Table of Content
Introduction
Most modern firms spend a great chunk of their time and investment in studying their employee behaviour. They fail to gather timely insights on EX measurement and improvement because of a lack of the right tools, interface, framework, and expertise.
According to the various online reports, I surmise that we should first start focusing on:
- What are the metrics to measure EX effectively?
- How do you convert your existing employee data into actions that favour your staff?
When talent and HR managers focus on these two broader aspects, the employee journey mapping becomes easier. They will know which of their staff members are likely to stay and turn out to be loyalists and how to provide them with an exceptional employee experience (EX) to boost their retention in the organisation at every stage of their tenure.
If you’re an HR stuck in a rut to make the best decisions to provide bespoke experiences to your employees, read the post below.
Also read: Employee Experience Management Steps
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What are the top 6 EX measurement and improvement metrics to take note of?
Focus on implementing the EXM or employee experience measurement framework. It will help you note and supervise the 6 elements in the metrics to continuously evolve and improve your EX quotient in the organisation. These 6 EX metrics are as follows:
Employee relationship
Capture the employee relationship over a period in the company. It is the employee experience metrics that the HR and talent managers must take note of.
For creating a positive employee experience, the employee must have a clear, purposeful, and productive relationship with the tech, tools, and the employer.
To know about the nitty-gritty of the employee relationship, stay in touch with them. Have a social intranet and know your employees’ aspirations and expectations over a period.
Only then can you figure out if the employee relationship with the culture, organisation, manager, peers, and employer is really sound, sustainable, and stable.
Employee milestones
Use the AI Suggest tool to develop and design employee goals or KRAs. Set milestones for your employees in the beginning. So they have the utmost clarity on what activities they must be performing and at what scale.
When you standardise this approach, you can easily review, rate, reward, and recognise your talented employees.
Daily catch-up or touchpoints
What all touchpoints does an employee have to communicate, collaborate, and continue their journey in the organisation? Are they easily able to connect with the team members and other external stakeholders? Are there any bottlenecks for them to get their voice heard up to the upper management?
Take note of such sensitive touchpoints and ensure you empower your staff with an open channel of communication. This approach removes the scope of miscommunication or prevents rumours from spreading.
uKnowva offers you that with a unified social intranet. Our chat messenger integration allows you to talk to your staff members without switching the tool. Important messages are conveyed in a single window, fastening the process to close the loops and resolve conflicts.
Employee perception
Roll out employee surveys on time as one of the important metrics of employee experience (EX). Use uKnowva to do so and allow employees enough time to write justifiable answers.
Know what they think of the organisation, the culture, their peers, and overall tenure and experience. Save the template of the survey in your portal and reuse it to revise the answers every quarter or six months.
Craft your surveys in such a way that you get to know if the current culture is empowering, inspiring, or enabling your staff to take charge of their workday.
Employee interactions
Check up on the interactions of your employees during catch-ups, meetings, events, etc. Check if your staff is actively participating in the polls, events, and discussion forums on the intranet.
You also get a profile statistics analysis for each of your employees when you visit their profile on uKnowva. It gives you a better picture of the total engagement level of your employees during a period.
Accordingly, you can mentor, coach, and regularly motivate them to have better experiences and interactions during discussions and live events in the organisation.
Outcomes of the employee journey
One of the important metrics for EX measurement and improvement is the outcome of the EX strategies and initiatives. Either the employee would want to stay in the long run, or they will choose to quit.
If more employees quit, the rate of attrition or disengagement increases. Otherwise, HR managers know that they are building the right culture when their staff engages regularly, being quite happy with their workday.
Another way to capture the employee sentiment is to use our Happiness Meter. Collect data on each day’s sentiment of your staff. Then, you can analyse, correlate, and predict the outcome of the engagement strategies to know if you’re providing the best possible experience or not.
Conclusion
I hope that the 6 metrics and EX measurement and improvement pointers are clear to you. Start implementing the same to level up the EX quotient in your teams by using uKnowva’s interactive social intranet and intuitive collaboration platform.
FAQs
Q: How often should employee surveys be conducted?
A: The frequency of surveys may vary, but conducting them annually or semi-annually is common. It ensures regular feedback without overwhelming employees.
Q: What is the significance of employee journey mapping?
A: Employee journey mapping identifies critical touchpoints in the employee lifecycle, helping organisations enhance the overall experience by addressing pain points and streamlining processes.
Q: How can technology improve employee experience?
A: Technology integration can enhance employee experience through tools that streamline communication, collaboration, and recognition, fostering a more connected and productive work environment.
Q: What role do qualitative interviews play in improving employee experience?
A: Qualitative interviews provide deeper insights into employee sentiments, concerns, and suggestions, offering a more nuanced understanding that complements quantitative data.
Q: Are there universal KPIs for measuring employee experience?
A: While some KPIs like employee satisfaction and engagement are widely used, organisations may tailor KPIs to align with their specific goals and values.
