Building an effective employee experience strategy

Building an Effective Employee Experience Strategy 

Creating a workplace where employees feel valued, engaged, and supported can be a powerful competitive advantage. Organizations with strong employee experience (EX) strategies see higher retention rates, improved productivity, and increased profitability. Yet, many companies struggle to move beyond surface-level perks to build an experience that fosters real connection, purpose, and wellbeing. 

We recently had the opportunity to catch up with Christy Smith, Navigate’s Senior Vice President of People and Growth Strategy, to discuss her approach to crafting an effective employee experience strategy.  Additionally, she shares how that strategy helped Navigate to earn the Great Place to Work Certification from a globally recognized authority on workplace culture. 

Becoming a Great Place to Work 

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The Great Place To Work® Certification™ is an award for organizations that create and sustain exceptional workplace cultures. The award is based solely on employee feedback from a comprehensive survey. To be eligible for the certification, an organization must receive greater than a 90% engagement rate from the employee survey results. Companies that receive this certification are recognized for their commitment to creating positive work environments where employees feel trusted, respected, and valued.  

The employee feedback survey measures engagement across five key dimensions: 

• Camaraderie 

• Credibility 

• Fairness 

• Pride  

• Respect  

Achieving the Great Place to Work Certification significantly enhances an organization’s reputation, making it easier to attract and retain top talent. It serves as a clear indicator of a positive workplace culture, which can be a powerful signal for job seekers. Additionally, it supports greater employee satisfaction and engagement, leading to higher productivity and reduced turnover rates.  

Read on to learn more about how to craft your employee experience strategy to align with the Great Place To Work® key dimensions. 

Employee experience explained 

What is employee experience? 

Employee experience (EX) encompasses every interaction an employee has with an organization, from recruitment to exit. It includes tangible elements like compensation, benefits, and workspace design, as well as intangible factors such as workplace culture, leadership communication, and growth opportunities. 

Why is employee experience important? 

A positive EX leads to increased engagement, higher productivity, and lower turnover. Conversely, a poor employee experience can cause dissatisfaction, disengagement, and burnout.  

Consider these statistics: 

• Employees who feel heard are 4.6 times more likely to perform at their best. (Source: Salesforce) 

• Companies with highly engaged workforces are 21% more profitable than those with low engagement. (Source: Gallup) 

• Organizations with high employee experience scores demonstrate more frequent and successful innovations, higher employee engagement levels, and lower turnover rates. (Source: Kabarak Journal of Research & Innovation) 

Companies that invest in EX don’t just create happier workplaces; they make organizations more successful. 

Setting clear goals for employee experience initiatives 

Without defined goals, improving EX becomes a guessing game. Organizations need measurable objectives to track progress and ensure initiatives drive real impact. 

On the topic of goal-setting, Christy mentions, "Setting goals at the executive level really sets the road map for the entire organization. Those goals cascade to other team members, and then we're all working on the same page to ensure we are achieving whatever our key performance indicators are. Everybody in the organization then has a very clear picture of how they contribute to the success of the organization because everything flows together." 

Setting SMART goals 

SMART goals are: 

• Specific: Clearly defined with a direct outcome. 

• Measurable: Quantifiable so progress can be tracked. 

• Achievable: Realistic given company resources. 

• Relevant: Aligned with broader organizational priorities. 

• Time-bound: Set within a specific timeframe. 

Tracking these goals ensures EX efforts are intentional and results-driven. Without SMART goals in place, initiatives can become aimless. This can result in wasted resources and difficulty assessing the impact or making necessary improvements. 

Define your values and create your culture 

Why culture matters 

Company culture isn’t just about social events or office perks. Culture is the shared values, behaviors, and expectations that define how people interact and work together. A strong company culture can simultaneously drive retention, engagement, and performance. 

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How to establish strong company values 

• Gather employee input: Survey employees to understand what they value most in the workplace. 

• Define core principles: Identify values that reflect the company's mission and long-term vision. 

• Integrate values into daily operations: Embed values into hiring practices, performance evaluations, and leadership training. 

• Recognition: Reward behaviors that align with culture by publicly celebrating employees who embody company values. 

When forming company values, it’s important to commit fully, as these values serve as the foundation for decision-making, guiding employee behavior, and shaping the organization's overall identity. Christy mentions, “A lot of people will put values up that are more aspirational in nature, but if you are not willing to be authentic and live out the values in everything you say and do as a leader in an organization, the values quickly lose meaning and impact.” 

Examples of company values: 

• Integrity and Trust: Establishing integrity and trust as fundamental values means creating a transparent work environment where employees' voices are heard. 

• Growth and Development: Investing in career development and continuous learning opportunities shows a commitment to employees' professional growth. Companies that provide mentorship programs and career advancement paths often see higher retention rates. 

• Wellbeing and Balance: Prioritizing employee well-being through flexible work arrangements, mental health support, and wellbeing programs can lead to a more engaged and productive workforce. 

Organizations that define and reinforce their values create environments where employees feel aligned with the company’s mission and can be more effective in executing it. 

Optimize the onboarding process 

Optimizing the onboarding process for new employees is essential to integrate staff effectively and promote long-term success. A well-structured onboarding program begins with a comprehensive orientation that familiarizes new hires with the organization's mission, offerings, values, and team dynamics. This ensures that employees immediately understand their roles within the larger framework of the company. A detailed onboarding checklist, which includes administrative tasks, training modules, and key milestones to be accomplished within the initial 90 days, can help establish clear expectations.  

Of course, new-hire training shouldn’t just stop after an orientation. Christy mentions that continuous and repetitive training for new employees helps tremendously to set them up for success: " The follow-up to onboarding is so critical.” She goes on to say, “...you teach the story, you train the story, then we ask for return demonstration on the story.” This ongoing process ensures that new employees not only understand the company's values and procedures but also become proficient and confident in their roles. 

By offering the right tools and resources, organizations can create an environment that is both structured and adaptable, facilitating the seamless integration of new staff. 

Prevent burnout before it starts 

Burnout is a state of emotional, mental, and physical exhaustion caused by chronic workplace stress. It is characterized by feelings of overwhelming fatigue, detachment from work responsibilities, and a reduced sense of personal accomplishment. 

Top causes of burnout: 

• Unmanageable workloads 

• Poor work-life balance 

• Lack of support and recognition 

• Limited growth opportunities 

• Inadequate compensation 

• Personal factors outside of work 

On the topic of workload management, Christy states, “Sometimes the pie looks smaller when you're talking about making it, then it actually comes out when you make it…and that's what we really need to monitor is just that scope creep in terms of work assignments and what people have on their plate. What we're saying yes to, and then not saying no to. Those are the types of things we can control to help with burnout.”  

Additionally, Navigate has implemented a policy to enhance work-life balance. Navigate’s “Wellbeing Hours” policy empowers employees to step away from work for up to three hours per week at their discretion to do anything that supports their wellbeing. This policy highlights Navigate’s commitment to providing a healthy work-life balance that supports physical and mental health.  

If not addressed, burnout can lead to decreased productivity, heightened absenteeism, and serious health issues, making it a critical concern for both employees and employers. Read Navigate’s guide for preventing employee burnout to learn more about the key strategies for battling burnout in your organization. 

Communication is key 

As is the case with most interpersonal relationships, strong communication is crucial. Informed employees feel a deeper sense of belonging, reducing uncertainties about decisions that may impact them personally and professionally. 

“It is absolutely critical to employee engagement that people feel like they are informed because that's part of how employees feel like they belong in an organization. I know what is happening.  

I have no mysteries in my head that decisions are being made that are going to impact me or my job or my family.”  

Leadership communication strategies 

An effective communication strategy starts at the top and permeates throughout the entire organization. Effective internal communication ensures that all employees are aligned with the organization's goals and values. 

Leaders should: 

• Host regular town halls to provide company updates. 

• Send regular newsletters highlighting achievements and future goals. 

• Establish an open-door policy to encourage transparency and feedback. 

Manager communication 

Manager communication is pivotal in shaping an organization's employee experience. As integral components of the organizational hierarchy, managers have direct and frequent interactions with employees, positioning them uniquely to influence daily workplace dynamics. Unlike top leadership, who may not engage with employees on a regular basis, managers are on the front lines, directly addressing concerns, providing immediate feedback, and supporting team cohesion. Their ability to communicate effectively helps establish trust and clarity among team members. 

Best practices include: 

• Provide management training for effective communication. 

• Regular one-on-one check-ins with employees to discuss goals and performance. 

• Clear, constructive feedback to guide employee development. 

• Recognition programs that highlight achievements and contributions. 

Leadership communication strategies 

An effective communication strategy starts at the top and permeates throughout the entire organization. Effective internal communication ensures that all employees are aligned with the organization's goals and values. 

Leaders should: 

• Host regular town halls to provide company updates. 

• Send regular newsletters highlighting achievements and future goals. 

• Establish an open-door policy to encourage transparency and feedback. 

Manager communication 

Manager communication is pivotal in shaping an organization's employee experience. As integral components of the organizational hierarchy, managers have direct and frequent interactions with employees, positioning them uniquely to influence daily workplace dynamics. Unlike top leadership, who may not engage with employees on a regular basis, managers are on the front lines, directly addressing concerns, providing immediate feedback, and supporting team cohesion. Their ability to communicate effectively helps establish trust and clarity among team members. 

Best practices include: 

• Provide management training for effective communication. 

• Regular one-on-one check-ins with employees to discuss goals and performance. 

• Clear, constructive feedback to guide employee development. 

• Recognition programs that highlight achievements and contributions. 

Emphasizing comprehensive and transparent communication can help companies build a trusting and inclusive environment where employees feel valued and informed. 

Empower employees through committees 

Employee-led committees give individuals a voice and create a sense of ownership over company culture. They foster collaboration and provide a platform for diverse perspectives to shape organizational initiatives. These committees help build a more inclusive and engaged workforce by involving employees in decision-making processes. 

These groups can: 

• Advocate for underrepresented employees. 

• Create an open dialogue between employees and leadership. 

• Build a stronger sense of community within an organization. 

Examples of impactful committees: 

• Advisory council: Serves as a liaison between employees and leadership to ensure that workforce concerns and suggestions are effectively communicated and addressed at the highest levels. 

• Wellbeing committee: Focused on mental health, fitness, and holistic wellness. 

• Community outreach committee: Engages employees in community service projects, charity drives, and volunteer opportunities to foster a sense of social responsibility and community connection.  

When employees have a voice in decision-making, they are more likely to feel valued and invested in the organization's success. This involvement not only boosts morale but also contributes to a deeper commitment to organizational goals and values. 

Measure and evaluate employee experience 

Measuring and evaluating employee experience is crucial for any organization's sustained success and growth. By systematically gathering data on key metrics, companies can gain valuable insights into the well-being and morale of their workforce. This information helps identify areas of concern, such as burnout or lack of engagement, allowing leaders to implement targeted interventions that improve the work environment. 

Examples of key performance indicators (KPIs) to track: 

• Employee engagement scores: Gathered through surveys and feedback tools. 

• Absenteeism rates: Indicators of potential burnout or dissatisfaction. 

• Turnover rates: High turnover signals problems in the employee experience. 

A thorough understanding of employee experience builds a culture of continuous improvement, where feedback is actively sought and acted upon. This ultimately leads to higher levels of job satisfaction, productivity, and retention. By prioritizing the measurement and evaluation of employee experience, organizations can build a more committed, motivated, and high-performing team. 

Navigate’s platform is designed to help HR teams measure and evaluate employee experience effectively. Navigate empowers organizations to identify key areas of improvement and implement strategic solutions by assisting in collecting, analyzing, and interpreting employee engagement data. With our advanced feedback tools, we provide the necessary insights to refine and enhance employee experience strategies continually. Our dedicated account managers help to analyze the data and refine these strategies, ensuring tailored and effective solutions for each organization. This data-driven approach, supported by experienced account managers, ensures that organizations can remain agile, responsive, and proactive in supporting a positive and productive work environment. 

Key takeaways for employee experience strategy 

Optimizing the employee experience requires a multifaceted approach that prioritizes effective communication, clearly defined values, and proactive measures to prevent burnout. By incorporating regular pulse surveys, fostering an open-door policy, and analyzing engagement data, organizations can stay attuned to their employees' needs and make informed decisions that promote overall satisfaction and productivity. Empowering employees to shape workplace initiatives strengthens engagement and ensures that the workforce feels valued and heard. 

Ready to enhance your employee experience? Book your demo of the Navigate platform today.