- 1 The new Labour Director General at the Ministry of Labour, Migrations and Social Security, Mr. Ángel Allué Buiza, is taking part in the IE Business School presentation of the First Employee Experience Barometer held by the Business School HR Center and the consultants enEvolución and Buljan & Partners
- 2 Indicators measured by BEX. New terms for a comprehensive analysis.
The new Labour Director General at the Ministry of Labour, Migrations and Social Security, Mr. Ángel Allué Buiza, is taking part in the IE Business School presentation of the First Employee Experience Barometer held by the Business School HR Center and the consultants enEvolución and Buljan & Partners
80% of the nearly 8000 employees that have participated in BEX 2018 positively value the efforts made by their companies to improve the quality of their experience as employees
- 80% of employees rate their company’s effort to improve employee experience as 5 or above, with an average mark of3 out of 10.
- 40% of the employees from the companies are promoters and actively recommend their company.
- Over 90% of workers consider working relationships, work conditions and salaries as very important in their experiences as employees.
- When it comes to gender, females tend to be more demanding and are more concerned with their company’s initiatives. While males, especially more senior employees, are collectively more likely to recommend their company as a good place to work. The recommendation rate among women is 14 versus 21 for men.
- Years lived are more important than years employed; Employee experience deteriorates more with age than with longevity. Over 20 years of employment, emotion decreases by 12 points, while with age it only decreases by 6 points.
- Face-to-face departments and technical departments are the chalk and cheese of Employee Experience. Management departments which are more involved with personal and customer decisions tend to have a better employee experience, more recommendations and higher levels of satisfaction. The complete opposite can be said for technical departments, such as IT.
- Which sectors; employees from the Supply and Distribution, Commerce and Retail sectors are those who most recommend their companies.
- A good employee experience is not free…the better the turnover, the better the employee experience: Companies with a turnover of more than 300 Me have a better employee experience, they value increased effort more (HR effort: 6.4 and 7.1) and they have better positive feeling ratings (+7%-10%).
Madrid, September 2018. – Backed by the IE Business School’s HR Center, and the consultants enEvolución and Buljan & Partners Consulting, the Employee Experience Barometer (BEX) was presented today. It is an innovative study that aims to help companies learn about and improve their employees’ experiences in order to better achieve corporate objectives.
In the words of Mrs. Pilar Rojo, Professor and IE Business School HR Center Director: “The data collected from the BEX 2018 is in some respects revealing and in other aspects supports the data collected on other indicators from the HR Center. For example, from what the almost 8000 participating employees tell us, while training can never be disregarded, assessment systems need to be revised to make them clearer, more on-going, and more objective-based. Development, recognition and balance are key for engagement while communication and the breaking down of barriers are perhaps still further required in HR. The BEX 18 conclusions allow companies to localize and analyse the critical moments in their employees’ journeys to both attract and keep talent as well as improving their reputation and brand value”.
According to Elena Méndez Díaz-Villabella, Director at enEvolución and Raquel Calleja, Partner at Buljan & Partners: This innovative Employee Experience measurement allows us to more clearly identify employees’ daily experiences, what is happening where, to who, how people feel, and what are the most important factors for workers. If companies measure and interpret the experiences in their organizations, the data provided can contribute towards more efficient resolutions being designed for the most important elements. This will lead to better work, better commitment and loyalty and better overall results.
Mrs. Teresa Martín-Retortillo, IE Executive Education President, Mrs. Pilar Rojo, Professor and IE Business School HR Center Director, Mrs. Elena Méndez, enEvolución Director and Mrs. Raquel Calleja, Partner and Head of Employee Experience at Buljan & Partners Consulting explained the results and the benefits of the BEX Barometer for companies willing to actively listen to their employees. This pioneering analysis localizes and interprets the key factors for the improvement of employee experience.
The Employee Journey displays the 6 different phases that professionals pass through in companies: hiring, onboarding, growth, consolidation, change and exit.
Identifying these phases and their Moments of Truth (MoT) enables companies to apply the necessary initiatives to improve their employees’ experiences, adding even more to the value of the work carried out by the Human Resources department.
Among the new techniques provided by BEX, the measuring of the 24 significant moments during the 6 key phases of an employee journey within an organization is particularly noteworthy: Hiring, onboarding, growth, consolidation, change and exit. Throughout these phases the employee develops their potential, their relationship and their loyalty with a company.
The BEX analysis explores new factors, such as the “gains” and “pains”, as well as exploring the main indicators that influence the profits and reputation of a company.
BEX provides a comprehensive vision of what is happening in a company through the real life experiences of the protagonists, allowing companies to optimize both their human and economic resources. The work of the Human Resources Department continues to advance in terms of measuring the development of people and companies. In this regard, the innovative and complete analysis provided by BEX is a strategic tool for the differential development of a company.
Indicators measured by BEX. New terms for a comprehensive analysis.
- eNPS: Employee Engagement Index. The most powerful reputational tool around. What do employees say about the company? How is the company seen on the job market? How is it seen in the sector, by competitors and society as a whole?
- HR Effort: This is the effort index of the company to improve the experience of its employees. How does it perceive and value its workers? This indicator will determine a worker’s scale of satisfaction or frustration, which will subsequently impact on their work performance.
- StEx: The feelings that employees have towards a company. The BEX analysis uses 10 different descriptions, such as happy, disappointed, bored and motivated, determining how an employee really feels about their day-to-day challenges.
HR Center IE Business School à https://hrcenter.ie.edu/
Founded in 2002 as an academic centre that creates and boosts people management knowledge, it aims to support HR managers in the carrying out of their professional duties. Its main objective is to be a creativity and knowledge exchange forum within the different areas of this spectrum, with a special emphasis on emerging issues that may soon affect people management capabilities.
Buljan & Partners Consulting à www.buljanandpartners.com
Expert consultants specialising in Customer Centric Management (CCM) and Customer Experience (CX). Since 2002 they have worked to help their clients improve the relationships and the experiences of their customers, in both B2C and B2B business models. Buljan & Partners Consulting pays special attention to the customer experience, specifically the feelings and motivation of customers, ensuring the success of those projects where human nature is the best business strategy.
enEvolución à www.enenvolucion.com
A network of senior management and organizational and professional development experts, who have been offering companies new people management outlooks and solutions since 2006, with a strong focus on Human Centered Design. They develop projects to help build companies that people want to be part of and that are good places to work, to develop and to achieve even better results.