Everything must be measurable.

New approaches are often only trusted when the results are clearly measurable. This makes sense, of course, but is not always so easy to realise at first glance. Constructs such as “employee experience” need to be broken down into their individual components, which can then be measured in a targeted manner.

Classic KPIs that reflect the employee experience are staff turnover, sickness absence, employee satisfaction, psychological risk assessment and, last but not least, operational performance, which can be measured by turnover or profit.

The “soft factors” in particular, such as employee satisfaction, can be further specified. The following 5 KPIs can be used to measure success in employee experience management in addition to those just mentioned:

Employee Engagement: This looks at the commitment of employees to their job, to their colleagues and superiors and to the organisation as a whole.

Employee Well-Being: Employees give an assessment of how satisfied and balanced they feel in their job.

Employee Retention: We look at how willing employees are to recommend their employer to others or to stay with the company themselves.

Leadership & Culture: The satisfaction of employees with their relationship to superiors and management is analysed. An additional focus is placed here on the passing on of important information and communication in general.

Learning & Development: This measures how satisfactory the further development opportunities offered within the organisation are. This is about both further training and promotion opportunities.

Take a look at our LinkedIn profile at https://www.linkedin.com/company/tema-q/ to gain exciting insights into the world of customer and employee experience in the future.

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