How to improve the employee experience

Understanding employee experience starts with understanding what you currently offer and then making improvements that are shaped by employee insights and business goals. You’ll need to look at your current employee experience, and how the voices of your people – not just survey scores, but real conversations – informed that view.  

At Creed Comms, we improve our employee experience through a four-stage framework: Understand – create – deliver – measure. 

1- Understand

Understanding your current employee experience is the foundation to making any improvements. This means gathering insights, research, and speak to employees directly to identify any needs or challenges.

You could do things like:

  • Reviewing existing data to discover issues
  • Run surveys, focus groups, and market analysis
  • Understand your employee’s perspectives, challenges, and motivations
  • Go behind the scenes with immersion sessions to understand your working environment

2- Create

Making these improvements means relying on clear, relevant communication. This means creating messaging that resonates with different audiences to bring the experience to life.

As creative storytellers, this includes:

  • Developing stories that clients want to tell but don’t know how to articulate
  • Creating multi-layered narratives tailored to different audiences (i.e., by role, seniority, function)
  • Communication across multiple touchpoints to reinforce your message over time

3- Deliver

Effective employee experience improvements depend on how they’re brought to life. This could mean running campaigns on trusted channels, with clear sequencing across audiences.

Delivery is often structured like this:

  • Leaders first – ensuring messaging is aligned and communicated from the top
  • Managers next – as key behaviour change and message champions
  • Wider teams – as your primary audience to concentrate your activation

4- Measure

Once you’ve made your improvements, you then need to measure its performance to understand it’s impact and return. Which means you’ll need clear performance metrics and goals from the beginning.

For example, you could:

  • Define key metrics at the start of the project
  • Track performance and employee responses
  • Use data to refine and improve activity