Employee experience (EX) focuses on the physical, social and operational environments that collectively impact employees and their relationship with their workplace.
If any of the three pillars of EX is weak, it can drastically affect how employees are engaged at work.
As the talent market is getting much more competitive, companies often derive a competitive advantage for themselves by focusing on the employee experience. And especially when it comes to matters of working benefits.
What is employee experience (EX) exactly?
From employee’s perspective, EX might be the combination of all the touch points an employee has since they have known about your business. It is from the initial contact with a recruiter to the interview and until the moment they join your business.
From employer’s perspective, EX might be defined as a business creating a work place to let employees show up instead of assuming that employees need to show up. In other words, this creates a shift in employees’ mindset to work more actively and efficiently. This is a fundamental change in how business around the world are operating. They start investing in new working spaces, health and well-being programs, maternity and paternity leave, healthy foods, workplace flexibility, and so much more.
Many employers find the necessity of improving their employee experience (EX) which in turn improves morale, satisfaction, engagement, retention, and more. Among these benefits, good employee engagement is the result of a positive EX
What is benefits’ impact on employee experience?
In some interviews, employees are often asked “How are the pay and benefits at your company?”. This question is often given by the intention of employers wishing to determine how their interviewees value themselves. Or sometimes employers just want to make sure the compensation expectations align with the given budget for the position. But in case the employees’ response is negative, how much do you think this impacts your talent acquisition and retention?
In fact, this kind of communication may matter even more than pay itself. If you acknowledge the value employees bring to your organization by compensating them appropriately and clearly communicating your pay practices, this will set you apart in the eyes of your employees. As all they want to know is whether they are being paid fairly and equitably.
However, if you are a well-articulated pay brand in the eyes of your employees, you will probably increase the quality of your candidate pool. Data show that a strong employer brand leads to 50 percent more qualified applicants. But if this is also a strong pay brand, its employees will be more comfortable introducing their network for the open vacancies. This in fact can help business spend less money and time filling roles.
Ultimately, it’s up to business to determine employee experience and how to make it better especially when it comes to employees’ benefits. The core is that, employers should listen to their employees with an open mind and understand what they need.