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How to improve the employee experience in 2019


How to improve the employee experience in 2019

JUNE 13, 2019

The phrase “employee experience” makes its way into just about every HR discussion, and with good reason. In today’s work landscape, an employee’s experience touches nearly every point in their lifecycle with a company, from the moment they accept a job offer to their exit interview.

In order to give each employee the best possible experience, HR leaders need to connect the dots between each milestone in the employee lifecycle, including recruiting, onboarding, learning and development and performance management activities. By offering an integrated approach to each part of the employee journey, HR managers can ensure their workers understand how they fit into the organizations larger goals and initiatives. Here are four ways HR teams can improve the employee experience and meet the diverse needs of their workforce.

1. Incorporate technology for more effective recruiting

The vast majority of job seekers—95 percent—feel that how they are treated as a candidate is reflective of how they will be treated as an employee. That means the recruiting process is especially important in ensuring a potential employee’s first impression of the company is a positive one.

Candidates want an application process that is intuitive, fast and simple. Today’s technology allows HR professionals to automate much of the hiring process, creating a more streamlined experience for job seekers. Automated recruiting software can help drive a more engaging, responsive application process by quickly scheduling interviews, answering questions from candidates, tracking conversations and updating candidates on their application status. These tools help recruiting professionals and hiring managers stay organized, and give them back time to focus on more strategic tasks, like writing offer letters and meeting with candidates.

2. Personalize onboarding to create a meaningful employee experience

When done thoughtfully, onboarding has the potential to kickstart a rewarding relationship between a new employee and a company. But a frustrating or disorganized onboarding experience can leave the employee confused about their role. By rethinking the traditional onboarding structure, HR teams can bring more consistency to the process, getting new hires up-to-speed quickly and efficiently.

HR managers have begun to rely on new technology to assist them in the onboarding process. Personalized onboarding portals, for example, provide role-specific training and tailored, interactive content. Giving new hires the ability to focus on information that is relevant to their role will help accelerate productivity and create a more engaging employee experience. Non-profit organization YearUp, for example, streamlined its onboarding process to deliver specific onboarding packages tailored to each new hire. This individualized approach to learning is specifically useful for an organization like Year Up that operates in multiple locations, each with specific employment requirements and nuances.

"Our new hire packets vary by state,” Cheryl Carey, director of application operations and advancement at Year Up. “It used to be such a manual process, and we had an issue getting new hire paperwork done on time. We've really streamlined getting the right information into employee's hands."

3. Prioritize learning and development opportunities

When companies don’t invest in their workers, employee and customer experience, retention and overall organizational performance decrease. But companies that provide effective employee development programs lead to stronger employee value propositions, higher employee engagement and higher talent retention rates. According to a Gallup survey, 87 percent of Millennials say professional development is important in a job.

Robust learning management systems allow HR teams to create a modern learning experience that gives employees training recommendations based on their specific career goals and offers transparent communication around career mobility options.

4. Help employees participate in their performance management

Performance management closes the loop in the employee experience, fostering ongoing career development and building a skilled workforce for the future. And effective performance management can result in more than 60 percent higher talent retention and employee engagement rates.

Performance management systems help create the engaging learning culture employees seek. Platforms today can facilitate continual feedback conversations between managers and employees using data and analysis functions to set goals and build personalized development plans. Hyatt, for instance, incorporated performance management technology to bring a new level of consistency to its talent review process, giving employees instant access to performance review information and resulting in increased employee engagement scores.

A majority of today’s candidates are looking for more than just a job that pays the bills—they want an employer who can provide perks like better work/life flexibility, prioritizes health and wellness opportunities and connects organizational goals to daily tasks. What’s more, businesses with strong employee engagement report higher profitability, more customer engagement and lower rates of turnover. Creating an engaging employee experience from the first recruiting touchpoint throughout career development is no longer just a nice-to-have. To keep today’s employees engaged, motivated and productive, it’s a necessity.

Looking for a better way to manage the employee experience for your workforce? Discover the future of strategic human capital management.

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