All the interactions experienced by an employee represent what is called the “employee experience.” From decisive moments (application, taking up a position, new responsibility, success of a project, departure of a work partner, etc.) to day-to-day missions (usual tasks, relationships with colleagues or clients, etc.), it is the employee’s entire journey that is concerned. Because optimizing the life moments of your (future) talents can bring you considerable benefits, we are dedicating this article to the centerpiece of companies: the employee. As you read, we also encourage you to reflect on the path(s) your employees have taken and to ask yourself about potential actions to implement.

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The employee experience: from application to employee departure

Attract from the recruitment stage

Contact with collaborators begins right from the start, during the first email or phone exchange with the company. At this point, the person is still only one candidate among many! If exchanges are successful, the process continues and the on-site interview takes place. The setting, the welcome provided by employees, and recruiters’ remarks are all elements that create a positive or negative impression and influence the candidate’s decision to join the company or not.

Take care of onboarding new talent

Once the employee is hired, attraction continues, since during the probationary period, remember that the management team or the employee can terminate the contract. Good onboarding can therefore positively shape their desire to stay: provision of equipment, team event, sharing a welcome handbook, discussion of the company vision.

A new hire discovering a desk specially set aside and ready to welcome them, along with a welcome note, can foster a climate of goodwill. Furthermore, knowing that their new colleagues are aware of their arrival can only be appreciated and proves clear internal communication. In some companies, we even see employees volunteering to become “mentors”. They guide newcomers, reassure them, answer their questions about team life, show them around the premises, share good nearby restaurant addresses, etc.

Adapt management

Let us now move on to the longest part of the employee journey: daily work, once the employee is fully integrated and familiar with company habits.

With the Hersey and Blanchard model, for example, different styles can be applied depending on the situation: directive, persuasive, participative, or delegative. Depending on the employee’s expertise on a task, their motivation regarding the topic, and the trust relationship built between both parties, the manager will choose one of the four modes described earlier.

A few points of attention should be noted, however. An employee who is managed with the same style across each of their tasks for several months will probably feel frustrated. Indeed, the constant use of directive management may be experienced by the employee as not very rewarding. On the other hand, the omnipresence of the delegative style may give the manager little visibility over the employee’s actions. Ultimately, management that adapts to the situation will foster employee engagement and productivity.

Conclude a collaboration brilliantly

Despite efforts made by the company, as well as a good experience lived by the employee, the possibility that they may end their collaboration is conceivable. If you are a manager, it is normal that this news does not delight you. However, it is important that your employees’ experience ends on a good note. Thus, thanking them for their commitment and interpersonal skills are behaviors the talent may appreciate. And who knows, your professional paths may cross again one day?

3 good reasons to invest in the employee experience

1. More motivated employees

A positive employee experience generally implies good working conditions and therefore an appreciable quality of life. Ask yourself about the factors that contribute (or could contribute) to your employees’ well-being! Is it the location of your premises? The way your workplace is arranged? The flexible hours you offer? Respect for work-life balance? The upskilling of your employees? The good atmosphere that prevails? Listening by supervisors? By paying attention to your employees’ living conditions, you will reduce repeated absenteeism, drops in motivation, recurring stress, and conflicts within the team.

2. New talent won over

Keep in mind that employees who feel at ease within their company will talk about it around them. Some may even become ambassadors, thanks to published posts, content sharing, and discussions with other professionals at events. These employees remain valuable because their communication can influence potential talent to apply.

3. Skills transfer

An employee’s departure potentially means the loss of an irreplaceable talent. To prevent this situation, a transfer of skills beforehand is wise. Transfer does take time, but it avoids starting a costly recruitment phase. Moreover, by helping employees develop their skills, they will feel more valued. New skills acquired represent faster access for them to new responsibilities. If there were questions about a possible departure, they could disappear thanks to the growth opportunities offered by their company.

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Ultimately, taking care of your employees becomes just as important as maintaining quality client relationships. Most often, a good relationship with them means establishing a bond of trust. The same phenomenon applies to employee relationships: the more you take care of the experience they have as members of your company, the greater the likelihood that they will help you. Your teams are your best allies—don’t forget it!