From the moment someone looks at your job ad, to the moment they leave your company, everything that worker learns, does, sees and feels contributes to their employee experience. For an organisation to master employee experience, it must listen to its people at each stage of the employee lifecycle, identify what matters most to them, and create personalised, bespoke experiences.

The rise of employee experience

The shift from old-school employee engagement to a more holistic approach to employee experience has been driven by a number of factors – including social media, changing demographics, and more volatile economic conditions.

  • The millennial generation wants more opportunities to have their say and companies need to get a deeper understanding of a group who feel, think and behave differently to the generations before them.
  • The war for talent is fiercer than ever before – there are now more candidates for fewer jobs and experiences are one of the last ways to differentiate yourself as an employer.
  • Organisations are changing faster than ever – digitilisation, disruption and other economic forces are causing companies to shrink and expand at a more rapid pace. Meaning there’s a need to really understand the impact this is having on people more regularly than once a year.
  • There’s an expectation for personalised employee experiences – employees now expect they’ll be treated as a unique person, just like they are when they interact with leading B2C brands as a consumer.
  • The explosion of social media and the potential for damaging reviews to go viral has meant workplaces have become more transparent to protect company and brand reputation.

By focusing on improving the employee experience, the world’s leading brands have discovered that there are knock-on effects: not just to traditional HR metrics like turnover and absentee rates, but also on customer experience and overall profitability.