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10 Employee Experience Questions You Must Ask in the First Year

'Customers do not come first. Employees come first. If you take care of your employees, they’ll take care of your customers.' A whopping 75% of organizations surveyed agreed with this statement. 

Yet 50%  of employees are voluntarily leaving within their first two years of employment. 

Why measure Employee Experience?

The term along with the concept Employee Experience (EX) originated as a parallel to Customer Experience (CX). With time, business leaders realized that to ensure their customers are satisfied, their workforce must also be happy and engaged. Organizations leading in CX have 60% more engaged employees.

50% of employees voluntarily leave in the first two years of
employment. In the last 3 years, Amber by inFeedo has helped employers save
more than 57% at-risk employees only by asking the right questions at the right time.

Why are your employees leaving?

A leading cause is the lack of meaningful interaction at the workplace, especially between HR practitioners and employees. Only 29% of employees surveyed agree, “HR really understands what people like me need and want”. This suggests an emotional gap between what HR perceives and what employees expect. 

As we’ve mentioned earlier, a method that’s quickly redefining itself to bridge this gap is the “Moments That Matter” approach that focuses on every nuance of an employee’s experience in the organization. In essence, it’s the moments that most impact an employee’s perception of the organization from recruiting to onboarding, till exit.

 

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How do you reboot your employee experience strategy in 2023?

Our in-house People Science team recommends asking simple, empathetic questions to your employees that can accurately measure how they feel within the organization: their relationship with managers, the team, and the workplace culture. 

To measure the experience of your employees within their first year at the organization,
ask these 10 questions to gather insights you need to enhance employee experience,
especially if your goal is to prevent top talent attrition.

  1. In the last year, do you feel you have grown in terms of your knowledge and
    capabilities?
  2. Do you feel the organization's policies and benefits are employee friendly?
  3. Do your business leaders set goals and objectives that excite and inspire you to go
    the extra-mile at work?
  4. Do you see a clear career progression map for yourself at the organization?
  5. Do you share a good bond with your team and department?
  6. Does your manager recognize and appreciate you for a job well done?
  7. How comfortable are you voicing your concerns to your manager?
  8. Do you feel that people at the organization are treated fairly regardless of their level,
    tenure, gender, and so on?
  9. Do you feel proud to be associated with the organization?
  10. Do you feel your ideas and suggestions are valued by your manager and colleagues?

Chances are you might be thinking, “How is this different from a survey?”

(Yes, we also read minds.)

Here comes our framework on handling employee experience. 

inFeedo’s EX framework

Our framework is designed for employees within their first year of employment. With invaluable inputs from subject matter experts, HRBPs, CHROs, and ethnomethodological research. The questions are purely aimed to help identify employees who are engaged in their work and those who are not. Enabling you as an HR practitioner to engage with the right employees and address their issues.  

EX Framework identifies 7 key drivers that provide an in-depth measure of an employee’s experience at every touchpoint and stage.

Since 2013, inFeedo’s mission has been to make the voice of every employee feel heard and valued by helping organizations engage employees, measure their experiences, reduce top-talent attrition, and evolve their workplace culture based on real-time insights.

Our AI chatbot Amber is speaking to more than 300,000 employees in more than 50 countries, and has helped CHROs & CEOs in 100+ enterprises connect with every employee in a personalized manner.

Being employee-first is no longer an option 

It’s been well-established that organizations that invest employee experience outperform organizations that don't and is 4 times more profitable. More importantly, delivering stellar employee experiences boosts branding, employee morale, and workplace culture.

The “100 best places to workstudied a diverse spectrum of organizations with almost 4 million employees from across America noted inclusion as the key competitive differentiator and workplace happiness as a business necessity, not a myth.  

What surveys don't get right about employee engagement

Despite the onslaught of HRtech solutions in the market, traditional employee engagement usually has meant investing in static annual surveys. Till date, a staggering $720 million6 is spent every year EE programs like surveys but only 15% of employees are actually engaged at work.

The rather generalized and unfocused nature of annual surveys often leave employees feeling disenfranchised. On the other hand, for those still exploring HRTech to upend traditional practices, pulse surveys have been an incremental improvement in gauging critical metrics like the overall mood of the company at key touchpoints. 

In our experience, AI and predictive analytics have been proven as most effective in measuring and generating contextualized, actionable insights on engagement, possible turnover, and workplace culture. into who the at-risk employees are and why they’re unhappy with their workplace. 

Learn how progressive leaders are establishing inclusive, employee-first practices across their organizations.


Gregory S Mathew
Gregory S Mathew
Former Content Writer at inFeedo

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