10 Appeals: Employees and Employers Need the Same Things
What comes to mind when you hear the term “Employee Experience?” Does it evoke positive or negative feelings? Is it an overused and under delivered upon concept? Is it just a combination of “buzzwords” that don’t mean anything to you? Or, does the term give you a sense of belonging and purpose as you imagine your workplace and the energy you receive from being a part of it?
Employee engagement, employee morale, employee satisfaction...We’ve heard many ways to describe how to get and keep employees involved and motivated throughout the years. True engagement/morale/satisfaction happens as a result of the overall experience. If employees have a negative work experience, is it their issue or the employer’s issue? Are vocal employees labeled as “complainers, whiners, never satisfied…?” Business leaders and employees alike have been sucked into the negative vortex of “us vs. them” from time to time; a horrific and tragic space to inhabit. Shouldn’t we work to flip the script? As employers, do we need to please everyone? What do employees want, anyway!? The answers may surprise you.
Let’s define experience for a moment: it’s your observation of facts or events; when you undergo an emotional sensation or are in a particular state of mind, you have first hand knowledge of situations, emotions, sensations, etc. that make up your overall experience. In other words, facts are in the eye of the beholder, and in this case, through the lens of the employee. As employers, do you want to have a positive influence on how your employers experience, and therefore describe to others, the way your business operates? How it FEELS to be a part of your company? What behaviors are and are not acceptable? All of these expectations, beliefs, and priorities flow through your environment and create your company’s culture.
Employee experience is the employee’s perceptions about the journey experienced through all the touch points at a particular company, starting with job candidacy and ending with the exit from the company. To receive an optimal employee experience, the culture needs to be aligned to what matters most to the company. Healthy and fulfilled employees make for happy customers, and a healthy and wealthy bottom line.
Consider these 10 Appeals from employees and employers alike. The similarities may surprise you.
As an employee:
I need my employer to know that I’m here to do my best work, bring my whole self each day, and want to believe in the work I am doing. To do this, I ask the following of you:
Tell me the truth. Truth telling means being transparent. I can handle it. I understand some things are not for public consumption and not within my role nor scope to know. Just tell me that, too.
Mistakes happen. I make them, and so do you. Let’s learn together. Help me grow.
Give me something to believe in. Why am I here today and where are we going in the future?
Give me a manager who can connect all the dots. One who listens to understand, speaks to clarify, helps me understand why my work matters and how it affects the company. Provide constructive feedback with the intention to help me grow.
Ask for my feedback; take action and make changes to what matters to me and my fellow employees.
Promote a culture of equity, inclusion, and safety.
Hold me, my manager, and all employees accountable.
Understand that my well-being is important to the health of the company.
Trust that I have the best of intentions.
Celebrations and fun for all the hard work I do!
As an employer:
I need you to know that your work here matters. You are important to the mission, vision and values of this company. I will do my best to support and promote your well-being and know that you are not just a number in a sea of employees. To do this, I ask the following of you:
Tell the truth, and I will do the same, as openly as I am able. If I can’t share specifics, I will tell you as much.
Mistakes happen. I make them, and so do you. Own them and let’s learn together. I will support an environment that allows you to grow.
Give me your best and I will give you something to believe in. I will show you our priorities today and paint the vision for the future.
I will gIve you a manager who can connect all the dots. One who listens to hear, speaks to clarify, helps you understand why your work matters and how it affects the company. Provide constructive feedback to your manager and know that it is safe to do so.
Tell me where change is needed, and I will take action and make changes to the things that matter to you.
I will promote a culture of equity, inclusion, and safety and expect the same from you. Be patient as we embark on this journey together.
Hold me accountable. I will hold my team, my manager, and all employees accountable.
I understand that your well-being is important to the health of this company and will do my best to ensure our culture prioritizes wellness daily. Let me know what you need.
Trust that I have the best of intentions.
Take time to celebrate and have fun. You have earned it!
Finally, employers, now that you have considered the appeals, ACT on them; incorporate them into your company’s handbook. Pledge to make the employee/employer relationship a mutual and respectful partnership. Set the tone for what it will FEEL like to work for your company, and then stick to your commitments. If you do, the results will come!
Have ideas swirling and aren’t sure how to start making the changes needed to be an employer of choice? Core Endeavors is your answer. We can help transform your business to a place that attracts and keeps the top notch employees you need to drive your business to what is next.
