How companies can customize their employee experience.

1. HUMAN RESOURCE MANAGEMENT
ASSIGNMENT
TOPIC – COMPANIES CUSTOMIZE EMPLOYEE
EXPERIENCES
SOURCE OF INFORMATION-Times Business on 14/08/2018
(Cos customize employee experiences)
SUBMITTED TO SUBMITTED BY
DR S. LAKSHMINARAYANAN SRIVATHSA.R
SCHOOL OF MANAGEMENT 181202010
MANIPAL. ‘A’ SECTION

2. “IN ORDER TO BUILD A REWARDING EMPLOYEE EXPERIACE, YOU
NEED TO UNDERSTAND WHAT MATTERS THE MOST TO YOUR
PEOPLE”- JULIE BEVACQUA
INTRODUCTION:
The employee experience is what breaks retention. Nowadays most of the
leading companies are modifying their work experience based on their employee talents and
interests. Due to this their will, be increase in the engagement of the employees in their work
which in turn results in the upward growth of the company amongst their competitors.
Customization in turn increases the organizations ability to recruit
employees based on their talent, desire and assign them the work which they desire to do.
Customization can also be done by job rotation which in turn the helps the employees to come
out of there monotonous work. It also increases engagement and lower turnover cost because
employees who are into customization are happier with their jobs.
KEY PERSON:
CEEO (Chief Employee Experience Officer). A CEEO is a person who
understands the needs and expectations of the employees and satisfy them. He is a key person
who plays a vital role of creating a good working experience to the newly recruited employees so
they don’t feel like quieting the job within a year or so due to frustration.

3. APPROACHES FOR CUSTOMIZATION OF EMPLOYEE EXPERIENCE:
1. DIVISION OF WORK FORCE: Most of the organizations are grouping their
employees on the basis of their age, value addition to the organization, role and
tailoring people practices for each group. Through business analytics companies
have found out new ways of division of works to the respective employees.
2. OFFER FLEXIBLE CHOICES: Companies can offer their employees a
pre-drafted list of prescribed organizationally defined options for them to
customize and configure their own work experience.
3. REGULAR EVALUTION: Instead of conducting a yearly evaluation of the
employees about his performance, this can be done by the CEEO’s whenever they
feel that it is necessary and guide the employees whenever there is any decline in
their performance and encourage those who are making improvement in their
productivity. By business analytics they can know the employee who are on the
way to leave the job, by this they can pay extra attention to them and get to know
their grievances and resolve them.
4. SIMPLE RULES: Any organization must construct its rules in such a simple and
broad way that it can be easily interpreted by their employees.
Example- Best Buy has set their rule in such a broad way that it lets their
employees to work where ever they want and whenever they want but they need
to deliver them with the end results.
5. FOSTER STRONG RELATIONSHIP: Emphasis on building a strong
relationship and connect to them as a friend rather than a boss employee
relationship. This can be achieved by extending their relationship even outside the

4. organization by hosting a get-together, planning for a short trip, dinners parties,
movies and by even talking to them about their personal life, their hobbies in an
appropriate way. Fostering a close relationship with the employees is the key to
building a good repo with them. By doing so the employees will do their work
productively rather than feeling their organization as a stress delivers.
COMPANIES INTO CUSTOMIZED EMPLOYEEEXPERIENCES:
1.AIRBNB: In Airbnb an entire team only has been dedicated to look into the
aspects of every employee journey from the date of joining on-board till his
resignation. In Airbnb they feel that it is necessary to create an employee friendly
environment to get output from them and will indirectly help in customer
satisfaction. They achieve it by looking into every aspect of theirs like how many
hours an employee works, what they eat, health programs, providing them with the
latest technology. Airbnb is ranked 6th in employee experience index.
2.STARBUCKS: In Starbucks the employees experience is maintained by paying
their employees in doing any online courses and even pay the tuition fee their
university. They provide the employees with company shares through their “bean
stock” program. The organization structure is designed in such a way to improve
their employee experience in every aspect of there day to day work. They came up
with an innovative way of calling their employees as Partners instead of managers,
by doing so the employees understand that they have a big role to play and they
will be motivated to work better.

5. 3.SOUTHWEST AIRWAYS: In Southwest Airways while designing their
uniform they asked their 48 crew members to do it along with them so they feel
proud to wear them to work, they also allow their crew members to add some humor
to will announcing the flight instructions which in turn also puts a smile on the faces
of the customer and also increases their customer satisfaction. Southwest airways
believe in a motto that “if we treat our employees right, they will treat our customers
right”.
4.HYATT: In Hyatt employees are allowed to be themselves in front of there
customers instead of following certain code of conduct, because this establishes a
genuine relationship with their customers. They allow their housekeeping staff to
go early if they are done with their work and may work extra hours if they need to
earn extra money.
CONCLUSION:An employee must be treated as an asset rather than a liability
in the organization, it is every important to look into the above-mentioned aspects
in order to maintain a good relation with the employees and to maintain a low
attrition/labor turnover rate. If an organization focus on customization of their
employee experience then the employees will be satisfied with their work culture
instead of unsatisfactory in their job which will lead low productivity.
REFERANCE: https://hiring.monster.com/hr/hr-best-practices/workforce-
management/employee-performance-management/hr-best-practice.aspx.

6. ARTICLE:
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