We can’t go anywhere without hearing about Employee Experience. I’ll be the first to say it should be the obsession and absolute priority of HR. But let’s resist the urge to play buzzword bingo with the new darling term of HR. Let’s not ruin the term ‘Experience’ and the opportunity we have to truly create it.

SO WHAT DOES IT MEAN?

If you can’t measure it, it doesn’t matter. And you need to define a vision for experience in order to effectively measure it. So what does an improved and effective Employee Experience mean to your organization? It’s more than better cafeteria food or offering a company gym or richer healthcare. I hope it has everything to do with a frictionless digital experience that allows people to more effectively do the things they were hired to do. Unless they were hired to perform HR, finance, or IT tasks, they have no business doing them.

Be careful about overusing or casually applying the term Experience. It’s special. It’s critical. It’s important to flip the script in HR – HR technology isn’t for HR any longer, it’s for the workforce. And workforce tools should be easy, frictionless, seamless, and useful. They should drive value. THAT’s where you start defining experience. When you bring Experience to life in those terms, measuring it becomes clear.

Employee Experience is singular, holistic, and requires continuous innovation. Those are your lenses through which to view your digital transformation opportunity.

Hear more about Experience in this #LeapNow moment; we’d love to hear your vision!