The economics of employee experience speak for themselves! Employee experiences
designed to engage the hearts and souls employees are what drive employee
engagement. Research indicates that just a 10% rise in engagement can lead to a
6% increase in effort, which can in turn lead to a 3% increase in performance.
Couple this with the impact committed and loyal employees exert on customer
loyalty and advocacy and you have a very compelling argument for why you should
be measuring and improving the experiences you deliver to your employees.
The Employee Experience Survey (iEXP) was designed to provide companies with
the detailed insight they require in order to lower attrition rates, and improve
their ability to attract, and engage the talent so critical to their operation.
The methodology on which the Survey is based serves to uncover how well a
company is meeting and/or exceeding its employees’ current experiential and
emotional needs; the levels of employee engagement inherent within its
organisation; the key drivers for engagement; and how well its culture and
organisation is aligned to optimise the employee experience.
To provide this insight our methodology focuses on 14 dimensions of employee
experience: Company Mission and Leadership; Corporate Culture; Innovation and
Change; Management Style; Role Clarity; Performance Management; Remuneration and
Benefits; Recognition and Rewards; Training and Development; Teamwork and
Co-operation; Communication; Quality Principles and Practices; Working
Environment and Conditions; Engagement metrics.
As part of the detailed data analysis we categorise employees based on the
direction or intensity of their views to the statements presented to them.
Categories are:
- Company champions– wholly committed, emotionally engaged, passionate about making a difference, empowered and need limited management
- Contented opportunists– not yet emotionally committed but have an appetite for performance improvement and advancement
- Discontented compromisers- sceptical, hearts and minds not engaged, display a level of inertia
- Leavers– completely disengaged, have mentally already quit
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