Even when a company uses design thinking to create an employee experience – it’s rarely a top-down endeavor. The Employee Experience exists at the intersection of company efforts and everything an employee brings to the table themselves.
This begs the question: What do employees think of the Employee Experience? What matters to them? How can a company strategically invest in a great experience?
To get these answers, YouEarnedIt surveyed 750 respondents across a variety of professions, industries, and locations to gather their opinions on the Employee Experience. Here’s what we found:
- Perks aren’t impactful. 65% of respondents said perks (defined as health and wellness programs, time off, overtime, volunteering, free meals, and service and birthday awards) do not or only somewhat influence their employee experience.
- Employees connect the Employee Experience with engagement. Only 8% thought that they weren’t related.
- Culture matters. 50% of respondents identified culture as the most important factor in their employee experience — more so than physical environment and “technology and tools.”
- Connection, meaning, impact, and appreciation matter to employees. Less than 7% said any one of them was not important.
- Companies aren’t aligned with their employees on the importance of connection, meaning, impact, and appreciation. Less than 50% of respondents said their companies thought these were very important.
- Only 1 out of 10 respondents said their employee experience was “awesome” and that their companies were great at engagement.
- There is a correlation between investing in culture and employee ranking of the Employee Experience. Of companies whose employees ranked their experience an 8 or higher, the average company spent close to $2500 per month on culture, and 27% spent more than $5,000 per month. Of companies whose employees ranked their experience at 7 or less, the average company spent less than $1000 per month on culture, and only 9% spent more than $5,000 per month.
Providing an Exceptional Employee Experience
Here are four examples of what employees said their companies did to provide an excellent employee experience:
- Connection: “We all interact in a fun and professional mix, and we really do end up feeling like a family.”
- Meaning: “Our organization focuses on health, social, and philanthropy as the three pillars of employee engagement. These areas were identified as highly valued by our employees, making them a natural platform to center employee engagement upon.”
- Impact: “My employer truly values each and every one of us. Our opinions and thoughts are considered by everyone up to the Executive level. I have never been employed by a company more compassionate and loyal to their employees.”
- Appreciation: “I am often praised and recognized by my colleagues and supervisor.”
To get more ideas about building an exceptional Employee Experience, see our guide: The Employee Experience Defined.
YouEarnedIt is the employee experience platform powered by the science of motivation and the mission of improving the lives of employees everywhere, one company at a time. Founded in 2013, YouEarnedIt grows company culture and improves bottom-line performance metrics through its robust engagement platform that delivers recognition, rewards, incentives, and team insights. Named to Entrepreneur Magazine’s list of Best Company Cultures in 2017, the Austin-based SaaS company and its technology platform are built on the four pillars of employee experience: connection, meaning, impact, and appreciation. To request a demo, visit www.youearnedit.com/demo