Enhancing employee experience following 'The Great Resignation'

The global pandemic has irrevocably altered the landscape of the labour market, giving rise to phenomena such as the "Great Resignation". As we continue to navigate this new terrain, the importance of understanding and adapting to the evolving needs and expectations of the workforce cannot be overstated.

This blog explores the insights from AskYourTeam's analysis of almost 1,000 offboarding surveys across diverse sectors, including local councils, to uncover the driving forces behind employee turnover and what action employers can take to stem the tide and substantially reduce churn.

The impact of the 'Great Resignation'

The term "Great Resignation" reflects the mass exodus of workers worldwide, leaving a tight labour market in its wake. Four years on from 2020, the ongoing challenge of replacing these workers remains a high priority for many councils.

The power of employee experience

We’re all familiar with the term Customer Experience (EX) – and the knowledge that delivering a superior service to customers at every touchpoint throughout the customer lifecycle is the key that unlocks the door to higher revenue, greater margins, and the holy grail, referrals.

Similarly, delivering a superior Employee Experience (EX) in the workplace is the key that unlocks the door to higher productivity, reduced churn, and a strong employer brand that affords you the pick of the labour market crop when hiring.

So many employers have good intentions when it comes to doing the right thing by their people. But a lot tend to fall short of meeting those good intentions. Often work gets in the way, or managers simply don’t know what good EX looks like or how to deliver it.

Strategies for enhancing EX

Setting the stage at the interview

Employee experience doesn’t start on the first day of work, it starts at the interview. Everything an employer says and does contributes to EX and the impressions formed by candidates. They will want to know about the company’s vision, values, and culture. Expect the interview to be two-way; it’s not only the candidate who is being assessed for fit; it’s you and the organisation, too!

Clear expectations and effective onboarding

Be sure not to oversell during the interview process and be clear about what the new hire can expect. Implementing an effective onboarding program is key to affirming pre-employment expectations, and should not only be used to welcome new employees (and give them the lay of the land - ie where the bathrooms and kitchen are) but also speed up their acclimatisation to the company culture and expectations.

Open communication and feedback

Starting the communication and feedback process early with an onboarding survey ensures that expectations (on both sides) are understood, and regular feedback - through 1:1s is vital in facilitating swift progress and integration into the team.

The importance of regular check-ins

Prioritising regular one-on-one meetings is crucial for maintaining engagement and showing employees that they are valued. Regularly cancelling or moving those meetings, sends a loud and clear “You don’t matter!” message, that potentially damages relationships and affects overall loyalty and engagement.

Cultivating a positive workplace culture

Commit to making your workplace as good as it can be and recognise that your behaviour as a leader sets the tone. You must be seen to be actively creating a positive culture by stamping out harmful office politics and addressing bad behaviour.

If you discover something, act on it, and show that you are taking steps to make improvements. Demonstrating a commitment to improving the workplace environment can significantly enhance employee satisfaction and loyalty.

OUR TOP TIPS: To up the ante on EX

• First impressions count and they start much earlier than you think
• Be clear about what new hires can expect
• A great onboarding process helps your candidate feel welcomed and get up to speed faster
• Share and ask for feedback through regular 1:1s and regular surveys
• Do not move or cancel 1:1s – it’s demotivating  
• Be clear about the workplace behaviours you expect, and quickly stamp out bad behaviour

The Great Resignation serves as a wake-up call for employers to prioritise and enhance Employee Experience. By understanding the factors that drive employee turnover and implementing strategies to improve EX, employers can navigate the challenges of the current labour market, reduce churn, and build a resilient and engaged workforce.

Click here to download our insights paper on The Great Resignation Insights Paper.