_ Employee Experience(powerful) – 10x


What is Employee Experience (EX)?

First, let’s contemplate on these questions:

  • which is the most important ‘asset’ of a company?
  • your product/services are meeting frequent expectations of your clients?
  • does your company just meet expectations or exceeded them?
  • there is a way in which businesses can improve the ability to deliver customer value using an Agile mindset?
  • are employees playing a crucial role in the daily activities of your company?

Business executives and HR departments function by themselves. They are free from the responsibility of creating a good workplace by hiring external measurement companies with great references. They show off the (often high) scores and say, “Look at our high employee engagement scores. Our employees are really satisfied with the company.” Then, they need not think about employee engagement again until the next year when they repeat the whole procedure again.

I think HR should be evidence-based. Base their decision making on evidence, as we do most often in Agile. Testing stuff, getting data on what works, and what doesn’t. And from that data, continuously develop the processes.

Let me tell you that HR department is playing a crucial role in the workplace, which is the ‘agent of change’ in a company.

“Put the employee first” – easy to understand, to contemplate on but hard to put it in practice:

  • change the company culture: put the employee first
  • HR creates engaging experiences that the employees cannot forget
  • employees are creating the equivalent experiences that they felt to company clients
employee experiences

How to achieve a great Employee Experience?


Traditional vs. Agile

salary is a motivatorsalary is a hygiene factor
only managers give recognitioneverybody gives recognition
big rewardssmall rewards
reward privatelyreward publicly
unfair salary distributionfairness is the most important aspect


Take opinions from directly your employees

Traditional vs. Agile

ask once a yearask a lot more often
hr is responsibleteams have the responsibility
measuring more important than actionsactions are more important than measuring
small effectlarge effect
purpose to measure is a central controlpurpose to measure is to increase motivation

Some suggestions

Measure it by using Gallup – 12 questions how the situation it’s now

  • do you know what is expected of you at work?
  • do you have the materials and equipment to do your work, right?
  • at work, do you have the opportunity to do what you do best every day?
  • in the last seven days, have you received recognition or praise for doing pleasant work?
  • does your supervisor, or someone at work, seem to care about you as a person?
  • is there someone at work who encourages your development?
  • at work, do your opinions seem to count?
  • does the mission/purpose of your company make you feel your job is important?
  • are your associates (fellow employees) committed to doing quality work?
  • do you have a best friend at work?
  • in the last six months, has someone at work talked to you about your progress?
  • in the last year, have you had opportunities to learn and grow?
    • analyse the results in the department
    • involve everybody for taking the right actions
    • delegate everything to them
    • measure again
    • retrospective
    • test and adjust the method continuously using monthly retrospectives.

In the Employee Experience retrospective, you look back and think about how the method we can improve using the questions below:

  • what did we do well?
  • what should we keep doing?
  • what can we improve?
  • what can we stop doing?
  • what should we change?
  • what should we do?

Some (final) thoughts

Keep in mind

Other thoughts on this topic can be found here.

I’ll let you with some questions to think about Employee Experience:

  • which is the most important metric of an Employee Engagement metric?
  • are your customers thrilled about working with your company?
  • at what frequency are they using your services?

This article is part of a bigger topic called: Employee Engagement

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