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Who owns Employee Experience?

Who owns employee experience

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Who owns Employee Experience?

Even though many studies have proven that employee experience is a very high priority for companies, the question remains: Who owns employee experience?

Besides, what does employee experience actually mean?  Jacob Morgan, author and futurist, defines employee experience as creating an organization where employees WANT to, not NEED to, show up for work. In addition, employee experience has at its core, 3 elements, namely culture, technology, and physical space.

Employee experience in tough times

The last two years have brought a worldwide pandemic, riots in South Africa, and major changes to how we live and work. Therefore, employee experience has never been more important. Furthermore, it’s easy to treat employees well when the organization is successful, but how your organization treats employees during tough times, is even more telling.

Who owns employee experience

But who owns employee experience? Morgan says, like many other things in an organization, it is a ripple effect that starts with the most senior-level leaders and extends to every employee.

Employee experience: Initiated by the CEO and executive team

The entire employee experience journey starts with the purpose and values of the organization.  Undoubtedly, this comes from the CEO and the rest of the executive team. Moreover, it is the foundation of all employee experience efforts. In addition, business leaders need to incorporate employee experience and the purpose of the organization into their talking points, meeting agendas, and priorities both internally and externally. In summary, executives must be the biggest evangelists and advocates for employee experience.

Employee experience is owned by the Human Energy team

The Human Energy team (commonly known as HR or Human Capital) is the task force responsible for developing strategies and tactics that make employee experience a reality. In particular, the HR team tests ideas, provides guidance, uses analytics to guide decision-making, and takes ownership of ensuring things get implemented. However, 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 core of the organization.

Employee experience is driven by leaders

Every leader in an organization is responsible for driving employee experience. This means making sure that the three elements (culture, technology, physical environment) are actively focused on in their respective teams. Obviously, the people team provides guidance on strategy and what to do. However, it’s up to leaders to make sure programs and changes are implemented.

Employee experience is championed by everyone

Jacob Morgan advises that, from the CEO to the young graduate, 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. Clearly, the organizations that design the best experiences for their people will attract and retain top talent and thrive in the future of work.

How do you treat contract resources or temporary staff?

If you are a business leader in an organization that utilizes contract resources or temporary staff, how do you treat these resources? Do you treat them the same as your permanent employees? Besides, how do you ensure that their employee experience of your organization is positive and inspires loyalty and commitment?  If this is a challenge for you, connect with CoLAB – we are experts in the temporary employment service industry.

Click HERE to CONNECT with CoLAB

CoLAB Talent contributes to your employee experience

CoLAB Talent is an execution capacity provider. We provide high-performing contract resources that will contribute to your culture, because character and chemistry are 2 of the most important traits we recruit for. In addition, they are highly competent resources that will add value to the technology in your company, as many of our resources specialize in IT projects.

Adding to that, our resources are off-payroll, giving you a flexible, contracted workforce to scale with your needs.  Moreover, CoLAB lightens your recruitment burden, as we take the pile of CVs off your desk, onto ours. Furthermore, we pride ourselves in accurate matching, therefore reducing mis-hires, and adding to your ability to pursue temp-to-perm journeys.

At CoLAB, our own employee experience is of utmost importance. We strive to make every stage of the employee lifecycle at CoLAB an unforgettable experience. Along with this, our culture is steered by our core values, being

  • Satisfied customers – Our customers feel heard, understood and served with excellence
  • People – Authentic care for all relationships
  • Ownership – We take accountability for the result, not just the activity
  • Transparency – Open motives [vulnerability] builds trusted relationships

Are you a business leader

  • In need of high performing resources, right now, but you can’t add them to your payroll;
  • Struggling to develop high potential resources in your organisation; or
  • In need of a flexible workforce, to scale as your demand increases?

Stop looking. Talk to us.

We’ll enable you to scale your execution capacity with high-performing contract resources, so that you can focus on driving strategic results and growing your business, without employing permanent resources.

Undoubtedly, this is the future of work.

Book a free 20-min call with Barend, to explore solutions for your needs, and to kickstart your journey towards the successful future of your business.

Book the call HERE.


Read these popular articles on our blog:

3 Things that shape Employee Experience

How to improve Employee Experience 

Formal identification of High-Potential Talent

3 Tips to Retain High-Potential Talent

Future HR: People energy in business 

Refresh your people structure 

Employee engagement increases profitability

Optimize business processes

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