The idea of creating a stellar customer experience is a no-brainer. After all, you want your customers to be satisfied, ready to repeat their business and happily recommend you to their friends.

 

In 2017, it’s time for employers to use the employee experience to win the war for the hiring and keeping best employees.

 

“According to a recent survey by Dale Carnegie Training, more than 40 percent of employees surveyed are at risk of leaving their job in the coming year,” according to HR Dive. “While the reasons for being unsatisfied varied, the common thread was lack of engagement and a misaligned culture.”

 

It’s time to fix that, writes Jeanne Meister for Forbes.

 

“The next journey for HR leaders … is creating an employee experience that mirrors their best customer experience,” she writes.

 

Here are three ways to start improving your employee experience.

 

  1. Start with the hiring process

 

Your employee engagement experience starts the moment someone thinks about working for you. Transparent, uncomplicated hiring is a great way to get started on the right foot, writes Jacob Morgan for the Huffington Post.

 

“At T-Mobile, they have started to provide insight into the jobs that people are applying for,” he writes, “including how long they have been available and how many applicants they have received.”

 

Writing your job descriptions in plain English and communicating often with applicants can completely change the tone of a future employee’s experience.

 

  1. Know what your workforce wants

 

“Catered meals, onsite dry cleaning … and flexible work programs may all seem like fancy perks but (companies) leverage these things as strategic business initiatives,” Morgan writes. “They offer these things because employees actually ask for them.”

 

Office cultures vary. Get the best bang for your buck by asking employees what they want.

 

  1. Make your space work for all employees

 

“A majority of American workers go to offices with open floor plans (70 percent of us, according to the International Facilities Management Association), companies are beginning to acknowledge that this isn’t always the best for getting work done,” Meister writes.

 

Creating a variety of different workspaces, and empowering employees to choose the space where they can be most productive, can be key in engaging them.

 

Here are more tips Meister shares:

 

  • Allow your employees to transform their careers: “Career mobility platforms (allow) employees to test drive new roles and broaden their skills while they keep their current jobs at the company.”
  • Think of HR through a consumer marketing lens, “such as design thinking, hackathons, and sentiment analysis to create a compelling employee experience.”
  • Optimize your workplace for a blended workforce: You’re likely already employing a mix of full-time and gig employees. “Forward-looking HR leaders should take action now … to address issues such as; how do you on-board and integrate gig workers or what types of training can gig workers have access to?”

 

Invest in wellness: “Create a holistic view of wellness from financial wellness to health and well-being.”