How to Boost Your Programme's X Factor with Employee Experience

What if we told you that there is a secret ingredient that can make your programme more successful? And that this ingredient is right under your nose, waiting for you to tap into its potential? No, we're not talking about some new tool or office re-design. We’re talking about employee experience.

Employee experience is the sum of all the interactions, feelings, and perceptions that your project-based employees have in relation to their work and the programme. It encompasses everything from the physical environment, the culture, the leadership, the rewards, the feedback, the flexibility, and the purpose of their roles.

Why does employee experience matter for programmes? Because it directly affects the engagement, productivity, and performance of your project. These are the people who are responsible for delivering the outcomes and value of your programme. When your employees (and this also includes contractors, freelancers, consultants, part-timers and secondees by the way) are happy, motivated, and fulfilled, they will go the extra mile, collaborate better, innovate more, and take ownership of their work. This will lead to better results for your programme, your customers, and your organisation.

But how do you create a positive employee experience for your project-based employees? How do you make them feel valued, supported, and empowered? How do you give them the X factor that will make them shine and stand out? Here are some proven strategies that you can implement in your programme to boost your employee experience and your programme's success.

1. Cultivate a Culture of Kudos

Everyone likes to be appreciated and recognised for their hard work and achievements. Especially when they are working on challenging and complex programmes that require a lot of effort and dedication. That's why you need to create a culture of kudos in your programme, where you celebrate the wins and milestones of your project-based employees.

There are many ways to show your appreciation and recognition, from a simple thank you note or a shout-out in a team meeting, to a personalised gift or a company-wide award ceremony. The key is to make it genuine, timely, and specific. For example, you can say something like "Thank you, John, for delivering the report on time and with excellent quality. Your work has helped us to secure the approval of the steering committee and move on to the next phase of the programme."

By cultivating a culture of kudos, you will boost the morale, confidence, and loyalty of your project-based employees. You will also create a positive and supportive work environment, where your employees feel valued and motivated to keep up the good work.

2. Find the Work-Life Balance Sweet Spot

Work-life balance is not a one-size-fits-all concept. Different people have different needs and preferences when it comes to managing their personal and professional lives. Some may prefer to work from home, some may need flexible hours, some may want to compress their workweek, and some may need extra time off for personal reasons.

As a programme manager, you need to respect and accommodate the diverse needs of your project-based employees. You need to offer them flexibility and autonomy in how, when, and where they work, as long as they meet their deadlines and deliverables. You also need to communicate clearly and set realistic expectations and boundaries, so that your employees know what is expected of them and what they can expect from you.

By finding the work-life balance sweet spot, you will help your project-based employees to achieve a healthy and harmonious lifestyle. You will also reduce stress, burnout, and turnover, and increase satisfaction, retention, and performance.

3. Foster Collaboration and Innovation

Collaboration and innovation are the lifeblood of any successful programme. They are the driving forces behind creating and delivering value and solving problems. To foster collaboration and innovation in your programme, you need to create opportunities and platforms for your project-based employees to share their knowledge, ideas, and feedback. You also need to encourage them to experiment, learn, and improve.

Some of the ways to foster collaboration and innovation are:

• Organise regular brainstorming sessions, workshops, or hackathons, where your employees can work together on solving challenges or generating new ideas.
• Use online tools and platforms, such as Nexus, to facilitate collective intelligence and crowdsource solutions from your employees and other stakeholders.
• Provide feedback and recognition for your employees' contributions and suggestions and implement the best ones in your programme.
• Create a culture of learning and growth, where your employees are encouraged to take risks, learn from failures, and seek new opportunities.

By fostering collaboration and innovation, you will unleash the creativity and potential of your project-based employees. You will also create a dynamic and stimulating work environment, where your employees feel challenged and inspired.

4. Connect Employees to the Big Picture

Project-based employees often work on specific tasks or deliverables, without seeing the bigger picture of how their work contributes to the overall success of the programme. This can make them feel disconnected, isolated, or unimportant. To avoid this, you need to connect your employees to the big picture and help them understand the purpose and impact of their work.

Some of the ways to connect your employees to the big picture are:

• Clearly communicate the mission, vision, and goals of your programme, and how they align with the organisation's strategy and values.
• Explain the benefits and outcomes of your programme for your customers, end users, and other stakeholders, and how your employees' work helps to achieve them.
• Share the progress and results of your programme regularly and highlight the role and impact of your employees' work.
• Involve your employees in decision-making processes and strategic planning and solicit their input and feedback.

By connecting your employees to the big picture, you will foster a sense of purpose and motivation in your project-based employees. You will also create a culture of ownership and accountability, where your employees take pride and responsibility in their work.

5. Champion Employee Well-being

Employee well-being is not just about physical health, but also mental and emotional health. It is about how your employees feel and cope with their work and life. Employee well-being is crucial for any programme, as it affects the engagement, productivity, and performance of your project-based employees. When your employees are healthy and happy, they will be more focused, energised, and resilient.

Some of the ways to champion employee well-being are:

• Offer wellness programmes, fitness initiatives, and mental health support, such as counselling, coaching, or meditation, to your employees.
• Create a positive and supportive work environment, where your employees feel safe, respected, and appreciated.
• Promote work-life balance, stress management, and self-care, and encourage your employees to take breaks, rest, and recharge.
• Address any issues or concerns that may affect your employees' well-being, such as workload, conflict, or harassment, and provide solutions and support.

By championing employee well-being, you will enhance the health and happiness of your project-based employees. You will also create a culture of care and compassion, where your employees feel valued and supported.

6. Harness Employee Feedback

Employee feedback is a powerful tool for improving your programme and your employee experience. It is the voice of your project-based employees, telling you what they think, feel, and need. By listening to and acting on your employee feedback, you will show that you care about their opinions and suggestions, and that you are committed to continuous improvement.

Some of the ways to harness employee feedback are:

• Conduct regular surveys, focus groups, or interviews, to collect feedback from your employees on various aspects of your programme and their experience.
• Use online tools and platforms, such as SurveyMonkey or Google Forms, to create and distribute your surveys, and analyse and report your results.
• Actively listen to your employees' feedback and acknowledge and appreciate their input.
• Implement changes and improvements based on your employees' feedback and communicate the actions and outcomes to your employees.

By harnessing employee feedback, you will gain valuable insights and ideas from your project-based employees. You will also create a culture of trust and transparency, where your employees feel heard and involved.

7. Nurture Leadership Skills for Inspiring Teams

Leadership is not just a position, but a skill and a mindset. It is the ability to inspire and influence others, to guide and support them, to empower and enable them. Leadership is essential for creating a positive employee experience, as it affects the relationship, communication, and collaboration between you and your project-based employees.

As a programme manager, you need to nurture your leadership skills, and inspire your project-based employees to do the same. You need to invest in leadership development programmes, that equip you and your employees with the skills and competencies to lead and manage your programme effectively and efficiently.

Some of the leadership skills that you and your employees need to develop are:

• Communication
• Collaboration
• Creativity
• Critical thinking
• Emotional intelligence
• Problem-solving
• Project management
• Self-management
• Teamwork
• Adaptability
• Purpose

By nurturing leadership skills, you will empower yourself and your project-based employees to lead and inspire your teams, and deliver exceptional results for your programme.

8. Manage Workload Effectively and Efficiently

Workload is one of the most common sources of stress and dissatisfaction for project-based employees. When they are overloaded with tasks, have insufficient resources, or face unrealistic deadlines, they can feel overwhelmed, frustrated, and demotivated. To avoid this, you need to manage your workload effectively and efficiently, and ensure that your project-based employees have the right amount and type of work, the necessary tools and support, and the optimal time and pace to complete their work.

Some of the ways to manage your workload are:

• Plan and prioritise your work, and break it down into manageable chunks and milestones.
• Delegate and outsource tasks that are not essential or core to your role or programme, and focus on the ones that are.
• Use online tools and platforms, such as Asana or Trello, to organise and track your tasks, projects, and deadlines, and collaborate with your team and stakeholders.
• Monitor and evaluate your workload regularly, and adjust it according to your capacity, performance, and feedback.
• Communicate clearly and proactively with your team and stakeholders, and set and manage expectations and boundaries.
• Recognise and address the signs of fatigue, such as exhaustion, irritability, or reduced quality of work, and take preventive and corrective actions, such as taking breaks, resting, or seeking help.

By managing your workload effectively and efficiently, you will reduce stress and increase satisfaction for yourself and your project-based employees. You will also improve the quality and efficiency of your work, and deliver better results for your programme.

9. Plan Responsibly and Realistically

Planning is the foundation of any successful programme. It is the process of defining the scope, objectives, deliverables, resources, budget, timeline, and risks of your programme. Planning is also a critical factor for creating a positive employee experience, as it affects the clarity, feasibility, and quality of your work.

As a programme manager, you need to plan responsibly and realistically, and avoid relying on gut feelings, rough estimates, or wishful thinking. You need to use data, evidence, and best practices to plan your programme, and ensure that your plans are aligned with the needs and expectations of your customers, your organisation, and your project-based employees.

Some of the ways to plan responsibly and realistically are:

• Conduct thorough research and analysis, and gather relevant information and insights from your customers, end users, stakeholders, and experts.
• Use online tools and platforms, such as Microsoft Project or Smartsheet, to create and manage your plans, and track and report your progress and performance.
• Validate and verify your plans, and test and evaluate your assumptions and hypotheses, using methods such as prototyping, piloting, or peer review.
• Review and revise your plans regularly, and incorporate feedback and changes, as needed.
• Communicate your plans clearly and transparently, and involve your project-based employees and stakeholders in the planning process.

By planning responsibly and realistically, you will create a clear and coherent roadmap for your programme, and ensure that your goals and deliverables are achievable and attainable. You will also create a culture of trust and confidence, where your project-based employees feel informed and empowered.

10. Support Personal Growth and Development

Personal growth and development is the process of improving one’s skills, knowledge, and abilities, and achieving one’s potential and goals. Personal growth and development is essential for any project-based employee, as it affects their performance, satisfaction, and career progression.

As a programme manager, you need to support the personal growth and development of your project-based employees, and help them identify and pursue their growth areas, develop effectively, carry their learnings to the next project, and celebrate their overall personal and team achievements.

Some of the ways to support personal growth and development are:

• Conduct regular performance reviews and feedback sessions, and assess the strengths and weaknesses of your project-based employees, and set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals for their improvement.
• Provide learning and development opportunities, such as training courses, workshops, webinars, mentoring, or coaching, to your project-based employees, and help them acquire new skills, knowledge, and competencies.
• Encourage and facilitate knowledge sharing and peer learning, and create a learning community among your project-based employees, where they can exchange ideas, insights, and best practices.
• Recognise and reward the achievements and progress of your project-based employees, and celebrate their success and growth, both individually and as a team.
• Support the career development and advancement of your project-based employees, and help them explore and pursue new opportunities, challenges, and roles, within or outside your programme.

By supporting personal growth and development, you will enhance the capabilities and confidence of your project-based employees. You will also create a culture of learning and excellence, where your project-based employees feel challenged and fulfilled.

Conclusion

Employee experience is the key to unlocking the potential and performance of your project-based employees, and ultimately, your programme. By implementing the strategies outlined in this article, you will create a workplace where your project-based employees feel valued, supported, and fulfilled. You will also boost your programme’s X factor, and achieve better outcomes for your customers, your organisation, and yourself.

If you want to learn more about how to improve your employee experience and your programme’s success, you can check out these resources:

• The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces they Want, the Tools they Need, and a Culture They Can Celebrate by Jacob Morgan
• The Power of Project Leadership: 7 Keys to Help You Transform from Project Manager to Project Leader by Susanne Madsen
• Nexus: The Collective Intelligence Platform by Nexus AI

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