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10 Employee Experience Questions You Must Ask in the First Year

'Customers do not come first. Employees come first. If you take care of your employees, they’ll take care of your customers.' A whopping 75%1 of organizations surveyed agreed with this statement. 

Yet 50%2  of employees are voluntarily leaving within their first two years of employment. 


Why are your employees leaving?

A leading cause is the lack of meaningful interaction at the workplace, especially between HR practitioners and employees. Only 29%3  of employees surveyed agree, “HR really understands what people like me need and want”. This suggests an emotional gap between what HR perceives and what employees expect. 

As we’ve mentioned earlier, a method that’s quickly redefining itself to bridge this gap is the “Moments That Matter” approach that focuses on every nuance of an employee’s experience in the organization. In essence, it’s the moments that most impact an employee’s perception of the organization from recruiting to onboarding, till exit.

 

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How do you reboot your employee experience strategy in 2020?

As a prelude to a more comprehensive plan, our in-house People Science team recommends asking simple, empathetic questions to your employees that can accurately measure how they feel within the organization: their relationship with managers, the team, and the workplace culture. 


Curious about the 10 questions you must ask your employee? Look no further!

 



employee experience, employee engagement

Chances are you might be thinking, “How is this different from a survey?”

(Yes, we also read minds.)

Our framework is designed for employees within their first year of employment. With invaluable inputs from subject matter experts, HRBPs, CHROs, and ethnomethodological research. The questions are purely aimed to help identify employees who are engaged in their work and those who are not. Enabling you as an HR practitioner to engage with the right employees and address their issues.  


Being employee-first is no longer an option 

It’s been well-established that organizations that invest employee experience outperform organizations that don't and is 4 times4 more profitable. More importantly, delivering stellar employee experiences boosts branding, employee morale, and workplace culture.

The “100 best places to work”5 2020 studied a diverse spectrum of organizations with almost 4 million employees from across America noted inclusion as the key competitive differentiator and workplace happiness as a business necessity, not a myth.  


What surveys don't get right about employee engagement

Despite the onslaught of HRtech solutions in the market, traditional employee engagement usually has meant investing in static annual surveys. Till date, a staggering $720 million6 is spent every year EE programs like surveys but only 15%7 of employees are actually engaged at work. 

 

 

 

 

The rather generalized and unfocused nature of annual surveys often leave employees feeling disenfranchised. On the other hand, for those still exploring HRTech to upend traditional practices, pulse surveys have been an incremental improvement in gauging critical metrics like the overall mood of the company at key touchpoints. 

In our experience, AI and predictive analytics have been proven as most effective in measuring and generating contextualized, actionable insights on engagement, possible turnover, and workplace culture. into who the at-risk employees are and why they’re unhappy with their workplace. 

Learn how progressive leaders are establishing inclusive, employee-first practices across their organizations. 

employee experience, employee engagement

 


Gregory S Mathew
Gregory S Mathew
Former Content Writer at inFeedo

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