People are an organization’s greatest asset. Yet employee experience is not always given the attention it deserves. If you want to attract and retain employees on an international scale, developing consistent policies will prove invaluable.
Do you offer a consistent employee experience globally?
Is your employee experience developed over the entire employee lifecycle?
Employee experience should be developed through the hiring process, during their employment, and as they leave the company. Every single interaction an individual has with an organization plays its own part in their employee experience and is, therefore, significant. It can be influenced by everything from your employer brand to the organization’s culture to the availability of development opportunities.
While ensuring this experience is consistent across the business is relatively straightforward for firms based in a single location or country. It is a much trickier proposition for those operating across multiple sites or internationally. In this instance, different cultures, management styles and ways of communicating all have their own impact on someone’s experience of the company.
So to make people truly feel that they are working for a single, unique organization with values, a mission and vision that they can buy into, it is important to find a balance between central control and local flexibility. For example, it’s crucial to ensure that centralized communications are clear and consistent for all employees. But also that country managers have the autonomy to make decisions relevant to their unique locations.
Much of this process involves trust by allowing individuals to take responsibility for their own outcomes. But taking the time to clarify corporate priorities and what’s achievable also does no harm in order to set meaningful expectations.
Internal training programs can be a useful tool to provide consistent guidelines worldwide and to support managers in developing the soft skills vital to promoting staff engagement.
Employee satisfaction surveys can also prove valuable in helping an organization to understand what needs to be improved could highlight inconsistencies in different regions. Great experiences are created when employers take the time to consider the needs of their current and future staff through each stage of the employee lifecycle.
Every organization will have its own work culture and should create a unique employee experience off the back of this.
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