ggk-quote

Connect With Us

Quick Apply

Quick Apply

ggk-contact

+91 1234 44 4444

Blog

Three Steps for Redefining the Employee Experience

September 7, 2022

by Analysts


In an almost post-pandemic world, businesses are reopening their doors and expecting employees to return to work under “normal” conditions. But instead of reverting to the status quo, business leaders now have the rare opportunity to redefine the employee experience in a way that addresses the recent shift in employee preferences. Here are three ways to get started:

Make Work Meaningful

Finding meaning and purpose at work has become a priority for many employees. According to a recent McKinsey survey, 70% of respondents indicated that they seek purpose through their work. So, what does this mean? Managers must help establish purpose and meaning for their teams if they want to retain satisfied employees. Creating a clear mission and vision statement is a great start, but leadership must also take action by initiating conversations with employees about their individual missions and how leadership can assist them in finding meaning in their work. When employees understand their direct impact on the organization or society, leaders can expect morale and productivity to increase.

Redefine Success

Employees are looking for more than sales numbers and revenue to mark success. Instead, they want to know how they directly contribute to the success of their team and organization. Understanding how team members are directly making an impact requires daily monitoring, illustrative dashboards, and, most importantly, communication. Key performance indicators, such as client engagement, social engagement, project cycle time, and more, can help employees visualize and measure their impact.

Embrace Trust

As remote workers, employees were more productive and had newfound flexibility. Now that some are transitioning back into the office, employees are wondering why. The success of remote work was due mainly to the trust established between executives and their staff. So, what changed? Some cite corporate control, while others say it’s to help create synergy and elevate communication. Our team conducted a LinkedIn survey about preferred work environments, and the hybrid model was the clear winner. This is likely because employees can enjoy their freedom at home while also having the opportunity to work alongside their colleagues a couple of times a week—a “best of both worlds” scenario. The hybrid work experience continues to build trust between leaders and their teams while allowing for frequent in-person collaboration.

 

Building a new employee experience is essential not only for workforce retention but for the attraction of new talent as well. In a tight IT labor market, it’s often a challenge to identify and recruit quality talent. At Analysts, we understand what our consultants are looking for in a company, and as such, we can help our clients find the best match in a candidate. Find out how we can help you define and implement the best work environment for today’s IT consultants. Contact your local Analysts account manager for more information.