Employee Experience Developing the employee experience
We translate the logic of customer-centric design to the employee side, from joining to leaving. We uncover the touchpoints that matter most to your people and build on them to strengthen engagement.
What is the program about?
A consulting project, from mapping the employee journey to planning the development steps; the scope depends on the project.
When turnover is persistently high, recruitment is under constant pressure, candidates are scarce and motivation is low, smarter recruitment, better internal HR processes or a good employer branding campaign is no longer enough on its own. These problems come with the transformation of the labor market, and the answer is not a single HR event but the entire journey the employee experiences.
What the organization gets: mapped employee groups and an assessment of the experience they have, from the candidate stage to the relationship after leaving; targeted development proposals to improve the experience; consulting support in implementing the improvements: systems, processes, organizational culture and collaboration, leadership culture.
Who is the program for?
For organizations struggling with turnover, recruitment and selection difficulties, low candidate numbers or motivation problems; for companies looking for an answer to labor-market competition that goes beyond classic HR tools; and for HR and business leaders who want to rethink the employee relationship across the entire employee lifecycle.
When is it worth starting?
- you face high turnover or sustained recruitment pressure
- traditional HR tools alone are no longer enough
- the employee relationship needs to be managed as a complete journey rather than a series of one-off actions
- the proven logic of customer experience needs to be carried over to the employee side.
How we work
We examine the journey from the moment someone first hears about the company all the way to leaving and the relationship that follows: not by positions or categories, but along the actual touchpoints, from the employee's perspective. Building on the experience we uncover, we plan targeted development steps.
In developing the Employee Experience (EX), we translate to the employee side the approach that companies have long used to develop the customer experience (CX).
The three pillars of our approach
- a holistic perspective: we don't focus on individual events (such as recruitment strategy or compensation), but on the entire journey the employee experiences, from the moment someone hears about the company to how they leave it and what relationship remains afterward
- touchpoints: we don't analyze the journey by professional criteria, positions or categories, but focus on the points where the organization actually interacts with potential, current or former employees, assessing the relationship from their perspective
- employee profiles: we form the groups not around the employer value proposition, but around employees' needs and expectations.
Elements of the consulting process
- the concept of employee experience (EX) and the approach adapted from CX
- surveying and assessing employee groups and experiences
- examining the entire employee journey, from the candidate stage to the relationship after leaving
- experience-based development of systems and processes
- developing organizational culture and collaboration
- developing leadership culture.
Based on the survey and assessment, the experience can be improved through targeted steps; the improvements may touch systems, processes, organizational culture and collaboration, and leadership culture alike, and we support their implementation with our consulting work.
