An Employee Experience Platform is a solution that allows you to efficiently manage all areas of your employee experience. Employee Experience Management (EXM) is the intentional directing of each point of contact that an employee has with the company, from recruitment to joining to up till the employee resigns. EXM plays a vital part in improving your organization’s overall management as well as employee retention.

Instead of purchasing yet another piece of HR software – another licence, another log-in for your employees to remember, and still another system to persuade them to use – the employee experience platform combines everything. Furthermore, a platform worth your money will be simple to use, adaptable to business needs, and give the data and insights needed to boost employee engagement and productivity.

IT and HR have a key role in developing and implementing policies that enable people to give their best at the work. Employee experience management mainly focuses on employee’s perspectives and opinions.

WHAT AN EMPLOYEE EXPERIENCE MANAGEMENT PLATFORM DOES-

Boost Employee Engagement, Productivity, and Other Important Goals- Employees tend to perform better if they have a positive experience with the organisation. A successful onboarding experience, for example, will assist an employee in acclimating faster, finding their place within the firm, and learning their responsibilities. Onboarding done incorrectly can have the opposite of the desired effect, lowering enthusiasm, involvement, and output.

Improve your Ability to Communicate- Employee experience management solutions are built around communication. They do, however, prefer to concentrate on interactions that are directly relevant to employee engagement. Some, for example, have features meant to make employee recognition easier.

Assist Employees in Finding Purpose in their Jobs – Low engagement is closely linked to a lack of meaning. Employees can find meaning in their work in a variety of ways, including recognition, seeing the end benefits of their labour, enhanced communities, and so on. Some websites are dedicated to assisting workers in finding meaning. As a result, their employment experience will improve and their engagement will increase.

KEY CONTRIBUTORS IN DEFINING EMPLOYEE EXPERIENCE MANAGEMENT-

Employee Personalities and Job Categories – Your framework’s ability to group and match employees provides you with more options. First, identify the 3-5 different sorts of employees you have, and then work with each one to achieve your objectives.

Department or Job Title –  A manager with senior responsibilities will not have the same job experience as an employee with significant daily pressures, deadlines, and so on. It’s a good idea to separate your personnel, just like personalities, to target differences.

Managing Talents and Styles – Just as no two employees are the same, no two managers are alike. Take note of how each manager manages his or her crew. Employees should provide regular input on supervisors, and managers should be grouped with employee types who operate well together.

Salary and Benefits Packages – Give your staff the opportunity to grow and feel valuable in order to assist your company to become more exciting. Remember that salespeople receive different rewards than assistant teams and so on. This also applies to paid time off and payment deadlines. Connecting to your employees’ interests and needs will increase their loyalty and happiness.

To be highly effective at all levels, your company must focus mainly on assisting employees in performing and thinking at their peak. And, because your employees are the backbone of your company, managing their experience is critical to how your firm operates and thrives. When done effectively, it will result in better performance, higher rates of engagement (which means fewer exits), higher total income (since staff are invested), and enhanced customer satisfaction.

Hiring, orientation, incentives, and promotions all contribute to your employee’s overall experiences and knowledge. Because they are content with how they are treated, the goal is to help your employees become more interested, engaged, and invested in the firm. Employee experience management should be a continuous process. Furthermore, it demands far more than a regular staff survey.

REAL-LIFE EMPLOYEE EXPERIENCE MANAGEMENT EXAMPLE-

The major three IT giants, Google, Facebook, and Apple, are among the most well-known corporations with excellent employee experience management. Each of these organisations, known for their “campus” type workplaces, goes above and beyond the traditional HR survey by offering unique amenities such as on-site meals, gyms, day-care, and annual bonuses, to mention a few. These tech giants genuinely use the data gathered through HR surveys to build unique work cultures that address employee experience gaps.