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    Measuring Employee Experience: This Is All You Need To Know

    James McDonald

    Sometimes we make things more complicated than they have to be.

    Measuring the employee experience is one of those things.

    It sounds like a tall order, and if you’ve been tasked with it, you might be wondering if you’re really the right person for the job.

    But if not you, who?

    And fortunately, when it comes to the employee experience, there are really only three human resource things you need to know.

    Measuring Employee Experience: The Fundamentals

    Researcher and author Jacob Morgan has studied hundreds of companies to identify what matters most when it comes to measuring employee experience. You might think a great employee experience is about awesome workplace perks like half-day Fridays or on-site massages (and we’re certainly not discounting those things.)

    According to Morgan, however, enhancing employee experience is about making long-term organizational changes, not just offering short-term perks. He calls this “designed employee experience” and explains it in more detail in this cheat sheet.

    Here’s an excerpt that breaks it down: 


    Designed Employee Experience Graphic

    Measuring employee experience comes down to evaluating these three things:

    1. The physical space
    2. Workplace technology
    3. Company culture

    Let’s take a closer look at each one.

    The Physical Space

    Whether you realize it or not, your workplace design has a tremendous impact on your employee experience. It affects employee productivity, collaboration and overall satisfaction, which can make a difference when it comes to recruitment and retention.

    How well does your workplace design support your employee experience?

    Harvard Business Review’s Collaboration & Quiet Index evaluates offices based on seven factors:

    • Location - The degree to which the space is accessible by all
    • Enclosure - The degree to which space is enclosed by walls, doors or a ceiling
    • Exposure - The degree to which the space offers visual or acoustic privacy
    • Technology - The degree to which the space is equipped with the right tools
    • Temporarily - The degree to which the space invites lingering
    • Perspective - The direction in which the space focuses the user’s attention
    • Size - The usable square footage of the space

    Workplace Technology

    Just as a 1970s-style office design can turn employees away, workplace technology that’s outdated or difficult to use contributes to a poor employee experience.

    A survey that compared technology leaders and “laggards” found 58 percent of employees at companies lagging behind had negative feelings toward their employers.

    How do you measure the impact of workplace technology on your employee experience?

    Consider how well it embodies the characteristics of “frictionless technology”:

    • Is it mobile and cloud-based?
    • Intuitive?
    • Intelligent?
    • Secure?
    • Efficient?

    Make sure your workplace technology removes obstacles and distractions, rather than creating more.

    Company Culture

    Simply put, your company culture is the way employees behave when no one is watching.

    A great company culture starts at the top, with leadership defining core values and hiring people who live by them. It’s shaped by HR policies and supported by leaders who reinforce them throughout your organization.

    While you might not be directly involved in creating these policies, you can certainly influence them.

    How well does your company culture support a positive employee experience?

    Aim for policies that promote things like:

    • Flexibility (such as the ability to work remotely when possible)
    • Autonomy
    • Accountability
    • Collaboration
    • Transparency

    Want to contribute to developing a better company culture? Check out these 10 great insights from Arianna Huffington.

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    Measuring Employee Experience: 3 Concrete Steps

    Now that you know the three factors that have the most impact on employee experience, here are a few more concrete ways to measure them.

    1. Conduct Employee Surveys

    Ask your workforce to weigh in on what elements are most important to them in the workplace, how they use the spaces and technology available to them and what changes they’d like to see. If you take the right approach and ask the right questions, employee surveys can be a great way to measure employee experience.

    2. Look At Workplace Data

    Surveys are based on self-reporting, so there will always be a margin of error.

    Employees might only be giving their best guess about how they use the workplace. But data doesn’t lie. That’s why it’s important to look at data on space utilization, room reservation and other factors that impact your workplace. Having an integrated workplace management system makes it easy to see all this data in one place.

    3. Look At Other Companies

    It’s important to look outside your own four walls from time to time. The Employee Experience Index ranks and scores 252 organizations based on how well they perform in each of the three areas we just mentioned. Check out the companies that rank in the top 10 and see what they do differently. Follow them in the news, subscribe to their blog and take a peek at their Glassdoor profiles.

    Now that you have a better idea of what the employee experience actually is, measuring it—and improving it—will be much easier.

    If enhancing the employee experience is one of your resolutions this year, iOFFICE can help. Our integrated workplace management system connects your workplace, technology and people on one platform while offering user-friendly employee experience solutions.

    Discover how you can start creating a more loveable workplace today. Request a free consultation.  

    James McDonald

    ABOUT THE AUTHOR

    James McDonald

    James McDonald is a sports enthusiast, brother in Christ and once swam in a tank with the infamous TV sharks.

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