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Employee Experience Presentation Reflection

Nusrat Nowrin Sara

Odette School of Business, University of Windsor

BSMM-8670-01 - Current Human Resources Trends

Prof. Diana Sarkis,

October 5, 2023
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Why is Employee Experience relevant and what can organizations do to enhance the

Employee experience?

Work life has become quite different than it used to be a decade ago. Nowadays, employees

focus more on the quality of work, health and well-being, work-life balance, etc. The concept of

delivering a great employee experience has become one of the top priorities of many renowned

organizations. The question is why? In a research done by McKinsey, it was shown that a positive

employee experience makes employees want to stay committed to the company 8 times more

(Emmett et al., 2021). When an employee is happy, they provide the best work output which

eventually leads to a better work performance as well as customer service. Whereas many

companies focus mostly on customers, they often don’t realize that ultimate solution is to keep

their employees happy which will automatically lead to happy customers. Employee experience

starts at the first interaction of the employee with its employers, which often starts with interview.

If the candidate is hired, employee experience includes its onboarding, overall interaction with the

organization, and the interactions when the employee leaves the company. It is crucial for an

employer to be as much engaging as possible during all these stages. Employers need to make their

employees understand that they are valued.

Organizations mostly focus on interviews, professional development, onboarding, etc. to

provide the best employee experience. However, all these need some personalized touch; having

an effective onboarding, offering flexible work mode, and a structured exit interview can enhance

the overall employee experience.

1. An Effective Onboarding: All employees come with different expectation in their first

day of work. Employers need to keep this fact in mind and design a proper onboarding process

that will help to smooth the transition process, build a deeper connection with the team, understand
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clear expectations from the job, etc. It is crucial for the HR team to help the new employee teach

regarding how they should function every day. It is important to provide the new employees with

a detailed job outline incorporating clear responsibilities and specifying limits on their authority

(Emmett et al., 2021). However, these are the basics which all employers should follow. To provide

them the best experience, the onboarding process should be personalized. Nowadays, companies

assign buddies/mentors who help the new employees to get familiar with the culture, processes,

etc. The mentors are the people whom they can ask anything. It is the responsibility of the employer

to choose a proper mentor who can be friendly as well as add value to the overall onboarding

experience. To make the sessions more personalized, the human resources department can arrange

a session where the new employees will share their personal achievements or challenges in their

life, as long as they are comfortable to do so.

2. Offering Flexible Work Model: It has been a topic of debate on whether employees are

happy with working in person in the office or working from home. However, employees are

happier and more satisfied when companies offer a flexible work mode. The trend has started with

the pandemic, however, it is no longer a temporary work arrangement. The demand for flexible

work mode has increased and it has been recorded that some employees are even threatening to

leave the job if they are not offered flexibility (Kossek et al., 2022). Flexibility in work hours and

location allows employees to better manage their personal commitments, whether it's taking care

of family, pursuing hobbies, or attending personal events. This balance contributes to reduced

stress and improved overall well-being. Employers often spend thousands of dollars to promote

health and well-being activities, but they do not understand the fact that flexibility in working

arrangements can easily promote a healthier lifestyle to all employees. When employees feel that

the company value them, it reduces the pressure associated with rigid work hours and to manage
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their workload in a manner that aligns with their mental health needs. This can lead to lower levels

of stress and improved mental well-being.

3. Conducting a Structured Exit Interview: It might not seem that important to conduct an

exit interview because eventually the employee will leave the organization. However, exit

interview can increase the overall employee experience and it is also important for those who are

leaving the company. Through an exit interview, the employee gets a closure which is also crucial.

The employer can take feedback from the employee to improve the overall work culture. When

employees perceive that their feedback is valued and acted upon, it boosts morale among the

remaining workforce. It shows that the organization is committed to listening and making

necessary changes for the benefit of its employees. Also, demonstrating a commitment to

understanding and improving the employee experience, even during departures, can enhance an

organization's employer brand. A well-structured exit interview process is a great tool for

organizations seeking to improve the employee experience, address organizational challenges, and

create a more positive workplace culture.

In conclusion, the Employee Experience is profoundly relevant for organizations as it

directly influences employee engagement, productivity, job satisfaction, and ultimately

organizational success. A positive employee experience fosters a work environment where

individuals feel valued, supported, and empowered, leading to enhanced morale and higher

retention rates. Employees who have a positive experience are more likely to be committed,

innovative, and actively contribute to the achievement of organizational goals.

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Reference

Emmett, J., Komm, A., Moritz, S., & Schultz, F. (2021, September 30). This time it’s

personal: Shaping the “new possible” through employee experience. McKinsey &

Company. https://www.mckinsey.com/capabilities/people-and-organizational-

performance/our-insights/this-time-its-personal-shaping-the-new-possible-through-

employee-experience.

Kossek, E. E.,Gettings, P., & Misra, K. (2022, November 8). The future of flexibility at work.

Harvard Business Review. https://hbr.org/2021/09/the-future-of-flexibility-at-work.