Best Ways for Measuring Employee Experience? World-class Voice of Employee (VoE) discovers and closes gaps between what’s promised and what’s delivered, from employees’ perspective, and gaps between what’s important to customers and what’s important to employees.

1) Allow employees to give feedback anytime, anywhere, any way they prefer.

a) Make it safe for employees to share their concerns, complaints, suggestions, and experiences.
b) Enable employees to give feedback in any format: photo, video, verbal, written, or ratings.
c) Invest in text-mining and similar software capabilities to make the greatest use of almost-free VoE.

2) Emphasize transparency, respect, urgency, and cross-organizational collaboration in acting on VoE.

a) Educate all managers in your company of their performance standards based on employee expectations.
b) Prevent recurrence of prevalent employee issues.
c) Check employee acknowledgement of issue prevention trends you’re tracking.

Mature VoE (a) operationalizes the closure of these gaps by hooking into existing managerial routines, (b) aligns employee insight to each management group’s language and routines, (c) aligns each management group’s decisions and actions with employee insight, and (d) embeds employee experience criteria into managerial routines (e.g. reviews, approvals, development).

Typical VoE is a combination of employee onboarding surveys, climate surveys (opinions and satisfaction about the organization), culture surveys (reality-check of corporate values), engagement surveys (commitment, motivation, sense of purpose, passion for work and the organization), employee advisory councils, and suggestion boxes (online and offline).

See also: Employee Experience Playbook