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The Ultimate Employee Experience Trifecta

Employee Experience 3 min read

When employees know their organization cares about them, they care more about their work. That’s why employees in companies that prioritize employee experience (EX) are more likely to outperform expectations. In short: Happy employees make better companies. In order to get happy employees, you need to leverage the employee experience trifecta. 

McKinsey’s recent research even reveals that employees who have a positive employee experience register 16X the engagement level of those who don’t.

Ok. So, how do you maximize the EX in your organization? The answer has three parts: frequent employee surveys, recognition and rewards, and continuous performance management conversations. Some things are just better together!

Ready to dig in? 


The amplifying power of employee voice

How do you know if your business strategies are working? 

The simple answer: Ask!

Employee Voice refers to the ability of every employee in your organization to express  thoughts, opinions, and concerns in a way that influences decisions that impact individuals, teams and the business at large. 

Active Listening” is what successful, employee-centric leadership does to create an environment where people thrive and organizations excel. 

Think: surveys that cover the entire employee life cycle from hire to retire and all points in-between. Engagement surveys. DEI surveys. Health and wellness surveys. Surveys about culture and leadership.

Think: on-boarding and exit surveys, professional development and growth survey questions, and frequent monthly or bi-weekly or even weekly pulse surveys. Follow up on key issues to find out if initiatives are on the right track, or to get employee input at times when those insights matter most.

Then add in regularly scheduled one-on-ones and spontaneous casual check-in chit chats to fortify professional and personal relations. 


Read more here!

10 Active Listening Skills to Level Up in the Workplace


A deep dive into this feedback guides actions that demonstrate what’s being expressed is genuinely heard and taken into account. 

Tracking data and making adjustments as your continuous listening approach continues, reinforces that your organization is a caring employer. And ultimately improves the employee experience. 

The bonus? When managers can see how their team feels about their leadership (whether there’s sufficient coaching for instance, or reasonable work-life balance) and when they can see their team’s scores in relation to other departments or the organization as a whole, that voice of employees helps managers improve their own performance and by extension that of their people. It’s a never-ending cyclical approach: asking, listening, responding, adjusting, asking again….


If you want to find out more about the employee experience trifecta, we’re hosting a live employee survey platform walkthrough on July 19th to give an overview of the platform, answer your top of mind questions and showcase the value and ROI of leveraging these solutions together from a shared WorkTango + Kazoo customer.

Register for the webinar here.


The affirming power of recognition and rewards

A big part of the ideal cycle is expressing gratitude and showing appreciation. Often! When people perform above and beyond or have excellent attitudes or participate in behaviors encouraged by your organization (like health and wellness activities), whatever the reason → celebrate → make it a daily “must-do” → recognize and reward loudly and proudly.

Add in the ability for everyone to send accolades to any person or team across the organization, to award points which can be redeemed for almost anything, and for these sentiments to be shared publicly and, straight up – the affirming power of recognition and rewards is undeniable. Because when employees know their work is seen and appreciated, their loyalty to the organization goes up and they take a deeper interest in outcomes. In short, this kind of positive employee experience leads to increased employee engagement!  

Moreover, recognition feeds into engaging performance management, which is the third component behind a powerful people culture and exceptional employee experience.


The engaging power of continuous performance management conversations

In an effective performance management model conversations are continuous. Managers have weekly (or bi-weekly) one-on-ones with their direct reports. This provides time for debriefing life outside of work, giving project updates, exploring challenges or concerns, chatting about morale and wellness, cheering for successes, and forming goals. 

Building on those weekly conversations is quarterly performance check-ins. Think of this as a more agile and engaging version of the “annual performance review”. The goal-cycle is shorter; the data is more current; so the coaching is more precise and there are more small wins to celebrate. 


Weave it all together 

Recognition and rewards help employees see how deeply they’re valued. Continuous performance management conversations maximize their potential. And actively listening to employee voice guides decision-making in a direction that weaves it all together. That’s a win-win-win…or as we like to say, the ultimate employee experience trifecta. 


Kazoo + WorkTango is the first holistic Employee Experience Platform that helps companies engage, retain, and inspire their workforce through recognition and rewards, continuous performance conversations, and authentic employee listening through surveys. Built for the world we live in and the world we want – where priorities become clear, achievements are celebrated, and employees have a voice.