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You Can't Control Employee Engagement, But You Can Control Employee Experience

Employee engagement and employee experience are often viewed as one and the same, but they are actually two different concepts. Employee engagement is the emotional connection employees have to their work and company, while employee experience is the sum of all the interactions, conversations, and activities that shape how employees feel about their jobs. Although you can't control employee engagement, you can control employee experience. In this blog post, we'll explore the different ways you can improve your employee experience that will lead to higher employee engagement.

Defining employee engagement

Employee engagement is the level of commitment, dedication, and enthusiasm an employee has toward their job. It can be measured by an employee staying motivated, productive, and their willingness to give additional discretionary effort. Employee engagement is a key factor in the success of an organization, as it directly affects the overall productivity, morale, and retention of employees. An organization with engaged employees is more likely to succeed than one without, as engaged employees are more likely to stay in their positions and be more productive. While focusing on employee engagement is important, it is also something that organizations can't control - it really is up to each employee. That said, through the implementation of effective initiatives, businesses can create a more positive work environment for everyone.

The importance of employee experience

Much to their dismay, while organizations cannot control whether or not an employee is engaged, they can control the experience that they are providing to their employees. Whether or not these experiences are intentional (or not) is also up to the organization. Employee experience is a critical factor in employee engagement and overall job satisfaction. It encompasses three elements that shape how employees feel about their work and the organization they work for: meaningful work, the work environment, and organizational trust (click on the Employee Experience Model above for more detail).

It is critical for employers to recognize the importance of creating a positive employee experience. Fostering a supportive and encouraging environment can go a long way in increasing engagement, productivity, and loyalty among employees. Investing in your employees is also essential for the success of any organization. Employers must be intentional in providing employees with an experience that is meaningful and enriching. This can include initiatives such as mentorship programs, flexible work schedules, comprehensive benefits packages, and learning and development opportunities. Employers should also create an environment that encourages collaboration and dialogue between employees and management. By making employees feel supported and appreciated, employers can foster a culture of engagement and loyalty within the workplace.

The difference between employee engagement & employee experience

Employee engagement and employee experience are two concepts that are often confused with one another. While they are related, they are distinct and it’s important to understand the difference between them in order to create a healthy work environment.

Employee engagement refers to the level of enthusiasm and commitment a person has for their job. It is the degree to which a person is emotionally attached to their organization and motivated to do their best work. It’s about how connected people feel to their jobs and how much discretionary effort they put into their work.

Employee experience, on the other hand, is about the day-to-day experience of working at an organization. It encompasses everything from the physical workspace to shared behavioral norms to role clarity. It is about creating an environment where people feel like they belong and that their expectations (of the organization) are aligned with reality.

The key difference between employee engagement and employee experience is that employee engagement is driven by individual attitudes, while employee experience is something that an organization can actively shape.

An organization can’t control how engaged its employees feel, but it can design a workplace culture and construct systems that promote engagement. On the other hand, an organization can actively design a positive employee experience through intentional actions like creating an inviting physical space, investing in technology and tools that make work easier, and offering fair compensation and benefits.

How to improve employee experience

The key to improving employee experience lies in being intentional. This means being deliberate about providing employees with the necessary tools and support to help them do their job better at every step along the way. In addition, it is about fostering an open culture of communication and feedback (and then acting on that feedback).

Here are five ways to be more intentional with the experience you are providing your employees (click on each item to learn more):


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