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Experimentation drives employee engagement

This article was based on the interview with Kirsty Dawe, CEO of Webeo by Greg Kihlström, Marketing Technology & AI keynote speaker for The Agile Brand with Greg Kihlström podcast. Listen to the original episode here:

Experimentation drives employee engagement by creating a culture of curiosity, empowerment, and continuous learning. When employees are given the opportunity to experiment and contribute their ideas, they feel valued and motivated. They are more likely to be engaged in their work and committed to the success of the organization.

One of the key aspects of experimentation is the strong why behind it. When employees understand the purpose and goals of the experiments, they are more likely to be bought into the process. They see the value in trying new things and are motivated to make a difference.

Employee engagement is also positively impacted by the cultural aspects of experimentation. Employees love being curious and feeling like their ideas count. When they have the opportunity to share their ideas and see them implemented, it boosts their motivation and engagement. The culture of experimentation also encourages learning from failures and celebrating both successes and failures as valuable learning experiences. This creates a safe environment where employees feel comfortable taking risks and trying new things.

From a retention perspective, a culture of experimentation is highly beneficial. Employees who feel engaged and empowered are more likely to stay with the organization. They see their work as meaningful and enjoy the opportunity to make a difference. This leads to higher employee satisfaction and loyalty.

To create a culture of experimentation that drives employee engagement, organizations can take several strategies. Firstly, it is important to clearly communicate the company’s overall goals and objectives. When employees understand what they are working towards, they can align their experiments and ideas with those goals. This clarity provides a sense of purpose and direction.

Secondly, organizations should foster an environment where employees feel confident to communicate their ideas. When employees know how their function fits within the overall objective, they can make suggestions with confidence. This encourages collaboration and open communication.

Lastly, organizations should provide employees with easy access to data. Data-driven decision-making is crucial for effective experimentation. Employees need good quality data to inform their experiments and measure their impact. This access to data empowers employees to make informed decisions and contributes to a culture of experimentation.

A culture of experimentation drives employee engagement by fostering curiosity, empowerment, and continuous learning. When employees are given the opportunity to experiment and contribute their ideas, they feel valued and motivated. The cultural aspects of experimentation, such as celebrating successes and failures, also contribute to employee engagement. By creating an environment that supports experimentation, prioritizing data-driven decision-making, and involving employees in the process, organizations can drive employee engagement and unlock their full potential.

House of the Customer by Greg Kihlström is now available.
House of the Customer by Greg Kihlström