Employee experience is defined as the overall experience that envelopes what an employee has encountered, observed or felt over the entire course or journey during his/her employment with the organization.
For example: Once a new employee joins an organization, the human resource team, his/her direct manager, supervisor etc. check with the employee after a couple of months to gauge their employee experience during employee onboarding.
In the last decade or so businesses and organization leaders, HR experts have emphasized on, improving the levels of employee experience. But what actually is employee experience?
It’s an extensive view of the professional relationship between an employee and the organization from the day he/she applied for a respective job in the organization, until the date the employee exits the organization.
The absolute diversity of the experience that is associated with the journey- from interviewing and onboarding, training and development, and eventually employee’s exit means that the overall experience is not static. In fact, the experience varies on a day-to-day basis with respect to the defining moments and the milestones in an employee’s career with the respective organization.
As an organization, you want to know what is the level of satisfaction and engagement of your employees, but you should also know how to balance what you want to collect. An employee experience survey is an awesome way to collect the information in a more systematic manner.
Following are the top 20 employee experience survey questions you must ask your employees:
The most important employee experience question is the employee Net Promoter Score (eNPS) question, that not helps measure employee experience but also, employee loyalty.
“Considering your overall experience with the organization, on a scale from 0-10 how likely are you to recommend the organization to your family and friends?”
Employee Experience Survey and Employee Satisfaction
1. Is there a proper understanding of the strategic objectives of the organization?
2. Is your role in the organization clear to you?
3. Do you believe you have an equal opportunity to have a stable career path in the organization?
4. Where do you see yourself in the next 5 years in the organization?
5. Are you satisfied with your role and responsibilities at work?
Employee Experience Survey and Employee Engagement
6. Do you receive constructive feedback from your manager?
7. Is there a strong feeling of teamwork and participation in the organization?
8. Are you provided with the right training if any new system or software is introduced?
9. Do you feel that the organization is supportive of a healthy work-life balance?
10. Are you satisfied with the organization’s policies on rewards and recognition?
Employee Experience Survey and Organizational Development
11. Are you inspired by the goals of the organization?
12. Do you feel your organization’s value is aligned with that of your own?
13. Do you feel the organization is unbiased?
14. Is your work environment distraction free and motivating?
15. Do you think your work environment reflects your organizational culture?
Employee Experience Survey and Employee Exit
16. What did you enjoy the most about your job?
17. Do you think the company policies are adequate? If not, would you like to suggest any changes?
18. Did you get along well with your team members?
19. What did you dislike about your job?
20. Is there anything that you would like to add to this discussion?
Learn more: FREE Employee Survey and Human Resource Survey
Measuring employee happiness at work is not the same as measuring the employee experience. Gone are the days when employee happiness was considered the barometer to measure an employee’s overall experience at work or in an organization. People can be satisfied at work because of a good experience and can be dissatisfied because of a poor experience. But, they certainly don’t mean the same thing.
Employee experience depends on various parameters that can impact employees work life. For example, some employees can cope with a poor experience, because they are new at work and are motivated enough to ignore the experience. However, it is not advisable that the businesses do nothing to improve the overall employee experience just because employees can cope up with a poor experience.
Logically this is the question every organization would ask is, “how to measure employee experience?” I would say it’s technically a mix of both quantitative(survey, polls, questionnaires) and qualitative methods(one-to-one interview). In addition, by approaching the matter with a set methodology we can measure what each business has done to improve employee experience and what are the related consequences of it.
Let us understand how we can measure employee experience using quantitative and qualitative methods.
1. Survey: Employee survey is one of the best methods to collect and analyze data related to employee experience. The employee survey is an integral employee feedback medium. By collecting these feedback and analyzing them, an organization can measure the employee experience. 360 degree review survey is a tool that can help organizations collect feedback from an employee, his/her peers, direct manager or supervisor, team members and likewise.
Deploying the surveys is one of the easiest ways to collect quick feedback. Send the survey online and collect meaningful data to make informed decisions.
2. Polls: If you running short on time and need an immediate feedback, then conducting a poll is a good idea. Draft a relevant poll question that will help you understand the opinion and decisions. The poll should consist of a single multiple choice question that will ask the employees about the overall experience with the organization.
3. Questionnaire: A questionnaire is a research instrument that consists of a set of questions that aims at collecting relevant information from the respondents. Questionnaires are typically a mix of close-ended questions and open-ended questions to collect appropriate responses.
One-to-One Interview: This qualitative method helps organizations collect information that is non-numerical. These interviews usually last for about 30 minutes and depend on the abilities of the interviewer to ask questions in a sequential manner that will help an organization collect a good amount of information.
During these interviews, the interviewer needs to make sure not to overwhelm the employee. Keeping the interview short and relevant will lead to collecting information that is helpful in determining employee experience.
1. Biosensors: In this age of digital disruption wearable biosensors are becoming increasingly popular and useful in personalized health and well-being. These biosensors are capable of measuring the physiological level of a human being like heart rate, body temperature, blood pressure etc. These sensors can be used to analyze an employee provided an organization has their consent. These data sources and technology enable the organization to measure the indicators of employee experience.
2. Facial recognition: There are many biometric technologies that can scan and recognize facial expressions of an individual. These devices are installed in many organizations to recognize and identify their employees and any person entering the organization. These devices are more inclined towards the safety of the premises and prevent any trespassing, these days the biometric devices are equipped to record emotional recognition and based on this the data is collected that can define the talent experience of the workforce.
Learn more: Employee Survey Software and Tool
1. Each step in the employee lifecycle is an important event, as that determines his/her association with the organization. Asking for a feedback helps organizations understand if they are supporting their employees and are helping improve their stay in the organization.
2. Collecting relevant information helps organizations understand, what are the things they are doing right towards creating a satisfied employee experience and what are the attributes they lag in.
3. Employee experience cannot be collected only during employee exit, it’s far too late by then, to make sure that your valuable resources have a satisfying experience in the organization, feedback should be collected regularly.
4. Collecting information regarding employee experience helps the organization take necessary corrective measure well within time. The importance of employee experience cannot be emphasized more.