Whoever does not feel well, be it physically or mentally, will have little fun and joy at work. Maybe you know it yourself: if you come to work with a headache your motivation drops and you long for the workday. There can be no talk of motivated and committed work. This alone shows the mutual interrelationships of the concepts Employee Experience vs. Employee Engagement. Feeling good at work is therefore a precondition for giving your all. In this article, we take a closer look at this issue and explain how to improve the Employee Experience as well as Engagement.

For some, these terms may be new. For others they are unclear. And yet others do not know the connections. This should not be the case, because understanding and implementing this elementary combination of both concepts could mean an enormous increase in productivity and profit for many companies. When companies invest in the Employee Experience, they achieve on average a 4x higher profit per employee. Jacob Morgan calculates this on the basis of statistical evaluations in his book “The Employee Experience Advantage“.

What do the terms Employee Experience and Employee Engagement mean?

Employee Experience

The management consultancy Deloitte defines it as follows: “The Employee Experience is the sum of all points of contact that an employee has with his or her employer, from the time of the application to the time of leaving the company”. The points of contact can be simplified to 5 basic areas.

5 basic areas of employee experience: People, Culture, IT, Workplace, Learning

Satisfied employees engage themselves more

Employee Engagement describes how much employees identify with their company and how much commitment they show at work. Motivated and engaged employees are the ones who generate new ideas and also have enough heart and soul to implement them for their company. These are the people who loyally and self-responsibly fight for their employer. However, real commitment usually only comes about when all employees show satisfaction at their workplace.

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How do you achieve the satisfaction of your employees?

By investing in, for example, new software solutions and tools to help employees work more effectively, efficiently and with greater motivation, a company can improve the digital experience in the workplace. As a result, employees feel more valued, satisfied and identify more with the company, resulting in a better overall work experience.

As a result of this investment in the Employee Experience, Employee Engagement increases as well. The staff members work with more ambition on their tasks and generate an increased turnover for the company.

A specific example for an investment in a software solution would be the “Employee Experience Toolkit” from abilitools. It supports limited and slightly handicapped employees to overcome obstacles in the internet and web applications and to enable barrier-free working.

It starts on a small scale

This was just one example of the many different ways to improve the Employee Experience and thus the Engagement. It is the sum of all efforts and investments in each of the 5 areas that make for an optimal result. Even small contributions can achieve a lot and lead to the desired success. It only is important to be aware of the importance of these concepts and try to actively promote them.

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