Capturing the employee voice is more than a best practice – it is necessary to create a workplace where employees are more likely to be engaged and to realize the positive business outcomes associated with highly-engaged employees. For this reason, leading businesses continue to adopt strategies, and create cultures, to capture the voice of the employee. It’s important to ensure that these voice of employee strategies are holistic, integrated, and an on-going by capturing the voice of the employee at key stages of the employee lifecycle.
Below are three key stages of the employee lifecycle that are critical to building an effective voice of employee strategy and tools often utilized within each stage:
Stage 1: New Hire Stage
Recruiting and onboarding are critical stages for newly hired employees. Hiring the right employees and onboarding them effectively can lead to increased retention, productivity, and engagement. It’s important to completely assess the current, and on-going state of your recruiting and onboarding processes to optimize their effectiveness. Tools commonly used in this stage include recruitment interviews and onboarding interviews.
Stage 2: Productive Employee
Engaged employees are enthusiastic about, committed to, and go the extra mile for their employer. Keeping a pulse on employee attitudes and intentions provides real-time information to help keep employees motivated, engaged, and committed to the organization. Tools commonly used in this stage include engagement studies, pulse surveys and stay interviews.
Stage 3: Former Employee
Former employees give feedback necessary to improve retention and engagement. Effective research provides the real reasons why employees are leaving your company and actionable intelligence for making improvements. When employing a strategy to capture the voice of the employee, there shouldn’t be any surprises at the employee exit stage, however, this feedback is critical to successful retention strategies. The most commonly used tools in this stage is exit interviews.
An often-overlooked stage of obtaining the voice of employees is The Lost Stage, employees that declined job offers. The ability turn top candidates into employees is essential to a company’s continued success in a competitive job market. Understanding why top candidates did not accept an offer to work for your company is important to informing successful recruiting strategies. In an effective voice of employee strategy, it’s important to ensure you do not forget these “lost employees” that had potential to contribute to organizational growth as highly-engaged employees, yet declined to join your company.
A system, and culture, where employee voice is important is most successful when employees know their input is valued and considered in decision making. Feedback should be given to employees at regular intervals to communicate how their input is being utilized. Feedback to employees should be a minimum of two times per year.
Capturing the voice of the employee can provide insights and lead to a workplace where employees are highly- engaged when effectively designed and implemented. Ensure you are capturing employee voice at key stages of the employee lifecycle, incorporating that information into decision making, and communicating back to employees. Effectively implemented, voice of the employee research will lead to positive business outcomes.
Contact us if you need guidance designing an effective strategy to capture employee voice in your organization.