Effective, seamless collaboration can make the difference between a successful, productive team and one full of unsatisfied and unproductive people. That’s why crafting an exceptional employee experience – one that encourages a sense of connection to the work and to each other – is so important for any HR team.
While employee experience strategies will vary for each niche and individual organization, here are a few ideas to keep in mind as you look for ways to build bonds and a positive culture.
What Makes a “Good Day” Good?
We’d all like to have more “good days,” and that’s what a positive employee experience strives to create. But what actually separates the “good” days from the not-so-good? According to Gallup’s Global Emotions Report, a positive experience (or a good day) might be defined by affirmative answers to the following:
- Did you feel well-rested?
- Were you treated with respect all day?
- Did you smile or laugh a lot yesterday?
- Did you learn or do something interesting yesterday?
- Did you experience enjoyment?
In contrast, a “bad day” would be marked by pain, worry, sadness, stress, and anger. The same research also found that, on average, 23% of adults globally report feeling lonely, although the exact level varies widely by location.
While this research encompasses all aspects of life, not just work life, it’s a helpful compass for organizations looking for ways to focus their employee experience strategy. In short, the strategy should focus on maximizing those “positive” benchmarks and minimizing the “negative” ones. This might mean looking for opportunities to streamline processes so employees don’t feel stressed or tired, ensuring the culture overall is one of genuine respect and collaboration, or implementing more opportunities for learning and skills development.
Many of those positive experiences, it’s important to note, have to do with how we interact with other people. We feel respect from one another; we learn from each other; we can make each other smile or laugh. When the employee experience is built around bringing us together for these positive moments, we build connections that not only elevate productivity and other business goals but elevate individuals’ sense of self and success as well. In fact, Gallup’s Q12 Meta-Analysis reveals that offering more opportunities to connect authentically can lead to a 23% increase in profitability, an 18% increase in productivity, and an 18% decrease in turnover!
The “Un-Conference”: Employees Driving the Conversation
It’s tempting to try to create a sense of collaboration through more and more “forced” or formalized interactions like meetings, but those can often hinder connections more than help them. Perhaps that’s why the “un-conference” has become a growing trend – and could be a powerful tool as part of your employee experience and overall HR strategy.
The “un-conference” is, effectively, a meeting or conference that eschews traditional hierarchy in favor of a participant-driven, collaboration-centric model. Rather than having topics set from the top down, unconferences rely on attendees to shape the agenda. Participants propose topics, lead sessions, and actively engage in discussions; the agenda is developed on the spot; and sessions focus more on conversation and interaction than on lecturing or question-and-answer formats.
An un-conference can emphasize networking and informal interactions instead of a hierarchy of “experts” versus ordinary “attendees.” The format is designed to foster connections and facilitate meaningful conversations among participants, who can each share their unique perspectives with one another. Connections bloom organically, and spontaneous innovation is welcomed and encouraged by the format and the content alike.
Your employees don’t have to wait for an industry conference to experience the benefits of “un-conferencing.” Instead, you might consider incorporating more of this approach into your regular meetings within your organization. Look for opportunities for employees to drive the agendas and take the lead rather than having the conversation driven by the highest-ranked person in the room. Empowering employees to steer the conversation, bring up topics of concern or interest, and connect naturally can all contribute to a more positive experience, higher satisfaction, and increased productivity and retention.
Making It a True “Experience”
Want to really elevate the employee experience? Make it more of an experience! As we’ve already seen, employees want to have more control over their own experiences and feel like their company values them as individuals, not just cogs in a machine. A multichannel approach can facilitate more engagement, positivity, and connection.
Consider integrating components such as:
- Creating a personalized swag box tied to a specific event, achievement, or milestone
- Building an online portal for people to submit questions, propose topics of discussion, or even have virtual discussions
- Creating a virtual “pop-up” where people can choose their own swag, download digital event materials, or access key information
Your HR team can do much more than you think to facilitate a greater sense of connection and, in turn, have a positive impact on the overall business goals. A multi-faceted approach, including new meeting approaches, a focus on positive culture, and even print and promotional products, can help to create a true experience, rather than one-and-done moments. Priority is here to provide all the support you need as you develop your strategy – talk to our team to learn more about what we can do!
