Make improving employee experience a habit for everyone in your organization

Whether they know it or not, every person in an organization shapes the overall employee experience.

Often, there’s an assumption that Human Resources owns employee experience because HR shapes the processes and scopes the tools that support it. But the truth is that nearly everything that happens in an organization affects the employee experience, from the words said by the CEO in a town hall to the moments wasted while an outdated piece of software lags. Everyone–from the leaders at the forefront to the workers on the front line–impacts employee success.

But the employee experience only takes center stage at certain times. When engagement survey season comes, leaders loudly encourage participation. Employees at every level reflect on their work lives and (hopefully) share what is and isn’t working. HR analyzes and reports the results. Managers probe their teams’ responses, working with leadership and their teams to address problems.

For a short time, employee experience is the center of everyone’s attention. But sooner or later, new priorities take center stage.

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So how do you shift from monitoring the employee experience periodically to making it better every day? It requires a kind of behavior change. We have to make employee experience an organizational habit, and we can do that by following some best practices for building new personal habits.

With that in mind, here are three steps to helping you build an organization-wide employee experience habit:

Make it easy

Friction, or any force that stands in the way of taking a particular action, is one of the most persistent barriers to building new habits, according to reporting from The New York Times. Habits hold when we make them easy to adopt–think of how a “one-click” button makes buying on Amazon easier.

HR can help make the experience habit sticky by choosing listening tools that are easy to use. There are two elements to that ease of use: the user experiences of the tools themselves, and the way they fit into existing processes and workflows.

Engagement is easier for managers and employees when it’s facilitated by software and services that automate repeatable tasks, give users customization options, and make personalized recommendations on how to act on listening data.

When HR adopts tools that are easy to use and easy to integrate, the rest of the organization gets instant value from that. That’s a key step toward activating everyone’s ownership of employee experience.