HR thought leader Josh Bersin rightly says, “We in HR have to get away from the idea that we alone own the employee experience.”Because employee experience (EX) touches upon everything from tech, teams to leadership policies. Bersin suggests that HR should act as strategic sponsors, enabling multidisciplinary teams to co-own and elevate experience, one challenge at a time.
And if you find yourself thinking…
- How to integrate fun at work?
- How to make cross-team functions more cohesive?
- How to engage your hybrid workforce?
- How to make your employees ambassadors of your culture?
- How to assimilate your firm’s values?
“If you are not taking care of your employees, you will have the problem of having to train new ones every 90 to 120 days. If they are not happy, you cannot make them stay.” When we talk about building better businesses, one concept keeps gaining ground: Employee Experience. But what does it actually mean, and how can organisations craft it to fuel performance, retention and culture?
What Is Employee Experience?
According to a report by Kincentric (a company that helps organisations unlock the power of people and teams to ignite change and drive better business results), 49% of employees feel that their organisation is not delivering on the experience they were promised when onboarded.
Employee Experience refers to the overall journey an employee takes with an organisation from the moment they view a job posting to their last day at work (and even beyond). It includes every interaction, perception and emotion tied to their role, team, leadership, work environment and growth opportunities. Think of it as the “user experience” of work life. A positive employee experience isn’t just about perks or pay, it’s about purpose, communication, inclusion, support and seamless systems. A great employee experience creates loyal employees. And loyal employees build strong companies.
Julian Lute, Senior Strategic Advisor at Great Place To Work, defines employee experience as the overall impression an employee forms based on their interactions with the organisation and its people. He emphasises that a positive experience is rooted in trust, fairness and respectful leadership factors that empower employees to do their best work. Lute also highlights the business impact of Employee experience, noting that it not only shapes employee effort but also directly influences how customers perceive your brand and services.
Employee Experience vs. Employee Engagement
Though often used interchangeably, employee experience and employee engagement are not the same. Employee Experience is more like an ecosystem: It’s everything an employee goes through during their tenure. It’s designed by the organisation and felt by the employee.
On the other side, employee engagement is more of an outcome: It reflects how motivated, emotionally committed, and productive an employee feels within that ecosystem.
How Does a Comprehensive Employee Experience Program Help?
Better Team Interactions
A thoughtful EX program fosters trust, communication, and camaraderie, resulting in stronger cross-functional collaboration and higher team morale.
Higher Retention Rate
Enhanced employee experience can reduce attrition by over 25%, with 69% of high performers attributing their loyalty to a positive workplace journey.
Stronger Employer Branding
66% of organisations have seen their brand perception improve through better EX, making them more attractive to top talent and new hires.
Increased Revenue
77% of firms report higher revenue and 61% greater productivity when they invest in the employee experience.
A strong employee experience isn’t just a feel-good factor; it’s a competitive advantage. It impacts productivity, retention, innovation and employer brand. As we navigate hybrid work, talent crunches and shifting values, designing employee experience is no longer optional; it’s essential.
