Culture by Design: 6 Ways to Improve the Employee Experience

Gallup defines the employee experience as the sum of all interactions an employee has with an employer, from pre-recruitment to post-exit. It includes everything from major milestones and personal relationships to technological use and the physical work environment.

The employee experience is as important, if not more so, than the customer experience. It directly influences how employees perceive their employer and the work environment. An employee’s level of engagement directly reflects their overall experience at work. Gallup describes engaged employees as those who are involved in, enthusiastic about, and committed to their work and the workplace. An employee who has an excellent employee experience has a higher likelihood of being an engaged employee.

Here are six steps to enhance the employee experience and shape company culture.

1.       Improve how you attract and communicate with candidates

Showcase your brand and culture by advertising jobs and communicating with potential candidates. It is essential that all applicants receive some form of communication, and you provide regular updates, so candidates in the interview process don’t feel left in the dark. Personalize the messages to candidates who are invited to interview. When inviting candidates to interview, include the address and the name of the person(s) they will meet with, and offer refreshments during the interview.

2.       Elevate your hiring process

Ensure that your company has a straightforward process for interviewing and hiring, outlining specific steps, who is involved, timelines, and maintaining consistent communication with the candidate between the time the offer letter is signed and the day the new employee starts. Be clear about background checks, drug tests, checks, and other pre-employment information needed. 

3.       Create a stellar orientation and onboarding program

Onboarding a new employee into the organization’s culture can take six months to a year. Develop an onboarding program that introduces the employee to the culture, departments, and creates opportunities for contact with as many staff members as possible in the first few weeks. Aim to cover all aspects to ensure the employee’s experience is excellent from day one and that nothing is overlooked. Add small touches, such as a welcome gift, make sure the employee’s workspace is clean and ready, technology is set up, and business cards are on their desk. Everyone must be prepared to greet and assist the employee in integrating into the culture.  It is nice to schedule all onboarding meetings and training classes on the new employee’s calendar, so their schedule is set up from day one.

4.       Improve your performance management system

Define roles, responsibilities, and measurable goals from the outset. Implement an ongoing performance management system, such as a one-on-one program. Tie individual goals to the organization's strategic plan and cultural norms. Train managers on how to coach, develop, give feedback, handle difficult conversations, and hold everyone accountable. Use consistent criteria for evaluating performance across the organization. Establish a standard process for calculating pay increases and ensuring a merit-based reward system.

5.       Create employee feedback mechanisms and recognize and reward good performance

Regular check-ins with new employees involving different management team members should be held throughout the onboarding process, and specific questions should be asked about how they are adjusting to the culture. Inquire about their relationship with management and colleagues, how the training is going, and if they understand their benefits. Additionally, consider using surveys, focus groups, skip-level meetings, and employee stay interviews to collect regular employee feedback.

Reinforce positive behaviors through focused recognition programs, bonuses, or growth opportunities. Recognition should be timely, specific, and meaningful.

6.       Ensure employees leave with their dignity intact

When an employee leaves, it is an opportunity for the organization to leave a lasting impression, and whether it does or not, it impacts your brand. With today’s digital world and the many media platforms employees can use to share experiences, your company’s reputation is available online for everyone to see. Terminations should only be a surprise in exceptional cases, like layoffs, and even then, some laws require notice in certain situations. If an employee is moving on to a new opportunity or retiring, it’s good practice to wish them well and send them off with kind words. Indeed, it isn’t easy when a valued employee suddenly gives notice, but being thankful for their time with the organization is the best response to the news.

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Every employee interaction with your organization shapes their perception of its values, leadership, and purpose. When you deliberately design each stage of the employee experience, from the first job posting to the last farewell, you do more than boost engagement; you strengthen your company’s culture from within.

Investing in a thoughtful, consistent, and human-centered employee experience pays off in loyalty, performance, and reputation. By emphasizing connection, clarity, and care at every step, you build a culture where employees feel valued, supported, and motivated to do their best daily work.

Disclaimer: The information provided in this blog is for informational and educational purposes only and should not be construed as legal advice. Laws and regulations vary by jurisdiction and specific circumstances. Employers and individuals should consult with their attorney or qualified legal professional to determine the appropriate course of action for their particular situation.

Roberta Edwards is a Senior HR Consultant with over 20 years of professional experience. Follow Edwards HR Consulting on LinkedIn and Facebook and read more about Roberta here.