There are core elements that underpin how organisations successfully define and deliver an effective employee experience. They are Focus, Mindset, Involvement and Impact. Capability and practice in these areas reflect how mature an organisation’s approach is to EX. Over the next few weeks we’re going to take a look at each of these core elements in more detail and understand what good looks like and what steps you can take to improve capability.
Let’s start with Focus
An effective EX isn’t just about where you put your time and energy, but how you make that decision.
You’re more likely to be operating at the ‘forming’ end of maturity if your EX focus is reactive.
For example, you:
- Want quick wins, so focus on small, discreet things to fix
- Rarely have data to validate assumptions
- Build alliances and trust by redesigning processes prioritised by HR and other departments
If your EX focus is proactive then you’re likely to be operating at the ‘performing’ level of maturity.
For example, you:
- Are proactive in deciding what to work on and base these decisions on strategic imperatives
- Demonstrate rigorous thinking and use a range of factors to validate decisions
And finally if your EX focus is strategic, then you’re more likely to be operating at the ‘transforming’ level of maturity.
For example, you:
- Drive organisational performance with an EX strategy, clearly focused on organisational goals
- Have a research approach that generates insights to create better solutions for employees
- Have a clear methodology for prioritising, using data, insights and measurement
Maturity in the ‘Focus’ element means your people are more likely to have a consistent and joined up approach across their time with you.
No matter which team, department, or location they are in, the experience will feel distinctive and seamless.
You can use the EX Maturity Measure to understand how mature your EX Focus is.
If you have scored low in this area, you might want to:
- Explore the weaker areas of your EX and consider the impact of this weakness on your organisational goals.
- Use this to prioritise your EX activities, rather than always being in reactive mode.
- Get in the habit of always testing your EX assumptions by using employee data to validate your ideas.
- Generate new employee insights where you don’t already have them.
Let us know how you get on; we’d love to hear from you.
