Attract and Retain Your Valuable People

Under these conditions, employees’ expectations about their jobs and organisations could unsurprisingly rise as these favourable market conditions fuel their job mobility.

Like customers that seek a great total service experience to be brand-loyal, employee loyalty can be enhanced by providing them a great organisational experience at their workplace.

In short, the power balance has shifted from the employers to the employees, compelling organisations to provide their employees with outstanding experiences (Deloitte, 2015). Compounding the phenomenon, creating an outstanding organisational experience for employees is now rated as one of the three biggest challenges faced by organisations in 2019 (Deloitte, 2019), as not many organisations have the know-how.

How to create an outstanding organisational experience

To create an overall great organisational experience, organisations need to identify the gaps by obtaining feedback from their employees and implement interventions to fix those gaps:

1. Assess the Current Organisational Experience

The first step to creating an outstanding organisational experience is to assess how employees experience being part of their organisation now.

Our research builds on Deloitte’s Simply Irresistible Organisation™, to expand on the  six dimensions that make up an outstanding organisational experience - or what we call REAL organisational experience for employees:

1. Meaningful Work

2. Supportive Management

3. Positive Work Environment

4. Growth Opportunity

5. Trust in Leadership

6. Cross-Organisation Collaboration and Communication

Do people in the organisation find  their work meaningful? Is the management perceived as supportive? Is the working environment positive? Are there sufficient growth opportunities? Do employees find their leaders trustworthy? Is there collaboration and communication across the organisation?

The data collated must then be be analysed for gaps in order to target the areas in need of development.

2. Target Developmental Areas With Interventions

Having assessed the organisational experience and found those areas that need improvements, the next step is planning targetted interventions that will actually contribute to making the organisational experience outstanding.

To give an example, let’s say the organisation’s data reveals that trust in leadership is low. In this case, the organisation needs to apply interventions that increase the level of trust in leadership, through:

1. Clearly defining mission and purpose of the organisation
2. Improving the management’s care for the people
3. Having management exemplify the value of honesty
4. Providing inspiration by helping employees connect their personal goals to the organisation’s vision

Trust in leadership will rise and employees will have a greater experience being part of the organisation. Organisations can then follow up with a second assessment that will show how much the organisational experience has improved.

When all six dimensions are at their peak, employees will experience an outstanding organisational experience.

The Real Organisational Experience (ROE) Assessment

Based on Deloitte’s findings of what makes an irresistible organisational experience, we conducted further research (see our white paper) and developed the Real Organisational Experience Assessment that diagnoses the experiences employees have, being part of the organisation.

How Does the ROE Assessment Differ From the Average Employee Engagement Survey?

Unlike most Employee Engagement Surveys that reveal the employee engagement level, the ROE assessment delivers actionable insights on how to improve the organisational experience.

The ROE assessment covers the six dimensions that make up an outstanding experience and further measures in detail which factors within the dimensions need further attention. This detailed approach provides data that is easily translated into actions to take.