Over the past few years, the employee experience has become a focal point for many HR departments, from creating strategies to perfecting onboarding processes, it is an extensive area to cover. But why has it become so important and is it just another HR buzzword?
We all know that an engaging work environment can promote happier, healthier, and more fulfilled employees, enhancing both innovation and productivity. Right now, more than ever these are no longer desirable elements for businesses, they’re essential. Want to retain your key talent? Enhance your employee experience; raising salaries are no longer the quick fix answer. You could pay someone a million pounds, but if they’re not happy in their work, neither party benefits, so to achieve a positive employee experience is essential if you want your business to become an employer of choice.
So how can we achieve an enhanced employee experience within businesses, and should it be led by HR?
With constant changes in employment law, increased press coverage of “bad” employers and no tribunal screening processes in place it seems like employers just can’t get it right!
In the small business arena, I network with, in some cases it can put employers off employing staff altogether. This can lead to some small business owners preferring to take on the additional stress and workload rather than run the risk of employing people with the increased risks of a claim being raised against them. Not because they’re potentially “bad” employers, but because they’re busy running a business and simply don’t need the hassle!
If you read the high-profile cases in the news it really does beg the question…
I was born and brought up in Uxbridge, North West London, and for as long as I can remember life there seemed like a complete blur! Everything and everyone was always rushing, I was really drawn to it and loved the fast paced way of life.
When I was living and working in Central London, everything I did felt like rushing, from getting ready for work, travelling on the Tube, eating and living in a “everything needs to be done by yesterday” pace. Even having a coffee at a coffee shop wasn’t the experience it should have been, it was more of a routine, go in, exchange a few pleasantries with the barista, never drink in, always with a “to go” nod, it is like a secret code that every barista knows!
One of the things I get asked often, is how did I progress my career?
I started my working life as a Travel Agent and selling holidays on the high street, I made a move into HR as an HR administrator, and now I run my own multi-award winning business which is a dream come true.
The answer I give is – I did not achieve this dream alone!
Start-ups are fast-paced and ever-changing working environments, and they’re certainly not for everyone. However, if staff are going to survive and thrive in a start-up workplace, they need to feel included, valued and happy in their roles and their teams. With so much at stake given the slim survival chances of start-ups, it is imperative that business owners and managers do everything they can to make their employees happy and productive as much as is possible. But without big budgets to spend on training and team-building, how can staff be nurtured and encouraged? Fear not; the little things can very much count! Follow this mini guide to keep on top of the small stuff:
Utilise Automation Where Possible
When starting a business from scratch, it can be easy to fall into the pitfalls of doing basic business activities manually – because that’s how you started out, and it worked, and it’s an easy continuation. However, as staff join the company and the business broadens, doing things manually can cause unnecessary burden and stress on those conducting roles.
Instead, use specific business software for tasks that can be automated and benefit from the time and cost savings these tools can bring.
Incentivise Employees
Employee ‘buy-in’ is paramount in start-ups, because if everyone isn’t chipping in and doing their bit, there’s little room for error or failure. Effective employee incentivisation programmes can be implemented to reward staff for their contributions as well as to ensure they have a tangible emotional investment in the business doing well. Such incentives don’t need to just be in the traditional sense of performance-related bonuses or accolades but often also include shares to give maximum business engagement and to secure employee’s genuine desire for the start-up to succeed.
Invest in Equipment
Start-ups often need to be run ‘on a bootstrap’ but taking the economical approach to everything rarely pays off in terms of quality. Spending a few extra pounds on IT infrastructure and basic office supplies demonstrates value of even the most routine of jobs and responsibilities, and investing properly in office spaces and reception areas shows that the business is serious and looking to project a professional image. Start-ups are often renowned for their unusual office spaces, so it’s not uncommon to find innovative offices in the sector.
Stay Open
When a start-up is still small and in the position where all of the staff know each other and are able to openly and easily interact, clear communication should be valued and encouraged. Empower all staff of all levels to pitch in and keep all briefed on progress and developments. Stay open to ideas and contributions from anyone and never dismiss an opinion or perspective. Clear communication is critical to a happy, productive workforce, and should be built when the staffing structure remains as flat and as small as possible; as it can be difficult to integrate later on as more people join.
The world of start-ups can seem very profit-focused but in truth, those who prioritise their staff are the true business winners. Utilising employee engagement and empowerment can transform a business in a hugely positive manner, and this is where the true stars of business are often bought.
Natalie Ellis HR 