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Employee Experience Leads to Success | 100W

Mar 16, 2020 9:56:13 AM / by Stefanie Schweizer

A positive employee experience is one of the most effective ways to motivate employees for and with a company. However, according to a Deloitte study, very few companies are prepared for an integrated Employee Experience Vision - and thus give up an emotional means of strengthening their workforce.

Read in the following article what Employee Experience exactly means, why it is important for the commitment of your employees and how you can win with a successful strategy and clear language.


Initiative Employee Experience: What is it - and what is not?

The term Employee Experience unites all moments, impressions and interactions experienced that influence an employee within a company. It therefore places the personal work experience and the feelings of each employee at the centre of management.

Thus, the Employee Experience is part of a positive corporate culture, which should contribute to greater loyalty to the company among employees. At the same time, a positive working environment ensures that employees are more productive. In summary, experts speak of so-called employer engagement, which is to be improved through targeted management of the employee experience. In other words, companies that offer their team a shared Employee Experience respond to the wishes and needs of their employees and adapt their daily structures to take these into account.

The most important goal of the Employee Experience is that the employee feels comfortable. By aligning the strategy internally, i.e. within the company, it forms, so to speak, the counterpart to employee branding, which is primarily aimed at a positive reputation externally. But managers should not be led down the slippery slope. Even if the name suggests it at first glance - Employee Experience and Customer Experience differ from each other in one essential point. After all, customers and teams usually have different needs - so the employee is not always king, but he is also important!


Employee Experience vs. Employer Engagement

Experience does not equal active participation! While both aspects are important for efficient work and the realization of your plans, the employee experience is the psycho-cognitive tool to increase employee engagement.

Planning employee experience economics therefore includes measures to create a motivating work environment - which then leads, among other things, to improved employee engagement. The Employee Experience becomes noticeable wherever rational work steps come into contact with the emotionalities of employees. This includes for example:

  • the interview
  • the work routine
  • all on-board processes
  • final talks of any kind
  • the workplace design
  • all programs for leisure time compensation and career development


Therefore, the Employee Experience is important

A current challenge in many sectors is to find new and qualified employees, because the job market offers few suitable skilled workers for a comparatively high number of vacancies. For this reason, companies offer potential employees a wide range of incentives as well as innovative performances in order to discreetly attract them.

By providing an excellent Employee Experience, you enable your employees to feel comfortable in their working environment and in contact with it. This strengthens the bond between the professionals and your company. On the one hand, you can prevent fluctuation and invest specifically in increasing profits through established and long-standing employee knowledge. On the other hand you also increase your attractiveness as an employer. After all, your reputation as an understanding employer is on its way, so that the right talents in your industry will soon come to you of their own accord.

In addition, taking into account the needs and wishes of each individual employee promotes their personal and professional development. Individual growth has a far-reaching effect on the overall performance of your company: for example, work processes are generated with the involvement of your teams, which carry out the processes on a daily basis and therefore know how to optimise them. In professional circles, the term "employee experience" is also used to refer to experience advantages.


Opportunities for an Employee Experience Vision

But how do companies create an environment in which employees feel comfortable? The first and most important rule to answer this question is: Listen! Your team knows best what goes well and what goes badly; only those who know how to deal with complicated processes itself can contribute to an effective improvement of these processes. Therefore, cultivate an open discussion culture that benefits from mutual feedback - yes, you hear correctly, reciprocally. After all, even HRs or CEOs, who are usually responsible for implementing the Employee Experience measures, make mistakes. And not least because their working day is different from that of the employees.

Companies that want to build a positive Employee Experience should say goodbye to "what-we-have-been-does-always-have-been-made" structures. If you want to achieve new peaks in performance, you also have to rethink. Therefore, put your employees in the focus of the Employee Experience Strategy. Make sure that the daily experiences of your employees become discreetly measurable. This is possible, for example, through open feedback systems, regular pulse surveys or joint checkouts. You can then build on the results of these tactics together with the teams.


Optimize the work environment for a better employee experience

To increase employee engagement through the Employee Experience, one of many necessary steps is the redesign of the immediate work environment. This includes, for example, the so-called cultural environment of the workforce. A good working atmosphere is characterized by friendly interaction with one another, but also by the use of a wide range of feedback channels. Furthermore, open communication using all available solutions is very important for the employee experience. In this way, management not only learns where the shoe pinches in the team. HRs and CEOs thus also convey that the daily experiences of employees are appreciated and understood as an important part of overall success.

For a supportive working environment, it is important to have the opportunity to use the latest technology. This includes, for example, the latest versions of software, fast-processing computers or notebooks, but also digital infrastructures for home offices, telcos, and team chats. If an employee has access to a sophisticated technological environment, this also increases production potential. It also makes the company appear progressive both internally and externally.

But the Employee Experience does not only refer to the quiet experience that employees have in the daily processes of their area of responsibility and with the tasks themselves. Planning the experience economy also involves the physical environment. This should be discreetly but inspiringly designed, simple but functionally implemented. Large windows, friendly colours, and attractive design thus contribute to the productivity of the employees.


Four tips for a top employee experience

  • Take to heart what employees tell you Not only will you find out which screw you can turn even more, but you will also show your employees that you honestly appreciate them. And that, in turn, is an important factor in building loyalty to the company.
  • Make use of the reliable swarm knowledge of your people - for example, when a new work model is designed and introduced. Where does the model work in practice? Where can it be optimized? In this way, you support your employees to work at maximum productivity.
  • Align the aspects relevant for a top employee experience with your ideal employee. In this way, you make it clear to the existing workforce where the journey should take them in the long term. At the same time, you use the idea of the saying "like-minded people like to get together" to find new qualified employees.
  • Put yourself in the shoes of the employees. Try to understand possible stress factors, feelings of success, and dissatisfaction and to draw conclusions from this that will help your employees and therefore your company to grow. This can be done above all using clear and honest communication.


The right words for an optimal employee experience

The exchange between management and team is the recipe for success on which a pleasant employee experience can be based. The clearer and more direct this communication is, the fewer misunderstandings arise between the two parties. In addition, an effective conversation can help you to implement more changes for the benefit of your employees faster and more efficiently.

With our Psychological AI, we at 100W provide you with an innovative tool that allows you to communicate your strategy to your employees and to exchange ideas for improvements. Use one of the seven fictitious profiles or create one yourself with different characteristics, for example to optimize the language of circulars, feedback forms or slack messages.


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- Inbound marketing as an investment for the future


„Mehr als ein HR-Trend: ‚Employee Experience‘ richtig verstehen“

„Employee Experience: Dieser HR-Trend fordert strategisches Umdenken“

„Glückliche Mitarbeiter = Glückliche Kunden“



Tags: Team, Employer Branding, Human resource management, HR, employee, employee motivation

Written By Stefanie Schweizer

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