Employee Experience

Employee Experience (EX): concept and strategy

Customer Experience is a strategic discipline that goes hand in hand with values of a company with the aim of improving the brand-customer relationship. It is literally the image that is generated of a company thanks to several pillars, of which EX or Employee Experience is one of the most basic.

We can define the concept Employee Experience as the memory a person creates about an organisation throughout their professional relationship. Experiences, therefore, have a direct impact on the relationship that is generated and play a really important role.

Their day-to-day life has an impact on the employee, as they experience different moments and interactions within the company. They spend many hours in their workspaces and it is essential to create an environment in accordance with the values to be transmitted and the experience to be offered, to create a good image from the beginning of the professional stage.

To talk about Employee Experience is to talk about people, emotions, perceptions and interests. A totally subjective view, which is usually conditioned by by many external factors. For this reason, it is very interesting to consider and implement actions related to strengthening the employee experience.

What is an EX strategy?

Strengthening the experience of employees helps integration. Therefore, it is recommended to implement an appropriate strategy, taking into account that every company is different, as are its employees, and a plan tailored to organisational objectives and needs must be created.

The ultimate goal of creating an EX strategy should be focused on engaging, retaining, attracting talent and improving productivity, performance, creativity and engagement.

It is important to consider some key elements in order to initiate the process of cultural transformation, a plan that is usually composed of a series of phases, for example:

  • Attraction: candidates' first contact with the brand
  • Onboarding: starts from the moment a candidate accepts to be part of the company.
  • Growth: feedback processes, training, etc.
  • Development or consolidation: organisational response to different situations, involving both personal and professional variables
  • Offboarding: to achieve a good brand recall of an employee, even when he or she decides to separate their employment relationship.

Tips for defining a strategy

The first step in developing our strategy the employee focus will be to identify the motivations, goals, interests, frustrations or personalities of all members of the workforce.

Knowing each of the stages The key to our improvement plan is to be able to go deeper into our improvement plan, and to do so, we will is necesary:

  1. Focusing and prioritising our Employee Experience plan
  2. Obtain data and information for positive linkages
  3. Building strong and solid links with employees
  4. Conduct satisfaction surveys to correctly assess the well-being of workers.

The value proposition can focus on many areas: compensation and benefits, career development, work climate surveys, ways of working or business organisation. None of them are incompatible with each other, quite the opposite, we can combine them according to our interests.

In addition, we must bear in mind that the implementation of this type of strategy must be gradual. It is very difficult to change habits and must be done with long-term objectives in order not to obtain results contrary to those desired. Some of the advantages of taking care of EX are:

  • Attracting and retaining talent, reducing turnover
  • Good working environment
  • Higher level of satisfaction
  • Positive experience


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