Comment améliorer l'expérience des employés : Stratégies éprouvées pour un lieu de travail prospère

A Glassdoor cultural survey found that 77% of job seekers consider employee experience a key factor when choosing a company. With turnover rates increasing, organizations must focus on employee experience management to boost morale, engagement, and retention.

A motivated workforce improves company culture and fosters loyalty. Gallup research shows that engaged workplaces experience 59% lower turnover, while employees who find their work purposeful are far more likely to stay and recommend their company.

However, improving employee experience goes beyond assigning tasks and tracking progress. It’s about creating a work environment where employees feel valued, heard, and fulfilled. This is where employee experience management plays a crucial role—ensuring a positive workplace that retains top talent for the long run. 

Let’s explore how you can make this happen in your organization.

Why focus on employee experience?

Companies must find creative ways to attract, motivate, and retain talent to succeed in today's highly competitive global market. In addition, since an average employee spends over one-third of their adult life at work, employers must give employees the best experience possible.

It starts with a candidate’s first encounter with your company and continues during their journey along the employee lifecycle—from the recruitment phase until the separation phase.

An MIT research has shown that enhancing employee experience predicts twice the innovation and 25 percent greater company profitability. Therefore, companies looking to benefit from improved bottom-line results must prioritize enhancing the employee experience.

Many business leaders recognize the importance of enhancing the employee experience but do not know how to do so.

A study by Deloitte has shown that “nearly 80 percent of executives rated employee experience as very important, but only 22 percent reported that their companies were excellent at building a differentiated employee experience.” 

So, what does it take to create a differentiated employee experience? This is where you, as an HR leader, can help.

Les entreprises peuvent créer une expérience positive pour les employés en mettant en œuvre une stratégie de rémunération globale des employés.

Selon le SHRM, une stratégie de rémunération globale des employés récompense les employés qui atteignent les objectifs de l'entreprise en leur offrant une rémunération, des avantages et des possibilités de développement personnel dans un environnement de travail motivant.

In other words, a total rewards package provides a holistic employee experience because it covers different components that drive employee satisfaction, engagement, wellness, and alignment. Consequently, companies enjoy better financial success since total rewards motivate high-performing employees to remain productive.‍

Tying total rewards to employee experience management

An attractive total rewards package offers companies a competitive advantage and is crucial in influencing people’s decisions to join and remain with a company. As part of employee experience management, organizations must ensure their rewards strategy aligns with employee expectations to drive satisfaction and long-term retention.

To improve employee experience, companies can offer a well-designed total rewards package that includes monetary and non-monetary rewards. A comprehensive approach that caters to employees’ diverse needs fosters engagement, motivation, and loyalty. At different touchpoints of the employee experience, total rewards play a key role in attracting, motivating, and retaining employees.

For example, prospective employees evaluate various aspects of a company during the recruitment stage. Platforms like Glassdoor, where employees share insights on culture, salaries, incentives, and benefits, significantly impact candidates' decisions. From the start, ensuring transparency and offering compelling rewards enhance the employee experience management process.

Similarly, onboarding is another critical touchpoint in the employee experience. When candidates accept an offer and join the company, they enter a phase that can determine their long-term commitment. 

Based on my experience as an HR professional, “onboarding is a make-or-break period for a new hire.” HR teams must guide new employees through their compensation, benefits, and total rewards structure to create a positive and seamless transition. A strong onboarding process not only improves employee experience but also strengthens overall retention efforts.

How to improve employee experience with monetary rewards

Monetary rewards typically include any form of financial compensation a company provides in exchange for an employee’s contributions, expertise, and time. These rewards allow employees to calculate their financial value and compare them with offers from other companies.

However, beyond just compensation, businesses must also focus on optimizing employee experience by ensuring that financial incentives align with job satisfaction and career growth. Incorporating tips for improving employee experience, such as performance-based bonuses and personalized incentives, can help companies retain top talent while keeping employees motivated and engaged.

Some of the popular monetary reward ideas to enhance employee experience include:

1. Rémunération de base

Il s'agit de la rémunération de base d'un employé, généralement offerte sous forme de salaire ou de traitement. Le salaire de base permet aux employés de comparer leur rémunération avec ce que d'autres employeurs pourraient leur offrir pour un travail similaire.

Pour une meilleure expérience des employés, ceux-ci doivent comprendre comment leur rémunération est déterminée. Cela les aide à savoir si ce qu'ils sont payés est équivalent à leur expertise.

2. Rémunération variable

Les employés reçoivent une rémunération basée sur les performances de l'individu, de l'équipe ou de l'organisation pendant une certaine période. La rémunération variable comprend la rémunération au mérite, les primes, les incitations, les commissions de vente, le partage des gains et la participation aux bénéfices.

Il y a peu de place pour la comparaison avec la rémunération variable puisque les performances peuvent varier au niveau de l'individu, de l'équipe ou de l'organisation. Néanmoins, la rémunération variable contribue à motiver les employés car elle est généralement proportionnelle à leurs contributions.

3. Avantages

Many employees receive benefits such as paid time off, health insurance, life, and disability insurance, retirement plans, perks, employee assistance programs, or wellness programs as a form of indirect monetary rewards from their employers. However, it is important to note that employee benefits differ globally.

Par exemple, certaines prestations sont obligatoires aux États-Unis en vertu des réglementations étatiques et fédérales, tandis que d'autres sont discrétionnaires.

Vous constaterez également que les avantages sociaux peuvent être classés selon qu'ils sont fournis par le gouvernement, imposés par le gouvernement ou fournis volontairement par les entreprises d'autres pays. Si votre entreprise opère à l'échelle mondiale, attendez-vous à devoir respecter les exigences de chaque pays en matière d'avantages sociaux.

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How to improve employee experience with non-monetary rewards

Non-monetary rewards are often seen as intangible because employees cannot easily calculate or compare their financial value. The perceived value of each reward varies based on individual preferences. While one employee may appreciate flexible work schedules to balance personal commitments, another may prioritize career development opportunities.

These rewards are crucial in optimizing employee experience and making job opportunities more appealing. A well-designed total rewards package enhances employee satisfaction and fosters an emotional connection with the company, ultimately enhancing employee experience.

Recognizing the significance of non-monetary rewards, businesses are investing heavily in these strategies. The Incentive Marketplace Estimate Research Study found that 84% of U.S. businesses use non-monetary rewards to acknowledge their employees, sales teams, and customers, spending $90 billion annually.

For companies looking to retain top talent, implementing tips for improving employee experience, such as personalized rewards and recognition programs, is becoming a key focus.

Some of the popular non-monetary reward ideas to improve employee experience include:

1. Possibilités d'avancement

En tant qu'êtres humains, nous avons besoin d'opportunités de croissance dans nos vies. De même, les employés se sentent motivés lorsqu'ils ont ces possibilités sur leur lieu de travail. Lorsque les employés ne trouvent pas de telles opportunités, ils partent pour une autre entreprise.

A survey by The Harris Poll showed that most employees quit their jobs because they craved career development opportunities. Having understood how significant advancement opportunities are to employees, companies can motivate and engage employees by investing in their learning and development, offering them stretch assignments, and defining clear career maps.

2. Des horaires de travail flexibles

Les employés ont souvent du mal à équilibrer leur vie parce qu'ils passent la plupart de leur temps au travail. Cependant, ces dernières années, certaines entreprises, notamment celles du secteur technologique, ont commencé à adopter une culture de travail flexible.

Allowing employees to work remotely or have flexible schedules gives them more time to focus on their personal lives. When the COVID-19 pandemic started, companies had to adapt to remote working to curb the disease’s transmission.

According to a Gartner survey, 88 percent of organizations have encouraged or required employees to work from home since the pandemic started. 

Même si de nombreux travailleurs travaillent aujourd'hui plus que jamais à domicile, il est toujours important que les employés disposent d'une certaine flexibilité, car il est facile d'attendre d'eux qu'ils travaillent de plus longues heures.

During this time of social distancing and remote working, personal responsibilities, zoom fatigue, and employers’ increasing demands can affect employees’ mental health. However, you can create a positive experience for employees through flexible work schedules, which allow them to remain motivated to do their jobs.

3. Reconnaissance

Employee recognition goes beyond a simple “thank you”—it’s a crucial element in optimizing employee experience and fostering long-term engagement. When employees feel valued for their contributions, they are more motivated, productive, and committed to the company.

Recognition can take many forms, from public appreciation in team meetings to personalized rewards and peer-to-peer shoutouts. Companies implementing tips for improving employee experience often use structured recognition programs that acknowledge achievements, milestones, and outstanding performance.

A well-designed recognition system enhances job satisfaction, strengthens workplace culture, and encourages loyalty. Businesses prioritizing recognition as part of their employee experience strategy see higher morale, reduced turnover, and a more engaged workforce.

Whether through non-monetary rewards, digital recognition platforms, or leadership acknowledgment, recognizing employees plays a key role in building a thriving work environment.

For example, Empuls' global catalogue gives users from 70+ countries access to 20,000+ reward options such as gift cards, experiences, perks, savings, vouchers, merchandise, subscriptions, and many more. So, when employees know that there's an excellent employee recognition culture, they can feel motivated to work harder to enjoy those rewards.

Certaines entreprises ont utilisé avec succès leurs stratégies de rémunération globale pour améliorer l'expérience des employés.

10 Tips to enhance the employee experience management process

Voici dix stratégies pratiques qui peuvent vous aider à améliorer la gestion de l'expérience des employés dans votre organisation :

1. Promouvoir un espace de travail favorable et collaboratif

Grâce à un environnement de travail flexible, les employés peuvent travailler à l'heure et dans le cadre qui leur conviennent. Il a été prouvé que la flexibilité sur le lieu de travail augmente la productivité et améliore la santé et l'épanouissement au travail, tout en réduisant le stress, les frais d'organisation et l'absentéisme.

Additionally, it's critical for employers to foster inclusivity and diversity by observing how employees interact and collaborate, then by recognizing inclusive actions. Educating all managers about unintentional bias and taking action to reduce hostile interactions at work are sensible measures.

Enfin, la promotion d'une culture de l'appréciation est une approche fantastique pour stimuler le moral des employés et inspirer les autres à s'efforcer d'obtenir des résultats similaires. Voici d'excellents moyens de mettre en valeur les réalisations des employés :

• Récompenser leurs réalisations
• Encouraging them to write blog posts for the company website
• Faire connaître leurs réalisations sur les réseaux sociaux de l'entreprise

2. Répondre au retour d'information des salariés

The most effective way to learn what your employees need from you is to ask their honest feedback and pay attention to their responses. Nowadays, several technological solutions are available to help collect continuous employee feedback, such as the employee surveys tool from Empuls.

En utilisant fréquemment cet outil, vous pouvez découvrir ce que les employés apprécient dans votre entreprise et ce qui, selon eux, doit encore être intégré.

Cependant, il est impératif qu'une culture du respect existe déjà dans l'entreprise afin de recevoir des critiques sincères et constructives. Les employés seront moins enclins à s'ouvrir honnêtement à vous s'ils ont l'impression d'être ignorés ou méprisés dans les conversations quotidiennes.

3. Améliorer vos compétences en matière de gestion

Les managers sont eux-mêmes des employés de l'entreprise. Ils doivent donc faire preuve d'ouverture d'esprit pour reconnaître les différentes personnalités des employés et adopter une approche différente pour les gérer. Cette approche est particulièrement utile pour les entreprises dont le personnel provient de différents secteurs d'activité, groupes d'âge, ancienneté et même ethnies.

Pour devenir un meilleur manager, développez des compétences non techniques telles que l'empathie, le coaching individuel et la résolution des conflits, accueillez ou participez à des programmes de mentorat et organisez des groupes de soutien.

4. Define your parameters

Bien que vous puissiez être tenté d'évaluer toutes les facettes de l'expérience des employés en même temps, le faire dans le cadre d'une stratégie globale prendrait trop de temps et pourrait s'avérer déroutant.

Prenez plutôt le temps de définir l'objectif de votre recherche. Choisissez l'aspect du cycle de travail que vous souhaitez suivre, comme la technologie, la culture du lieu de travail ou les points de contact pour l'intégration. Ensuite, précisez vos attentes et décidez quel résultat potentiel est pertinent.

5. Deliver excellent communication

Une meilleure communication est la clé pour renforcer vos liens avec vos employés, comme dans tout autre partenariat.

Bien que la plupart des responsables des ressources humaines et des dirigeants reconnaissent la valeur de la communication, ils passent finalement plus de temps à s'adresser aux médias, aux parties prenantes et à leur public cible qu'à communiquer avec leur propre personnel.

To improve communication and collaboration, introduce a robust platform, like Empuls' employee communication tool.

You can use employee communication tools to share good and bad news, celebrate your employees' significant accomplishments in their personal and professional lives, and clearly define your company's mission and vision.

6. Establish policies and define guidelines

Les employés à distance restent généralement assis devant leur écran pendant une période prolongée. Cela peut avoir un effet négatif sur leur santé et les conduire à l'épuisement professionnel.

Par conséquent, l'établissement de lignes directrices permet de s'assurer que les employés ne se sentent pas surchargés de travail et les empêche de se relâcher. Vous pouvez adopter les politiques suivantes pour réglementer le modèle de travail à distance dans votre entreprise :

• Limit phone calls and emails to specific times of the day Most business phone systems have the option of making these kinds of limitations.
• Organiser des réunions virtuelles avec des employés locaux et distants
• Définir la rémunération et les avantages pour les employés à distance

7. Incorporate surveys and questionnaires

Lorsque l'anonymat est privilégié, les enquêtes et les questionnaires constituent un moyen rapide et discret d'évaluer l'expérience des employés. L'établissement d'indicateurs de performance clés et la création de questions pertinentes autour de ces indicateurs peuvent vous aider à en tirer le meilleur parti.

La satisfaction des employés peut être déterminée en leur demandant d'évaluer l'importance qu'ils accordent à leur travail sur une échelle de 1 à 5.

La productivité des employés peut être évaluée sur une échelle de 1 à 5 en posant des questions sur les ressources et les outils mis à la disposition du personnel pour l'aider à accomplir ses tâches quotidiennes.

La question de savoir si les employés sont susceptibles de rester dans l'entreprise si un poste identique leur est proposé par une autre entreprise peut vous aider à évaluer l'engagement des employés.

8. Adopt automation

Improving the employee experience is a multifaceted task requiring various strategies, from effective communication to meaningful work. However, implementing these improvements can be challenging without the proper tools.

L'automatisation de certaines étapes des procédures d'orientation et d'intégration est un moyen de faciliter les choses. Les appels vidéo, par exemple, peuvent être utilisés pour présenter les nouveaux employés aux membres du personnel en place.

Additionally, allocating work assignments and partners can be streamlined by adopting a learning management system (LMS) or an employee experience management platform like Empuls.

Proving that good employee experience leads to great customer experience

Gartner's research states that "Customer Experience (CX) is the new marketing battlefront." As a result, 90 percent of the companies compete on customer experience.

If it is hard to sell, sustaining the sale that results in a satisfied customer is ten times harder. With an enhanced focus on customer satisfaction, the need to make employees happy and have a wholesome work experience is extremely important.

A study by Dr Paul Warner shows that employee satisfaction leads to customer satisfaction by an R factor (correlation coefficient) of .431. The same survey qualitatively mapped the customer satisfaction responses against the satisfaction responses of the employees who served these customers. The results showed how both these values were reflective of each other.

Quelques exemples de l'impact d'une mauvaise expérience des employés sur l'expérience des clients :

• S'ils ne sont pas bien formés, ils peuvent fournir des informations incorrectes ou trompeuses au client, ce qui a un impact négatif sur le bonheur du client.
• Without discipline and focus on customer happiness, customer issues can be handled shabbily.
• Having a bad working atmosphere will lead to a high churn rate. When a customer finds a new support representative, it impacts the service provider's credibility as an employer.
• Nous avons vu des employés écrire une escalade au client se plaignant de leur employé.
• Client-sensitive information can be mishandled, and more.

Enhancing employee experience with Empuls

A great employee experience goes beyond daily tasks and paychecks—it is about fostering a workplace where employees feel valued, heard, and connected. Employees who have a positive experience are more engaged, productive, and committed to the organization.

This is where Empuls helps businesses create a seamless and enriching work environment. By integrating recognition, rewards, communication, and feedback into one platform, Empuls enables organizations to nurture a culture that enhances every stage of the employee journey.

How Empuls transforms the employee experience

• Recognition that builds motivation: Celebrate achievements, big or small, with peer-to-peer recognition and meaningful rewards that reinforce a culture of appreciation.
• Continuous employee feedback: Gather real-time insights with surveys and sentiment analysis to understand employee expectations and take proactive action.
• Stronger workplace connections: Foster engagement with a social intranet, helping employees collaborate, communicate, and stay connected—especially in remote and hybrid teams.
• Personalized benefits and incentives: Offer tax-free fringe benefits, wellness perks, and exclusive discounts to improve job satisfaction and overall well-being.
• Automated engagement initiatives: Create milestone celebrations, engagement campaigns, and reward programs that keep employees invested in their workplace experience.

A well-designed employee experience strategy helps businesses retain top talent, boost morale, and drive long-term success. Empuls makes this possible by providing organizations with the right tools to create an inclusive, rewarding, and engaging work environment.

How Gulf Taleed transformed employee experience with Empuls

Gulf Taleed, a leading retail distributor, faced low employee engagement and a lack of structured recognition. Their workforce needed a solution that fostered motivation, appreciation, and a strong sense of belonging.

With Empuls, Gulf Taleed implemented a digital rewards and recognition program, empowering employees to celebrate achievements, earn meaningful rewards, and feel valued for their contributions. The platform also helped managers offer instant feedback, ensuring consistent organizational engagement.

Principaux résultats

• Increased engagement: Employees actively participated in recognition and rewards programs, boosting morale.
• Stronger workplace culture: Peer-to-peer recognition fostered a collaborative and appreciative environment.
• Seamless reward distribution: Digital incentives made rewarding employees more manageable and more impactful.

Using Empuls, Gulf Taleed built a culture where employees feel recognized, motivated, and connected, leading to a positive employee experience that drives long-term retention and productivity.

Conclusion

Improving employee experience isn’t just about offering competitive salaries or perks—it’s about creating a workplace where employees feel valued, engaged, and motivated. Organizations can build a culture that fosters long-term retention and productivity by focusing on strategies that optimize employee experience, such as meaningful recognition, career development, and personalized rewards.

Implementing tips for improving employee experience—from enhancing onboarding to providing flexible work options—helps create a positive work environment where employees thrive. Businesses prioritizing these initiatives will retain top talent and build a more resilient and high-performing workforce.