Gallup’s 2026 report finds that only 20% of employees worldwide were engaged in 2025, which cost the world economy $10 trillion in lost productivity. This highlights the need for businesses to rethink how they approach employee experience (EX).
A few common misconceptions often get in the way:
- That employee experience is only the responsibility of management
- That employee engagement alone reflects the full employee experience
- Adding more workplace tools automatically improves EX
These ideas are common because engaged and satisfied employees are often more productive and committed. But improving employee experience requires understanding what actually helps people feel supported, valued, and equipped to do their work well.
From onboarding and communication to workplace tools and recognition, many factors shape how employees experience an organization.
Tips For Small Businesses to Create Better Employee Experiences
Organizations can improve their employee experience strategies by strengthening everyday systems, communication practices, and workplace support that shape employees’ perceptions of their jobs. A thoughtful employee experience strategy helps employees stay engaged, motivated, and connected to the organization.
Here are some practical ways businesses can improve employee experience:
Create an outstanding onboarding experience
Organizations with a standard onboarding process see 50% greater new-hire productivity.
Onboarding plays a major role in shaping an employee’s first impression of a company. A structured and welcoming onboarding process helps new hires feel supported, understand the company culture, and connect more easily with their teams.
When onboarding is disorganized or incomplete, employees may feel uncertain about their role and less engaged from the start. A thoughtful process helps build confidence and creates a smoother transition into the organization.
To improve onboarding:
- Prepare important documents and tools in advance
- Introduce employees to team members and company culture
- Clearly explain job responsibilities and expectations
- Share company policies, workflows, and support resources
- Provide access to the systems and technology they need
Many businesses also use onboarding templates and checklists to standardize the onboarding process, reduce confusion, and ensure new hires receive consistent training and information.
Some organizations also use HRMS software with onboarding features to simplify administrative tasks and create a more consistent onboarding experience.
As organizations continue improving workplace processes, many are focusing on creating smoother and more connected experiences for employees from day one. This includes improving communication, simplifying access to resources, supporting collaboration across teams, and making it easier for employees to stay informed, engaged, and productive throughout their daily work experience using employee experience platforms.
Provide growth and development opportunities
According to LinkedIn’s Report, 94% of employees say they would stay longer at a company that invests in their learning and development.
Employees are more likely to stay engaged when they can see opportunities to learn and grow within the organization. Training and development programs show employees that the company is invested in their long-term success.
When people feel supported in reaching their career goals, motivation and job satisfaction often improve as well.
To make training more meaningful:
- Set clear learning goals
- Tailor programs to employee roles and interests
- Offer different learning formats, such as workshops, online courses, or mentoring
- Align development opportunities with career progression
Different teams and employees may learn best in different ways, so choosing flexible training approaches can help improve participation and outcomes.
Oliver Baker, serial entrepreneur and the co-founder of AI Development Agency, QuantumXL, says, “Growth does not come from sending people to random courses and hoping something changes. At QuantumXL, I ask each team member where they want to grow, then connect that goal to real client work, mentoring, or a small internal project. If an engineer wants to improve AI deployment skills, we give them space to study the pattern, pair with someone experienced, and apply it on a controlled task before they own it fully. That makes development practical, not performative. People feel more invested when they can see their skills expanding through the work they already do.”
Many organizations are also exploring more interactive ways to evaluate and develop employee skills beyond traditional training methods. One approach gaining attention is Game-based Assessments, which use engaging, scenario-driven activities to measure cognitive abilities, problem-solving skills, attention, and workplace behaviors.
Equip employees with the right technology
Technology plays an important role in shaping the day-to-day employee experience. Providing reliable, modern tools can help employees work more efficiently, reduce frustration, and stay more engaged in their responsibilities.
The right technology can simplify routine tasks, improve collaboration, and support productivity across teams. Many small businesses also use time tracking tools to better understand workload distribution, identify process bottlenecks, and reduce unnecessary administrative work that contributes to employee frustration and burnout.
For instance, employee scheduling tools like Homebase can help businesses manage shifts more efficiently, reduce scheduling conflicts, and give employees better visibility into their work schedules.
When choosing workplace tools, organizations should focus on solutions that:
- Are easy to use and accessible
- Match current industry standards
- Improve communication and workflows
- Support the needs of different teams and work styles
Keeping tools up to date and relevant helps employees feel better supported in their work environment.
Give meaningful performance reviews
Gallup data show that 80% of employees who report receiving meaningful feedback in the past week are fully engaged.
Performance reviews help employees understand how they are progressing and how their work contributes to broader company goals. When handled thoughtfully, reviews can guide development, improve motivation, and strengthen employee engagement.
A strong review process should:
- Reflect employee performance accurately
- Include clear and achievable goals
- Provide constructive and actionable feedback
- Recognize accomplishments as well as growth areas
Managers should also provide feedback regularly, not just during formal review periods. Informal conversations and ongoing check-ins help employees stay aligned and supported throughout the year.
Performance reviews should be a two-way conversation. Employees should feel comfortable sharing feedback, discussing challenges, and identifying areas where additional support or training may help.
Create a positive, collaborative company culture
Highly engaged teams see 23% higher profitability.
Employees are more engaged when they work in an environment where they feel comfortable sharing ideas, asking questions, and contributing openly. A collaborative culture helps employees feel more connected to both their individual work and the company’s broader goals.
Communication plays a major role in building that environment. Companies that communicate openly and creatively often create stronger connections between employees and leadership. Teams managing marketing and creative work, especially in retail and ecommerce businesses, also benefit from centralized collaboration when reviewing campaign assets, product visuals, and fashion logo updates across departments.
For example, LinkedIn uses its employee recognition program, Bravo, not only to celebrate achievements but also as a channel for important company communication.
Organizations can also strengthen workplace culture through:
- Regular company updates from leadership
- Internal recognition programs
- Monthly campaigns focused on company and employee interests
- Video updates that explain new initiatives or product developments
- Open discussion spaces where employees can ask questions and share feedback
These communication practices help improve transparency, encourage participation, and build stronger relationships across teams. Over time, they contribute to a more connected and collaborative workplace culture.
Encourage employee feedback
Employee feedback is one of the most valuable ways to understand and improve the workplace experience. Listening to employees helps organizations identify what is working well and where improvements are needed.
Businesses can gather feedback through:
- Employee surveys
- One-on-one discussions
- Pulse check-ins
- Anonymous feedback channels
Anonymous feedback can be especially useful because it encourages employees to share honest opinions more comfortably.
Regular feedback helps organizations better understand employee concerns, strengthen workplace culture, and make informed improvements that support engagement and satisfaction.
Make employee wellness a priority
Burned-out employees are 2.6 times more likely to actively seek a different job.
Supporting employee wellness goes beyond offering standard health benefits. Many employees today value workplaces that support their overall well-being, including physical health, mental health, flexibility, and work/life balance.
Organizations can improve employee experience by offering benefits and policies such as:
- Flexible or remote work options
- Wellness and fitness programs
- Mental health support
- Paid parental leave
- Initiatives that encourage healthier work habits
A workplace that actively supports employee well-being can help reduce stress, improve engagement, and contribute to stronger long-term retention.
Foster open communication
Clear and open communication has a major influence on how employees experience their workplace. Employees are more likely to feel connected and motivated when expectations are communicated clearly and leadership shares a meaningful vision.
Strong communication often includes:
- Clear job expectations from the start
- Transparent updates from leadership
- Open, two-way conversations between employees and managers
When employees feel heard and informed, it helps build trust and creates a stronger sense of alignment across teams.
One useful approach is to conduct “stay interviews,” in which organizations speak with current employees about their experiences, concerns, and goals before issues lead to disengagement or turnover. These conversations can provide valuable insight into how the employee experience can be improved over time.
Measure employee experience
Understanding whether your digital employee experience (DEX) strategy is working starts with employee feedback. The people who use workplace tools every day are often the best source of insight into what helps productivity and what creates frustration.
Regular feedback methods, such as pulse surveys, interviews, and check-ins, can help identify:
- Which digital tools and processes are working well
- Areas where employees face challenges
- Improvements employees would like to see
- Priorities for future updates and support
Establishing a baseline early on also makes it easier to track progress over time. Reviewing this data regularly helps businesses understand which parts of their DEX strategy are successful and which areas need adjustment.
In addition to employee feedback, monitoring technology performance is equally important. Tracking systems and user data can help teams spot issues before they affect productivity or employee satisfaction.
This may include monitoring:
- Application performance
- System reliability
- Load and response times
- Latency or connectivity issues
Combining employee feedback with performance data gives organizations a clearer picture of how digital tools are impacting the overall work experience and where improvements are needed. For customer-facing teams, customer service analytics can also help connect workplace tool performance with conversation trends, response patterns, and support quality.
Maintain a balance between automation and human interaction
Digital tools can improve efficiency, but employee experience should not become entirely automated. Keeping a human element in the workplace remains important, especially as more teams work digitally or remotely.
Technology should support collaboration, not replace meaningful interaction. Encouraging regular video calls, team discussions, and in-person meetings when possible can help employees stay connected and avoid feeling isolated.
It’s also important that employees know where to go when they need support. Having access to a real person for questions, feedback, or problem-solving can reduce frustration and create a stronger sense of support.
A balanced approach, where automation handles routine tasks while people remain accessible for communication and guidance, helps create a more positive and connected employee experience.
Summing it up
When workplace technology helps employees do their jobs more smoothly and efficiently, it improves both the employee experience and overall business performance. Thoughtful digital experiences can support productivity, reduce frustration, and help employees feel more connected to their work.
As workplaces continue to become more digital, investing in employee experience is increasingly important for meeting employee expectations and adapting to changing ways of working.