You spend a lot of time thinking about your business metrics, operations management, and customer experience. And those are all important things to focus on.

But when was the last time that you thought about your employee experience?

Believe it or not, the employee experience has a lot to do with the other crucial business areas mentioned above.

Put simply; satisfied employees are good for your entire operation, top to bottom. If you haven't thought about employee experience in a while, it's time to revisit it. Let's take a look at a few recommendations to reimagine and retool your company's employee experience.

It starts with onboarding.

Remember that aside from the interview process, the onboarding procedures your company has in place allow a new hire to form a first impression. And that first impression can be good or bad depending on what your procedures are like. It's the first and only chance for leadership to introduce new employees to the company culture and lay the groundwork for a successful experience.

Think about whether your onboarding process helps new employees create a network of co-workers to rely on, rather than just one hiring manager or supervisor. And be sure to get feedback from your new hires at the end of the onboarding process -- this information is crucial for refining the approach as time goes on.

Of course, onboarding looks a little different than it used to, thanks to the COVID-19 pandemic. Your onboarding procedures might be conducted virtually or in a hybrid of on-site and virtual processes. Communicate frequently and transparently during virtual onboarding to ensure a connected employee onboarding experience.

Think in experience terms, not process terms.

Rather than asking yourself, "What does this employee need to do in order to do a good job?" ask yourself, "What does this employee's experience need to be in order to do a good job?" Think about experience, not process. Satisfied employees who feel that they are seen and heard do good work -- it's as simple as that.

A positive work environment in which an employee feels supported by their supervisor is a big piece of the puzzle. A company culture that values innovation and initiative is also important. And giving an employee independence to make their own decisions rather than micromanaging is almost universally a good thing.

Provide development opportunities that make sense now.

Employees don't stick around very long when they feel they have no opportunity for growth or advancement. Can you blame them? Improve the employee experience by revisiting what kind of growth opportunities your employees have access to. And make those opportunities make sense now -- the pandemic might have shifted things, especially if your team has gone remote.

Every employee should be aware of advancement opportunities and growth strategies that your company has in place to help employees succeed. That could include things like ongoing education programs, promotion opportunities, and mentorship arrangements.

Create a culture of well-being.

Terms like "work-life balance" are commonplace in today's workplace. More than ever, employees are focusing on their health and wellness as it relates to work. It's safe to say that's only become more cemented thanks to the pandemic.

As an employer, it's up to you to foster a culture centered around wellness. It attracts great candidates, keeps great candidates around, and ensures that everyone is performing at the very highest level. Be sure to include language about wellness in your onboarding materials and the employee handbook, and make it clear to all employees that health and wellness is a top priority at your company.

When it comes down to it, what is your business without its employees? They're at the center of productivity, culture, and long-term growth. That's why focusing on the employee experience and making sure it's up to par is so important. It means you're creating a great place to work for your employees and benefiting your bottom line at the same time.