Employee Experience is the missing link in your EVP

Several players, from industry leaders to incumbents, are transforming their organizational models and People Practices. In so doing, they are also transforming the classic HR function by bringing in technology, analytics and new organizational models. Employee Experience is quickly becoming one of the key focal points of these new approaches, and, for some organizations, a key indicator of Talent Management performance

However, while we globally agree that culture, physical environment and virtual environment affect Employee Experience, we consider that it is talent management practices that hold the key in designing and transforming Employee Experience.

In our view, Employee Experience is better approached through specific journeys; and obviously, expertise in Customer Journeys can be leveraged to build Employee Journeys. ​Building Employee Journeys helps accelerate the transformation of the Talent System by linking talent management practices and business outcomes

Collaborating for best Employee Experience

It is beyond doubt that HR or Talent officers should be leading Employee Experience initiatives. They should do so, however, by leveraging existing expertise in marketing and digital functions, like segmentation or customer experience and customer journey design expertise.

We help our clients by

• Leading design thinking approaches for Employee Journeys
• Liaising with internal and external customer experience and customer journey experts
• Leading employee segmentation and employee lifetime value approaches
• Facilitating new Employee Journey prototyping
• Leading learning approaches to deploy the new Employee Experience

Examples of our work

• Building the collaborative Employee Experience, Canadian professional services firm
• Building the collaborative Employee Experience, Canadian airport
• Designing Employee Journeys, internal practice work