Conclusion


Employee experience encapsulates what people encounter, observe or feel over the course of their employee journey at an organization. In the last few years, understanding and optimizing the employee experience has emerged as a key priority for HR and business leaders.


Through new approaches such as design thinking and employee journey maps, HR departments are now focusing on understanding and improving this complete experience and using tools such as employee net promoter scores to measure employee satisfaction.

There’s little doubt that onboarding is one of the most critical of these touchpoints because a great onboarding experience is directly correlated to the engagement, performance and retention expectancy of new employees.


The following considerations, identified by MAPS should be applied to the onboarding process:


  • Consider a longer, fuller experience that extends before Day One and well after the traditional first 100 day milestone. Employees want a personalized, human approach that looks to integrate new employees into the company fabric.
  • Help employees get in touch with their purpose and how it fits into the larger purpose of the organization. Embedding a higher sense of purpose into the Employee Value Proposition (EVP) unlocks individual potential and spurs people to be change agents.
  • Tailor elements that are considerate of the disparate needs and motivations of the different generations within the workforce


Invest in your new hires and give them an exceptional first experience and ignite passion in your people. Emotional engagement creates an advantage that is very difficult for your competitors to duplicate, so it's worth learning to do well. Employees will return your appreciation with discretionary effort and passionate performance.