Cara Meningkatkan Pengalaman Karyawan: Strategi yang Telah Terbukti untuk Tempat Kerja yang Berkembang

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.

Perusahaan dapat menciptakan pengalaman karyawan yang positif dengan menerapkan strategi penghargaan total karyawan.

Menurut SHRM, strategi penghargaan total karyawan memberikan penghargaan kepada karyawan yang mencapai tujuan bisnis dengan menawarkan kompensasi, tunjangan, dan peluang pertumbuhan pribadi dalam lingkungan kerja yang memotivasi.

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. Gaji pokok

Ini mengacu pada kompensasi dasar karyawan, biasanya ditawarkan sebagai upah atau gaji. Gaji pokok membantu karyawan membandingkan seberapa baik mereka dibayar dengan apa yang dapat ditawarkan oleh pemberi kerja lain untuk melakukan pekerjaan serupa.

Untuk pengalaman karyawan yang lebih baik, para pekerja harus memahami bagaimana gaji mereka ditentukan. Hal ini membantu mereka mengetahui apakah gaji yang mereka terima setara dengan keahlian mereka.

2. Gaji variabel

Karyawan menerima kompensasi berbasis kinerja dari kontribusi individu, tim, atau organisasi selama periode tertentu. Gaji variabel mencakup gaji berdasarkan prestasi, bonus, insentif, komisi penjualan, pembagian keuntungan, dan pembagian laba.

Hanya ada sedikit ruang untuk perbandingan dengan gaji variabel karena kinerja dapat bervariasi di tingkat individu, tim, atau organisasi. Namun, gaji variabel membantu memotivasi karyawan karena biasanya sepadan dengan kontribusi mereka.

3. Manfaat

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.

Sebagai contoh, tunjangan tertentu diwajibkan di Amerika Serikat berdasarkan peraturan negara bagian dan federal, sementara tunjangan lainnya bersifat diskresioner.

Anda juga akan menemukan bahwa tunjangan karyawan dapat dikategorikan sebagai tunjangan yang disediakan oleh pemerintah, yang diwajibkan oleh pemerintah, dan yang disediakan secara sukarela oleh perusahaan di negara lain. Jika perusahaan Anda beroperasi secara global, Anda harus mengikuti persyaratan masing-masing negara dalam menyediakan tunjangan karyawan.

Build a Workplace Where Employees Thrive

Enhance engagement with meaningful recognition, continuous feedback, and personalized rewards. Empuls helps you build a thriving workplace culture where employees feel valued and motivated.

Start Elevating Employee Experience

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. Peluang untuk maju

Sebagai manusia, kita mendambakan kesempatan untuk berkembang dalam hidup kita. Demikian juga, karyawan merasa termotivasi ketika mereka memiliki peluang tersebut di tempat kerja. Ketika karyawan tidak dapat menemukan peluang seperti itu, mereka akan mencari perusahaan lain.

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. Jadwal kerja yang fleksibel

Karyawan sering kali kesulitan untuk menyeimbangkan kehidupan mereka karena mereka menghabiskan sebagian besar waktu mereka di tempat kerja. Namun, dalam beberapa tahun terakhir, beberapa perusahaan-terutama yang bergerak di sektor teknologi-mulai menerapkan budaya kerja yang fleksibel.

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. 

Meskipun sekarang banyak pekerja yang bekerja di rumah, namun tetap penting bagi karyawan untuk memiliki fleksibilitas karena mudah bagi mereka untuk bekerja lebih lama.

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. Pengakuan

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.

Beberapa perusahaan telah berhasil menggunakan strategi penghargaan total mereka untuk meningkatkan pengalaman karyawan.

10 Tips to enhance the employee experience management process

Berikut ini adalah 10 strategi praktis yang dapat membantu Anda meningkatkan manajemen pengalaman karyawan di organisasi Anda:

1. Mempromosikan ruang kerja yang mendukung dan kolaboratif

Karyawan dapat bekerja pada waktu yang mereka sukai dan di tempat yang mereka sukai berkat lingkungan kerja yang fleksibel. Telah terbukti bahwa memberikan fleksibilitas di tempat kerja dapat meningkatkan produktivitas dan meningkatkan kesehatan serta kepuasan kerja sekaligus menurunkan stres, biaya organisasi, dan ketidakhadiran.

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.

Terakhir, menumbuhkan budaya penghargaan adalah pendekatan yang fantastis untuk meningkatkan semangat kerja karyawan dan menginspirasi orang lain untuk berusaha mencapai prestasi yang sama. Cara terbaik untuk menyoroti pencapaian karyawan meliputi:

• Pemberian penghargaan atas prestasi mereka
• Encouraging them to write blog posts for the company website
• Mempublikasikan pencapaian mereka di jaringan media sosial perusahaan

2. Menanggapi umpan balik dari karyawan

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.

Dengan menggunakan alat ini secara rutin, Anda dapat mengetahui apa yang dihargai oleh karyawan mengenai perusahaan Anda dan apa yang mereka yakini masih perlu dimasukkan.

Namun, sangat penting bahwa budaya saling menghargai sudah ada di perusahaan untuk menerima kritik yang tulus dan konstruktif. Karyawan cenderung tidak akan terbuka kepada Anda dengan jujur jika mereka merasa diabaikan atau tidak dianggap dalam percakapan sehari-hari.

3. Meningkatkan keterampilan manajemen Anda

Manajer sendiri adalah karyawan perusahaan. Oleh karena itu, mereka harus berpikiran terbuka untuk mengenali kepribadian karyawan yang berbeda dan mengadopsi pendekatan yang berbeda untuk menghadapinya. Hal ini sangat berguna untuk bisnis yang memiliki anggota staf dari berbagai divisi kerja, kelompok usia, senioritas, dan bahkan etnis.

Untuk menjadi manajer yang lebih baik, kembangkan keterampilan lunak seperti empati, pelatihan satu lawan satu, dan resolusi konflik, menjadi tuan rumah atau menghadiri program bimbingan, dan mengorganisir kelompok pendukung.

4. Define your parameters

Meskipun Anda mungkin tergoda untuk mengevaluasi semua aspek pengalaman karyawan sekaligus, melakukan hal tersebut dalam sebuah strategi yang komprehensif akan memakan banyak waktu dan bisa membingungkan.

Sebaliknya, luangkan waktu untuk menentukan tujuan penelitian Anda. Pilihlah aspek dari siklus kerja yang ingin Anda lacak, seperti teknologi, budaya tempat kerja, atau titik kontak untuk orientasi. Selanjutnya, tentukan ekspektasi Anda dan tentukan hasil potensial mana yang relevan.

5. Deliver excellent communication

Komunikasi yang lebih baik adalah kunci untuk memperkuat hubungan Anda dengan karyawan Anda, seperti halnya dalam kemitraan lainnya.

Meskipun sebagian besar manajer dan eksekutif SDM mengakui nilai komunikasi, mereka pada akhirnya menghabiskan lebih banyak waktu untuk berbicara dengan media, pemangku kepentingan, dan audiens target mereka daripada berkomunikasi dengan staf mereka sendiri.

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

Karyawan jarak jauh biasanya duduk di depan layar untuk waktu yang lama. Hal ini dapat berdampak negatif pada kesehatan mereka dan pada akhirnya menyebabkan kelelahan.

Oleh karena itu, membuat pedoman membantu memastikan karyawan tidak merasa terbebani dengan pekerjaan dan menjaga mereka agar tidak bermalas-malasan. Anda bisa menerapkan kebijakan berikut untuk mengatur model kerja jarak jauh di perusahaan Anda:

• Limit phone calls and emails to specific times of the day Most business phone systems have the option of making these kinds of limitations.
• Rencanakan rapat virtual dengan karyawan lokal dan jarak jauh
• Tentukan kompensasi dan tunjangan untuk karyawan jarak jauh

7. Incorporate surveys and questionnaires

Ketika anonimitas lebih disukai, survei dan kuesioner menyediakan cara yang cepat dan terpisah untuk mengevaluasi pengalaman karyawan. Menetapkan KPI dan kemudian membuat pertanyaan yang relevan di sekitarnya dapat membantu Anda mendapatkan hasil yang maksimal.

Kepuasan karyawan dapat ditentukan dengan meminta mereka untuk menilai seberapa berarti pekerjaan mereka dalam skala 1 sampai 5.

Produktivitas karyawan dapat dievaluasi dalam skala 1 hingga 5 dengan menanyakan tentang sumber daya dan alat yang ditawarkan kepada staf untuk membantu mereka menyelesaikan tugas sehari-hari.

Menanyakan apakah karyawan akan tetap bertahan di perusahaan jika ditawari posisi yang sama oleh perusahaan lain dapat membantu Anda mengevaluasi keterlibatan karyawan.

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.

Mengotomatiskan beberapa langkah dari prosedur orientasi dan orientasi adalah salah satu metode untuk mempermudah. Panggilan video, misalnya, dapat digunakan untuk memperkenalkan personel baru kepada anggota staf yang sudah ada.

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.

Beberapa contoh bagaimana pengalaman karyawan yang buruk dapat berdampak pada pengalaman pelanggan:

• Jika tidak dilatih dengan baik, mereka dapat memberikan informasi yang salah atau menyesatkan kepada pelanggan, sehingga berdampak negatif pada kebahagiaan pelanggan.
• 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.
• Kami telah melihat karyawan menulis eskalasi kepada pelanggan yang mengeluh tentang karyawan mereka.
• 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.

Key results

• 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.

Kesimpulan

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.