A Roadmap of Support

It all begins with clearly articulating the vision of the company, and relaying this to employees. You can use the following formula to determine your company's mission and vision and include it in your employee experience strategy.

• Employee engagement: This is a measure of employee satisfaction, satisfaction with their work, and willingness to stay with your organization.
• Mission: What you are trying to achieve.
• Vision: Why you are trying to achieve it.
• Values: What you believe in.
• Values alignment: How you communicate your values to your employees.
• Employer's expectations: What you expect from your employees.
• Employee's expectations: What the employees can expect from you.

With this in hand, you can begin addressing the elements of your employee experience strategy. It's important to gather feedback from your employees and HR personnel on areas that may require particular attention.

For example, one of the most important elements in any employee experience strategy is performance management. If this element isn't clearly defined, your employees won't know how they can improve, and how they can be held accountable.

You may also want to look at your company's culture and values. Are they clear and aligned with the mission and vision? If not, you may want to work on aligning them by, firstly, knowing how to measure your company culture. You may want to consider using an outside consultant to help you with this.

There isn't really a "one size fits all," step-by-step action plan. The road to improving employee experience is specific to each business and can be tailored to suit your company's strengths and weaknesses.

However, gathering feedback from your existing employees, and consulting with your HR personnel is a great place to begin. Your HR team will be able to provide you with insight into the challenges your employees are facing, and brainstorm tangible solutions.