Employee Experience is the #1 Issue At Work - But Who Owns It?
Jacob Morgan
Keynote Speaker, Professionally Trained Futurist, & 5x Author. Founder of "Future Of Work Leaders" (Global CHRO Community). Focused on Leadership, The Future of Work, & Employee Experience
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Numerous studies have found that employee experience is the highest priority for companies. But what does that actually mean?
I define employee experience as creating an organization where employees WANT not NEED to show up to work. It happens by focusing on three environments: culture, technology, and space.
The last two years have brought a pandemic, social unrest, and major changes to how we live and work. Employee experience has never been more important. It's easy to treat employees well when the organization is thriving, but how your organization treats employees during times of stress is even more telling.
But who owns employee experience? It is a ripple effect that starts with the most senior-level leaders and extends to every employee.
Initiated by the CEO and executive team
The entire employee experience journey starts with the Reason for Being and the organization's values. This comes from the CEO and the rest of the executive team and is the foundation of all employee experience efforts. Executives need to incorporate employee experience and the reason for being into their talking points, meeting agendas, and priorities both internally and externally. Executives must be the biggest evangelists and champions for employee experience.?
Owned by the people team
The People team (commonly known as HR) is the task force responsible for coming up with strategies and tactics that make employee experience a reality. This group tests ideas, provides guidance, uses analytics to guide experience decision-making, and takes ownership of ensuring things get implemented. It doesn't mean that HR makes all of the decisions, but it does mean that they help steer the ship. The main goal of the people team is to make sure employee experience sits at the center of the organization.
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Driven by leaders
Every leader at an organization is responsible for driving employee experience. This means making sure that the three environments are actively focused on in their respective teams. The people team provides guidance on strategy and what to do, but it’s up to leaders to make sure programs and changes are implemented.?
Championed by everyone
From the intern to the CEO, every employee needs to get into the habit of sharing ideas, participating in focus groups or surveys, collaborating with others, and providing feedback on how they want their work experience to look and feel. If you don't speak up to have your voice heard, you shouldn't be complaining about anything inside your organization.
Employee experience is the next big battleground for organizations around the world. The organizations that design the best experiences for their people will attract and retain top talent and thrive in the future of work.
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x2Founder & Strategic Leader | Edtech | Future of Work | B2B | GTM | Partnerships |
3 年Employee hospitality is certainly a thing. But employees - along with employers - will be responsible for curating their own self-development and experiences. We're trying to create a place to help this process via WorkTripp - where collective experiences and team offsites can be designed and procured at C-suite level, but also at team level with insights and modular options for employees as well as the overall company.
Transforming HR at GKN Fokker | HR Transformation Manager
3 年I love this overview. Especially the role of the People Team / HR is described accurately in my opinion. Far too often they are seen as the owner of the full EX which can never be the case. Instead it's HR's role to guide the other functions
Sales Manager - Corporate Commercial | Passionate about helping others achieve their potential | Wannabe Master Beer Brewer
3 年I agree its important a company has strong values, these under pin everything, the decisions we make, the products we build, even the clients we chose to work with. When its comes to individuals, we can't enforce blankets rules across everyone expect the majority to be happy. Leaders need to invest in the emotional bank accounts of the individual teammates, understand them, clarify and show integrity. Then when you need to make withdrawal, like asking someone to come into an office they are far more open to the idea, they see it as supporting the team and not just directive from up above.
Retail Expert| Multiplier Leader| A Coach
3 年"If you don't speak up to have your voice heard, you shouldn't be complaining about anything inside your organization." What if speaking up could lead to sacking or other adverse effects?