EX—The Dirty Secret No One Wants to Admit

Let’s cut to the chase: EX is one of those buzzwords that gets tossed around at every HR meeting like it’s some magic wand. But here’s the truth no one wants to admit—it’s a bit like teen sex: everyone talks about it, pretends they’re experts, but most companies have no clue what they’re actually doing. ??

Yeah, I said it. So let’s talk about what’s really going on with EX—and why your company’s “commitment to employee experience” is probably more talk than action.

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You’ve heard it before. Every CEO, HR leader, and LinkedIn “thought leader” goes on about how ?????????????????? employee experience is. And yet, when you dig beneath the surface, it’s all smoke and mirrors.

?? Only ????% of employees worldwide are fully engaged at work. ?? So while you're out here ???????????? you care about EX, the numbers tell a different story.        

If your company’s idea of improving employee experience is throwing a ping-pong table in the break room, changing “HR” titles to “People” or “EX”, congrats—you’ve missed the point.

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Marketers understand this: ???????????????? ???????????????????? is about every single touchpoint, not just a flashy promotion. Well, guess what? ???????????????? ???????????????????? works the same way. It’s about the entire journey—from recruitment to exit interviews (and everything in between).

But what do most companies do? Focus on superficial “perks” like free snacks or a casual Friday, or policies that define the “corporate” experience, not the “employee” experience. ?? That’s not what keeps people around.

?? People want to feel ?????????????????? every day. They want purpose, respect, and a workplace where they can thrive. Perks are great, but they don’t replace meaningful career growth, work-life balance, and genuine appreciation.        

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EX isn’t just something HR should be worrying about. It’s ????????????????’s job. From the C-suite to middle management, EX needs to be woven into the entire fabric of your company’s culture. Otherwise, it’s just another half-baked initiative destined to fail.

?? Employees who feel their leadership is committed to EX are ??.???? ???????? ???????????? to be engaged at work. Your leadership team sets the tone. If they don’t walk the talk, neither will anyone else.        

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Ever notice how the companies talking the loudest about EX are the ones who have zero data to back it up? If you’re not measuring employee satisfaction, engagement, and retention, then you’re just guessing. And let’s be real—most companies are guessing.

?? Start treating EX like the ????????????????????? business metric it is. Survey your people, track engagement trends, and—most importantly—act on the feedback. If you’re not measuring, you’re not improving.        

??. ?????????????????? ????????’?? ???????????? ???? ???????? “????????-????????” ??????????????????????

Look, employees aren’t stupid. They can tell the difference between a company that genuinely cares about their experience and one that’s just doing it for show. Those “feel-good” initiatives like mental health days or diversity programs? If they aren’t backed by real policy changes and long-term support, employees will see right through them.

?? ???????????????????????? is everything. If you’re just putting on a show, your employees will disengage faster than you can say “company culture.”        

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At the heart of great employee experience is one thing: ??????????. Your employees need to trust that you have their best interests at heart, that their work matters, and that they’re valued beyond their job title.

If your workplace is riddled with micromanagement, lack of transparency, and broken promises, no amount of free pizza or fun Fridays will save you. You want loyalty? You want engagement? Build trust first.

?? High-trust companies are ??.???? more likely to retain their employees than low-trust ones. You do the math.        

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Here’s the bottom line: ???????????????? ???????????????????? ???? ?????? ???????? ?????????????????? ?????? ???????? ??????????. If you want to create a workplace that people are excited to be a part of, you have to commit to it in the long run. Not just during onboarding, not just at the holiday party, but every. single. day.

?? Focus on:

? Listening to your employees—???????????? listen.

? Investing in their growth, their wellbeing, and their futures.

? Making EX a ???????????????????????? from top to bottom, and back it up with real action.

????;?????

?? Everyone talks about employee experience like they’re pros, but most aren’t really doing it.

?? It’s about the whole employee journey, not perks or ping-pong tables.

?? Leadership, transparency, and trust are the true foundations of a great EX.

?? Stop guessing—start measuring.

?? If you’re not committed to EX daily, you’re just paying lip service.

So, HR—stop just talking about employee experience like it’s some mythical unicorn, and start making it happen. Your people deserve more than empty promises. And honestly, so do you.

Catch you on the rebellion side,

Stephan ??