A Guide To Measuring Employee Experience: Key Metrics And Methods
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You’ve probably experienced the buyer-side benefit of an engaged employee if you’ve ever received above-and-beyond service that turned you into a devoted client. But how did the consulting firm, store, or B2B company push the employee and their supporting team to provide an outstanding customer experience?
Employee experience is the hottest new human resources KPI. Key Performance Indicators (KPIs) are measurements of how well your teams are meeting overall business goals and objectives. KPIs can be used to monitor the performance of many functions within a business, as well as individual team members.
When your crew is enthusiastic, engaged, and happy on the job, it translates into increased customer satisfaction, a positive culture, and, ultimately, economic success. The issue is that when a firm grows, it gets increasingly difficult to quantify employee experience indicators.
Thankfully, there are methods for understanding and encouraging employee engagement.
What Is Employee Experience?
Before delving into calculations, it’s critical to understand what “ employee experience” means in your organization. Your KPIs may appear very different from those of the firm down the street, depending on the type of business and normal work environment.
For example, a warehouse or factory job experience will differ from that of a retail or office employee. For hourly workers ifn a factory, the full experience is most likely to take place during regular business hours and will involve significant interaction with colleagues and managers. Employee experience for a finance or marketing expert working remotely could include after-hours conversations and little face-to-face connection, unless video calls are counted.
Regardless of the model, recognizing how well you’re doing is difficult without KPIs to evaluate progress over time.
Why Is Measuring Employee Experience KPIs Important?
You don’t know if you’re on the right track or how your team is doing until you set defined, quantifiable goals. Tracking the indicators mentioned below will give you an early notice when staff are struggling, allowing you to solve issues before they damage the culture or affect customers.
If your employees encounter blockages during the course of a typical workday or fear coming into the parking lot, you can expect high turnover and poor performance. However, if you can keep people engaged in your purpose, connected to their colleagues, and empowered to execute their tasks, you’re creating an exceptional employee experience and, as a result, setting the firm up for success.
In terms of frequency, almost every company should assess employee experience KPIs on a regular basis, whether weekly, monthly, or quarterly.
Top 5 KPIs to Track
While you may desire more KPIs tailored to your individual organization, these five top employee experience indicators will assist your management team in measuring success and creating the greatest possible employee experience.
Employee wellness
Stress and life issues can manifest in the form of high blood pressure, unhealthy weight gain, and other negative health conditions in employees. Employee diets and lifestyles are uncontrollable outside of work, yet workplace stress has a significant impact on employee health and wellness.
If your company offers health insurance, you may be able to conduct an on-site employee biometric test. You may be able to use wellness data as an employee experience KPI if you can access the results in aggregate while protecting sensitive health information. This is very useful for remote staff.
Employee productivity
According to a study conducted by Oxford University’s Said Business School, happy workers are 13% more productive than unhappy workers. That appears to be a little low to us, but the point is to consider staff productivity as a directional metric of employee pleasure and a great employee experience. Rather than getting too caught up in present outcomes or a single statistic, it’s ideal to look at this pattern over time when utilized primarily for measuring employee experience.
Measuring your employees’ productivity rates per hour, day, or month might help you determine if you’re on the correct track. You can utilize this data for additional business decisions, such as workforce planning, in addition to measuring productivity for employee experience KPIs.
Also Read: Building a Continuum Workplace: Healthy Employee Engagement Practices
Employee recruitment
There are a few potential KPIs to measure for recruitment. When freshly hired employees stay past their “early hire” periods, it indicates that your organization is doing something well in terms of applicant selection. Furthermore, a large proportion of employees who come in through referrals indicates that your current employees are typically satisfied and eager to share their positive experience.
Time to hire, new employee impact, and satisfaction with the onboarding process are all additional indicators for this HR-focused part of your organization.
Used vacation days
On the other hand, employees should use their vacation days to compensate for unanticipated absences. Using PTO demonstrates that employees believe their company is well-managed, that their teams will not suffer as a result of their absence, and that they do not feel pressured or guilty about missing work.
Employees who take vacation leave return rejuvenated, with less stress and greater mental health. Employee vacations have been shown in studies to increase office efficiency. Because time off is a win-win situation, you should include vacation days in your employee experience KPIs.
Internal promotions
Aspiring high performers want to know that their efforts are being noticed and may lead to prospects for advancement. While it may make sense to bring in outside expertise for a role, it may be disheartening not to consider existing team members for advancement before looking for a new hire.
Employees notice when their colleagues are promoted, and it can be beneficial to morale to have people recognized on a regular basis for progressing up the ranks. Tracking the number of internal promotions every month, quarter, or year can be a useful key performance indicator.
Read also: How a better work-life balance helps keep your best employees
Conclusion
It is critical to prioritize and measure employee experience in order to foster a positive workplace culture. Organizations may discover areas for development and increase overall employee well-being by analyzing important measures such as engagement, satisfaction, and feedback. Strategic attention to these aspects not only increases productivity but also adds to long-term organizational success.
Frequently Asked Questions
How might informal feedback channels complement established measures to provide a more complete picture of employee experience?
By incorporating insights from informal input, companies can capture complex characteristics, promoting a well-rounded understanding that goes beyond quantitative measures.
How can organizations effectively get employee feedback?
Surveys collect a wide range of viewpoints, whereas interviews provide individualized insights and pulse surveys provide real-time input.
What is the key to using metrics to drive good change?
Identify low-scoring areas, create measurable improvement goals, then monitor and iterate solutions on a constant basis.
