Transform loyalty with valuable

employee experiences

The best customer experiences begin with having a great employee experience. This is because your employees are the front line of your customer experience. They are the ones interacting with your customers, guiding them along the journey, and delivering the services they need.

Stressed or unhappy employees are unlikely to do this to the best of their capacity. In fact, a bad employee experience often translates to a bad customer experience as employees might inadvertently let the state of their mind impact the quality of their work.

That’s why it’s important to see your employees as your “internal customers” and center the employee experience around them. Provide them with the tools they need to effectively do their work, from a more distributed workload to effective processes and tools.

When you show your employees that their work is valued, you will be rewarded by employees who go the extra mile.
Happy employees make for happy customers.

Depending on your goal, there are several critical employee experience surveys that you need to be distributing regularly.

The employee pulse survey ought to have two/three questions, and can keep an eye on the changing employee sentiments, whereas the employee feedback survey can be much more in-depth, and sent out one every six months to a year. Since this survey is a lot more detailed, it can shed light on important aspects of the employee experience, from the needs and wants of your employees to overarching concerns that might be impacting the work environment or even the work output.

On the other hand, a 360 evaluation survey ought o be distributed approximately once a year and can help employees identify hidden strengths and weaknesses. This can also help you leverage your employees’ skillsets where they fit best.

Are you noticing lesser responses to your surveys? Or perhaps, despite what the data says, you find that the responses aren’t always accurate and even leaning towards overly positive even though it doesn’t seem to reflect in the output?
This might be because you haven’t implemented anonymous surveys.

By assuring your employees of their responses being completely confidential, you might notice a change in the response patterns.

Employees who might’ve otherwise been too scared of saying something negative about their manager might feel more comfortable being candid, allowing you to see the concerns that plague your organization. However, simply stating a survey is anonymous will not be enough.

That’s why Sogolytics offers the Seal of Anonymity. It is a guarantee present in anonymous surveys to show employees that their answers are truly not going to link back to them.

By doing so, you can work on building trust with your employees and getting quality responses that allow you to take effective action.

Happy employees don’t just go good work, they go the extra mile. They work better together, set up effective processes, and most importantly: are loyal.

This reduced churn often means that you don’t have to spend time and resources getting more new hires up to date, while also retaining top talent that knows the ropes within your organization.

By focusing on retention, you can actually reduce employee acquisition costs drastically, while also building relationships.

After all, employees who have been with you a long time will also know your clients. They are the face your clients trust, and they will help you build and maintain client relationships better than anyone else.
They understand your company, it’s offerings, as well as the people you serve. And they are invested in your growth.

So the next time you’re wondering what investing in employee retention means, just remember: it means investing in growth.