Employee experience management continues to be a key focus for HR teams, and for good reason! By thoughtfully shaping the employee experience, you can attract top talent, boost retention, and get the best out of your team in terms of engagement and productivity. Some great areas to focus on include recruitment, recognition and rewards, wellness programs, and fostering open communication across the organization.

Employee experience has a powerful impact on overall performance. According to Gallup’s 2023 Employee Engagement Survey, only 33% of U.S. workers feel actively engaged at work. However, companies that prioritize the employee experience typically see lower absenteeism, reduced turnover, higher productivity, and better profitability.

So, is employee experience still a top priority for your HR team?

A 2023 survey from the Society for Human Resource Management found that 46% of HR professionals ranked employee experience as their first or second most important concern. While that’s encouraging, it also shows there’s room for growth. Recognizing the value of a positive employee experience and making smart investments in it can have a lasting impact on your team and business.

The employee experience encompasses all the interactions, emotions, beliefs, and sense of purpose an employee develops throughout their time with an organization. It starts from the very first touchpoint, such as when they engage with a recruiter or see a job posting, and continues through their daily work life, team interactions, and even their departure.

For example, an employee’s experience is shaped by everything from the clarity of communication during the interview process to how supported they feel during onboarding, how recognized they are for their contributions, and whether they feel aligned with the company’s mission. Every step of the way, these experiences influence their overall engagement and satisfaction at work.

Take a closer look at your job postings, interviews, candidate communication, offers, and onboarding processes.

Each of these steps is a chance to enhance the employee experience. For instance, Gallup reports that less than half of American workers clearly understand what’s expected of them on the job. Setting clear expectations and goals early on helps build a strong foundation for ongoing employee engagement.

To design a great employee experience, it’s important to focus on what truly matters to employees today. As many organizations are encouraging people to return to the office after the pandemic, it’s essential to remember that flexibility is still a top priority.

In 2024, providing and improving flexible work options, such as remote work, is more important than ever. The global shift during the pandemic showed that many employees can be just as productive, if not more so, when given the freedom to work outside a traditional office setting. Flexibility has become a key factor in attracting and retaining top talent, especially as employees now expect a better work-life balance. For example, hybrid models, where employees split time between home and the office, are becoming more common. Some companies are even offering full-time remote options or allowing workers to set their own schedules. These flexible arrangements not only help employees manage personal commitments but also lead to higher job satisfaction, reduced burnout, and improved overall productivity.

Psychological safety means feeling comfortable to speak up, share ideas, or ask questions without worrying about being judged or punished. It’s about knowing that you can take risks, admit mistakes, and be your authentic self at work. This kind of environment is key to creating a great employee experience because it builds trust and encourages open communication. When people feel safe to voice their thoughts, it leads to better collaboration, more creative problem-solving, and stronger teamwork. Plus, employees who feel heard and valued are more engaged and motivated, which ultimately makes the whole organization more successful. Creating a culture of psychological safety helps everyone thrive, making work a more enjoyable and productive place to be.

Creating a psychologically safe environment that prioritizes employee mental health and wellness is crucial for fostering a positive workplace culture. When employees feel safe to express their concerns, seek help when needed, and take care of their mental well-being without fear of judgment or repercussions, they are more likely to stay engaged and perform at their best. Supporting mental health can take many forms, from offering comprehensive wellness programs and mental health days to providing access to Employee Assistance Programs (EAPs) and other resources. Open communication about mental health and stress management also helps reduce stigma, encouraging employees to use these resources. Ultimately, a workplace that actively supports mental well-being creates a more resilient, productive, and loyal workforce.

Transparency at work is all about open and honest communication, where employees are kept informed about important decisions, goals, and challenges within the company. When leadership is transparent, it creates trust between employees and management, making people feel more connected to the bigger picture. Employees who understand the "why" behind decisions are more likely to feel valued and included, which leads to higher engagement and a stronger sense of purpose. In a transparent environment, there’s no guessing game about what's happening within the company, which helps reduce anxiety and uncertainty, contributing to a more positive employee experience.

For example, a company might hold monthly town hall meetings where leaders share updates on company performance, upcoming changes, or key business goals. During these meetings, employees are encouraged to ask questions and share feedback, and leadership is open about both successes and areas where the company can improve. This level of transparency shows employees that their input matters and that they are part of a team working toward common goals. It fosters a culture of trust and openness, which ultimately makes employees feel more engaged and motivated to contribute to the company’s success.

The responsibility for creating a great employee experience doesn’t fall on just one person or department—it’s a shared effort across the entire organization. However, HR often plays a leading role in shaping policies and programs that impact employee well-being, such as recruitment processes, onboarding, and professional development opportunities. HR departments design frameworks that influence the company culture, ensuring that employees feel supported and engaged from day one. For example, in smaller companies, HR might collaborate closely with leadership to ensure that individual needs are met and that there’s a personal touch in employee development and recognition programs.

In larger organizations, the responsibility for the employee experience is typically more distributed. While HR still plays a central role, managers and team leaders also have significant influence. They interact directly with employees on a day-to-day basis, so they are key players in fostering a positive experience. These leaders are responsible for creating an inclusive, supportive environment where team members feel valued. For instance, a mid-sized company might implement manager training programs that teach leadership to give constructive feedback, recognize employee achievements, and encourage open communication to build trust and engagement within their teams.

Ultimately, employees themselves also play a role in their own experience. While leadership and HR can create the framework for a positive work environment, individual employees contribute by engaging with the opportunities provided, offering feedback, and participating in the company’s culture. In a larger enterprise, for example, employees might be encouraged to join committees or workgroups that focus on diversity and inclusion, workplace wellness, or innovation. These initiatives empower employees to take ownership of their own experience and help shape the culture in ways that benefit everyone.

Measuring the employee experience is essential to understanding how engaged and satisfied employees are, and it can provide valuable insights into areas that need improvement. One of the most common methods is through employee engagement surveys. These surveys allow companies to gather feedback on key aspects such as job satisfaction, work-life balance, and feelings of support. They can include specific questions about communication, leadership, growth opportunities, and company culture. By regularly conducting these surveys, businesses can track trends over time and identify areas where employees feel disconnected or underappreciated.

Another way to measure the employee experience is through one-on-one check-ins and stay interviews. These conversations between managers and employees help uncover deeper insights that surveys might miss. For example, managers can ask employees about their current challenges, what motivates them, and what would make them feel more engaged in their roles. This personalized feedback not only helps improve the individual’s experience but also allows companies to identify broader trends and potential gaps in their employee support systems. A company could implement regular quarterly check-ins to ensure ongoing communication and track progress in key areas.

To positively impact the employee experience, companies can take concrete actions based on the feedback they receive. For instance, if surveys indicate that employees are feeling overwhelmed by workload, a company might consider offering additional mental health days or reevaluating workloads and staffing needs. If employees express a desire for more career development opportunities, creating mentorship programs or offering training courses could make a big difference. By listening to employees and taking actionable steps, businesses show that they value their workforce, which leads to higher engagement, better retention, and a more positive overall employee experience.