Improving Your Employee Experience

First impressions are everything. This applies to the employee experience more than ever. The employee experience is a huge factor in establishing trust and rapport with new staff.

Before the start date -

In The Future of Work, Jacob Morgan describes the employee experience, as the combination of an organization’s cultural, physical, and technological environments. A positive employee experience begins before the start date. It really starts during the interview process. Making sure that the values of the firm are reflected during the interview process. Ensure there is clear communication between you, the client, recruiter, and prospective staff member. This includes clear expectations of the role, what successful people look like at the firm and the next steps of communication after an offer is signed.

Pre-Boarding.

Send a welcome email before the person starts. This is something that is rarely seen within public accounting but I always encourage. It shows that you are excited for the person to join, reiterating their fit in the group and the inclusive culture.

First Day.

Inform the receptionist that there will be a new person starting, have their computer and work station already set up. Perhaps include a welcome card or mug/pen holder with a welcoming gesture on their desk. These small things make a huge difference. It shows that there was care and thought put into the very first impression of on-boarding. It also shows that there is open communication within the firm dynamic and that every employee, no matter what level of seniority, is valued.

First Day Schedule.

Ensure there is a set plan for their first day. Have them shadow a Manager, bring in a team lead to show them around, make sure there is essentially a buddy system in place. The person knows that if they have any questions or concerns they can go to one person. There should be an open door policy even from their very first day. It shows that they are valued and questions are encouraged.

Provide an Employee Development Plan.

As an employer, you want to show that you are concerned with every employee’s progression and development, not just concerned with the bottom line. This means, having set deliverables for each staff member. Sit with them on their first day and ask them what their own professional goals look like and how both parties can work together to achieve these. Put a timeline in place for each deliverable, when they will have their first performance review when they should expect feedback meetings.

Personal Development and Purpose.

Contribute to a better employee experience by providing ways for your employees to develop themselves—not just in terms of work skills but in ways that focus on personal growth or well-being as well as mental health. Encourage an open and honest workplace and allow each person to use their voice. Organize guest speakers, conference invites, counselling sessions as well as professional development workshops. Combined, these steps will increase positive employee experiences and improve employee morale.

We would love to hear from you! Please feel free to comment or add your feedback on any of the topics discussed.