Employee experience

Measure and improve your employees’ workplace experience.

Do you want to drive higher performance and attract and retain the best people by improving your employee experience (EX)? With employee engagement remaining largely static, to really ‘move the dial’ you may need to look beyond engagement. We can help you do this with employee experience surveys that measure how your people are feeling in a more holistic way, right across the employee lifecycle. This will give you a thorough understanding of the key components making up the EX. From here you’ll be guided on exactly where to act to address problem areas for your business in order to enhance performance individually and collectively.

The employee experience conundrum

Informal group of employees in discussion

We’ve seen first-hand with a number of organisations a rise in engagement survey scores and generally ‘good’ levels of engagement coinciding with issues such as high staff turnover or poor performance. This jarring picture hints at a survey not showing the full picture. To bring this to life more, here are some specific challenges you may find with ‘engaged’ employees:

  • They get frustrated when discretionary effort is scuppered by a lack of resources to do their job well (poor enablement)
  • They don’t feel trusted when their voices fall on deaf ears, or if micro-management prevents them making decisions (poor empowerment).

Want to discuss how to improve your employee experience?

Our employee experience solutions

EX3 model of employee experience

You can broaden the focus of your employee experience survey by using our EX3 model. Grounded in academic research informed by our 30-plus years in the field of employee research, this ensures your survey looks across three key elements – enablement, empowerment and engagement.

As part of this approach, we’ll help you to:

  • Measure your employee experience by devising three indices in your survey questionnaire
  • See clearly how your employees are feeling and where any frustrations or blockers lie
  • Look at what is statistically having the biggest impact on all three of these components
  • Direct your managers to actions based on key findings.

All three elements need to be working well (and at good levels) to achieve successful outcomes. But measurement alone isn’t enough, you need to go beyond the numbers to identify key areas where action is needed. We will help you do this too, guiding you to implement a programme of follow-up geared to have the greatest impact on each area.

We are trusted by lots of top companies

Taylor Wimpey
Ofcom
Cancer Research UK
Starbucks
BP

As well as the flexibility of the ETS 360 tool, what we’ve come to value most is how responsive and helpful their team is – working with them feels like a real partnership.

Director – Organisational Development & Talent, Penguin Random House

Our other products & services

Related resources

From employee engagement to employee experience

This white paper looks at the latest research underpinning the need to look at employee experience more holistically, and introduces our EX3 model.

How M&S is building an excellent employee experience

Find out how we’ve supported M&S with their global employee survey and hear some of the secrets of their success in engagement.

“How can we improve our employee experience?”

What sets apart the very best employers? Arguably, it is a great employee experience. We look at what characterises this as well as a case study example from pioneers Airbnb.

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