Employee experience (EX) represents one of the greatest business challenges of the Digital Age. In an era where employees feel overwhelmed by technology yet at the same time underwhelmed by their organization’s level of digital maturity, the importance of EX cannot be ignored.
Managing EX in the digital workplace is unprecedented, yet EX must represent a desirable piece of strategic real estate for organizations to invest in. For organizations, this means mastering the competitive necessity of transforming into an employee-centric organization. For employees, the implication is that an improved EX creates work environments people actually want to be part of.
But what is EX? Without a clear definition of what EX is, it is easier to say what it is not. EX is not employee happiness, perks, satisfaction, engagement, or well-being. Furthermore, EX cannot be improved by treating employees like consumers, reinventing HR, or through employer branding strategies. EX is improved when organizations make it a priority to rely on technology and processes that put people first.
An employee-centric mindset requires harnessing the transformative input of employees through design thinking, creating journey maps, empowering employees, democratizing HR, amplifying the collective and the individual voices of employees, and customizing and personalizing the EX through personas and storyboarding.
With job-hopping, the gig economy, dwindling talent pools, the message is clear, the message is insistent: Organizations must foster a corporate culture that embraces EX and redefines the employee-employer relationship.