A key to Workplace Happiness: Employee Experience


by Laura Liisa Lemetsar

What are the factors that interfere with organizations’ ability to improve employee culture and happiness?

  1. It is not a priority for many HR leaders;
  2. Design and delivery of the employee experience has not been assigned to a senior executive or team;
  3. HR departments struggle to obtain resources to address priorities;
  4. Tools need to be updated in order to constantly engage the employees;
  5. Focus on „point-in-time engagement” without including other disciplines;
  6. Focus on employee feedback is improving but not fast enough.

So, what can be done?

New approach is required – holistic solution

The times when HR addressed each issue separately are over; programs have independent leaders, sets of tools, diagnostics, and even solutions. And on top of that employees are now demanding for a recruitment-to-retirement-experience.

Hires are analyzing their experience with the employer from the very start and leaders are pressured to rethink the way they are delivering employee experience in their organization.

Some of the factors to consider for a positive employee experience:

  • Meaningful work;
  • Supportive management;
  • Positive work environment;
  • Opportunities for growth;
  • Trust in leadership.

Work on the design and delivery

Business and HR leaders will have to look for ways to develop an integrated employee experience taking into consideration simplification of work and design thinking. Make it accessible and easy to use on mobile devices.

Focus on employee feedback

Continuous employee feedback is required in order to create a holistic approach to the employee experience. Yet that can only be done with better tools and programs. HR software allows easy and convenient employee performance assessment.

Neglecting employee feedback is a major cause for many other challenges (for example, ability to ensure a healthy work-life balance) that companies must face. Use pulse survey, management and open survey tools.

Use design thinking as a strategy for innovation

Care for your employees. Observe and learn from their daily activities. That will allow you to simplify work, improve productivity, performance and engagement.

Creating employee personas will help organizations with planning and decision making.

Develop employee personas and journey maps.

Use digital and mobile tools

Take advantage of the digital era because there are a lot of tools that can become handy when designing and delivering a great employee experience.

However, keep in mind that although these tools are valuable you may have noticed that each of these markets is separate.

That shows how new is end-to-end employee experience. Yet with the help of these tools HR and tech managers can build an employee experience strategy and program.

Realize the importance of employee experience

Never underestimate an employee because at the end of the day employees are the ones that actually bring success to your company. Strive to create a strong employee experience. Realize that integrated employee experience is just as valuable (if not more) as customer experience.

Doing so will increase the likelihood to attract and retain skilled employees as well as provide a great customer experience later on. Recognize the value and impact employee experience can have on your business.

Make sure your strategy coordinates all aspects of work and workplace when creating an enjoyable work experience.

Employee engagement is used to refer to the emotional and intellectual involvement employees have with their organization. It is no secret that the more engaged the employee is, the more he takes pride in being a part of the organization and its successes.

To gain extraordinary success your company will need a healthy culture and a team that is ready to give it all! When an organization creates a culture with meaningful work, happy employees and a strong leadership, it will most likely outperform peers and help attract top talents.

Laura Liisa Lemetsar

Laura LiisaLaura Liisa has been leading different teams and fields in organizations, starting from finance ending with Talent Management. She knows young people and is working to develop their and her own leadership skills every day.

Being a board member and leading more than 25 people directly she has experienced all the aspects of HR: management, compiling, recruiting (to work for free) culture creation to achieve together, goal setting education etc.

She is currently leading an HRtech company, CakeHR, in Estonia which mainly means introducing new and more effective ways to work, through engaging technology into your everyday work.


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