It is important to know that a positive employee experience makes maximum productivity. this basically should be a thing of concern for every productive employee.
Ever wonder about the ideal employee experience — the kind that leads to high performance and creates happy workers? And what actually drives these positive work experiences?
Thanks to a global study involving more than 23,000 employees in 45 countries across different industries from a few years back, we have the answers.
Researchers looked at the literature to find the perceptions that employees have about their experiences at work. This massive finding led researchers to construct the Employee Experience Index for measuring what they found to be the five core facets of positive employee experience:
1. Belonging – feeling part of a team, group, or organization.
2. Purpose – understanding why one’s work matters.
3. Achievement – a sense of accomplishment in the work that is done.
4. Happiness – the pleasant feeling arising in and around work.
5. Vigor – the presence of energy, enthusiasm, and excitement at work.
Employees who experience all five are more likely to perform at higher levels, contribute “above and beyond” expectations, and are also less likely to quit.
But here’s what really drove it home for me: Employees with more positive experiences at work reported significantly higher levels of discretionary effort. In fact, the study indicates, “discretionary effort is almost twice more likely to be reported when employee experience is positive (95 percent compared to 55 percent).”
The Power of Discretionary Effort
If you’re new to the concept of discretionary effort, it’s something every company needs to release within their workforce for competitive advantage.
Here it is: When leaders create the conditions for a positive employee experience, the emotional commitment the employee has to the organization and its goals hit another stratosphere. This is important because when employees are emotionally committed, they give discretionary effort.
In other words, people will go above and beyond typical job responsibilities, they will go the extra mile, and you can see the discretionary effort in any organization, at any level, whether you’re the janitor sweeping the floors or the VP developing floorplans. It’s a real thing, and it’s something you can see and measure.
The Million Dollar Question
So, what can you do to improve the employee experience and release discretionary effort?
Well, not surprisingly, it all starts with leaders and managers setting the stage. They need to provide clear direction and support that will drive human workplace practices that create the employee experience.
The study found six things that must be in place on a consistent basis:
1. Organizational trust
Employees increasingly expect to trust their organizations to be responsible and act with integrity. When those expectations are met, 83 percent of respondents describe a positive employee experience, 46 percentage points higher than when those expectations are unmet.
when an organization does not act with integrity it affects employee performance and effectiveness, it is important that an organization has a set standard and act accordingly.
2. Co-worker relationships
The study found that when supportive co-worker relationships are present, it drives a positive work experience. In fact, employees report a “much more positive employee experience than when that support is absent (77 percent compared to 35 percent).”
Employees are more propelled and motivated to give in their best beyond expectation when an employer builds supportive co-worker relationships, but it reversed and demoralized the effort when an employee is not experiencing a co-worker relationship.
3. Meaningful work
When employees agree their work is consistent with the organization’s core values, 80 percent report a more positive employee experience (compared to 29 percent who do not agree).
When employees agree their job makes good use of their skills and abilities, 81 percent report a more positive employee experience (compared to 41 percent who did not agree).
4. Recognition, feedback and growth
When feedback and recognition of performance, as well as opportunities for professional development and growth are met, the positive employee experience soars.
The study reveals, “Eighty-three percent of employees who receive recognition of their performance, and 80 percent of those receiving feedback, reported a positive employee experience, compared to 38 and 41 percent who did not.”
when a leader or an employer fails to recognize the abilities and contribution of its employers it affects its motivation to contribute to the advancement of the organization.
5. Empowerment and voice
When employees feel their ideas and suggestions matter, they are more than twice as likely to report a positive employee experience than those who don’t (83 percent versus 34 percent).
A similar pattern emerged among employees who have the freedom to decide how to do their work (79 percent versus 42 percent).
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6. Work-life Balance
More positive employee experiences are also associated with employees’ flexibility to manage their work and other aspects of their lives.
When employees agree their work schedule is flexible enough for them to meet family/personal responsibilities, 79 percent report a more positive employee experience (versus 48 percent who disagree).