.
Incorporating your values and culture into the employee journey makes that experience more genuine and reminds your employees of what’s most important in everything they do.