Employee Experience refers to the sum of all interactions, perceptions, and feelings an employee has with their organization throughout their employment journey, from recruitment to exit. It encompasses workplace culture, physical environment, tools and technology, work-life balance, and professional development opportunities, all of which impact an employee's satisfaction, productivity, and overall well-being at work.
An absenteeist is an employee who habitually or frequently misses work without valid reasons or proper notification, often leading to decreased productivity and increased strain on other team members.
Accessibility in Employee Experience refers to the design and implementation of workplace environments, technologies, and practices that ensure all employees, regardless of their abilities or disabilities, can fully participate in and contribute to the organization.
Actively disengaged employees are workers who are not only unhappy or unsatisfied with their jobs but also act out their dissatisfaction in ways that negatively impact their work, colleagues, and the organization as a whole.
ADA Compliance in Employee Experience refers to adhering to the Americans with Disabilities Act (ADA) standards to ensure equal opportunities and accessibility for employees with disabilities in the workplace.
Advocacy groups in employee experience are organized teams or committees within an organization that champion specific causes, interests, or improvements related to the workplace environment and employee well-being.
Alumni Experience refers to the ongoing relationship and engagement between an organization and its former employees after they have left the company. It encompasses the strategies, programs, and interactions designed to maintain positive connections with ex-employees, leveraging their knowledge, networks, and goodwill for mutual benefit.
The Americans with Disabilities Act (ADA) is a comprehensive civil rights law that prohibits discrimination against individuals with disabilities in various aspects of public life, including employment. It requires employers to provide reasonable accommodations to qualified employees or job applicants with disabilities, ensuring equal opportunities and access in the workplace.
Analytics in Employee Experience refers to the process of collecting, analyzing, and interpreting data related to various aspects of an employee's journey within an organization to gain insights and make data-driven decisions to improve the overall employee experience.
An archetype in employee experience is a typical example or model of a specific type of employee, representing common characteristics, behaviors, and needs within an organization.
An Assumption Map in Employee Experience is a visual tool used to identify, document, and validate assumptions about employees' needs, preferences, and behaviors throughout their journey with an organization.
Employee attrition is the gradual reduction in the number of employees in an organization over time, typically due to voluntary resignations, retirements, or other reasons for leaving that are not initiated by the employer.
Autonomy in employee experience refers to the degree of freedom and independence given to employees in making decisions about their work, including how, when, and where they perform their tasks.
Candidate experience refers to the overall perception and feelings a job applicant has during the entire recruitment process, from initial job search to onboarding.
Career development is the ongoing process of managing your learning, work, and transitions to move toward a personally determined and evolving preferred future.
A Chief Employee Experience Officer (CEEO or CEXO) is a senior executive responsible for overseeing and enhancing the overall employee experience within an organization. This role focuses on creating a positive work environment, improving employee engagement, and aligning the company's culture with its business objectives.
Co-creation in employee experience refers to the collaborative process where employees and management work together to design, develop, and implement workplace initiatives, policies, and practices that enhance the overall employee experience.
Corporate culture refers to the shared values, beliefs, attitudes, and practices that characterize an organization and guide the behavior of its employees.
Corporate values are the fundamental beliefs and principles that guide an organization's behavior, decision-making, and overall culture. They represent the core ethics and standards that shape how a company operates and interacts with its employees, customers, and stakeholders.
Corporate wellbeing refers to the holistic approach organizations take to promote and support the physical, mental, and emotional health of their employees. It encompasses a range of programs, policies, and initiatives designed to enhance employee wellness, job satisfaction, and overall quality of life within the workplace.
Cultural Intelligence (CQ) is the ability to understand, appreciate, and effectively interact with people from different cultural backgrounds in various social and professional settings.
Design Thinking in Employee Experience is a human-centered approach to problem-solving that focuses on understanding and addressing the needs, challenges, and desires of employees to create innovative solutions that enhance their work life.
A Digital Working Environment is a comprehensive digital ecosystem that integrates various tools, platforms, and technologies to support employees in performing their work tasks efficiently and collaboratively, regardless of their physical location.
Diversity in the workplace refers to the variety of differences between people in an organization, including but not limited to race, ethnicity, gender, age, religion, disability, sexual orientation, education, and national origin.
Diversity and Inclusion (D&I) in the workplace refers to creating an environment where all employees, regardless of their differences, feel valued, respected, and have equal opportunities to contribute and succeed.
A Diversity Report is a comprehensive document that provides data and analysis on the demographic composition of an organization's workforce, including factors such as race, gender, age, disability status, and other relevant characteristics. It aims to measure and track progress in diversity and inclusion efforts within a company.
Employee benefits are non-wage compensation provided to employees in addition to their regular salaries or wages. These perks are designed to attract, retain, and motivate employees while improving their overall well-being and job satisfaction.
Employee burnout is a state of physical, emotional, and mental exhaustion caused by prolonged exposure to high levels of job stress. It often results in reduced productivity, decreased job satisfaction, and potential health issues.
Employee centricity is an organizational approach that places employees at the core of business strategies and decision-making processes, prioritizing their needs, well-being, and growth to create a positive work environment and drive overall business success.
An Employee Centric Mindset is an approach in which organizations prioritize their employees' needs, experiences, and well-being as a core business strategy. This mindset focuses on creating a positive work environment that fosters engagement, productivity, and loyalty among employees.
Employee empowerment is a management approach that gives employees the authority, responsibility, and resources to make decisions and take actions in their work environment. It involves delegating power to employees, encouraging autonomy, and fostering a sense of ownership over their roles and responsibilities.
Employee engagement refers to the emotional commitment and connection that employees have towards their work, their organization, and its goals. It's the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.
Employee Engagement vs Workplace Experience are two related but distinct concepts in the realm of Employee Experience. Employee Engagement refers to the emotional commitment and connection an employee has to their organization and its goals, while Workplace Experience encompasses the overall physical, cultural, and technological environment in which employees work.
Employee Experience refers to the sum of all interactions, perceptions, and feelings an employee has with their organization throughout their employment journey, from recruitment to exit.
Employee feedback is the process of gathering and sharing information about an employee's performance, behavior, or experiences within the workplace. It involves both giving and receiving constructive input to improve individual and organizational effectiveness.
Employee Journey Mapping is a strategic process that visualizes and analyzes an employee's entire experience with an organization, from recruitment to exit, to identify key touchpoints, pain points, and opportunities for improvement in the employee lifecycle.
The employee lifecycle refers to the stages an employee goes through during their time with an organization, from recruitment to exit. It encompasses all the experiences and interactions an employee has with their employer throughout their tenure.
The Employee Life Cycle is a model that describes the various stages an employee goes through during their time with an organization, from recruitment to exit.
Employee motivation refers to the level of energy, commitment, and creativity that employees bring to their jobs. It's the driving force that encourages workers to perform at their best and achieve both personal and organizational goals.
Employee Net Promoter Score (eNPS) is a metric used to measure employee satisfaction and loyalty within an organization. It is based on a single question that asks employees how likely they are to recommend their workplace to others on a scale of 0-10.
An employee persona is a fictional, generalized representation of an ideal employee or a specific segment of your workforce. It is based on data and research about existing employees and helps organizations better understand and cater to the needs, goals, and behaviors of different employee groups.
Employee productivity is a measure of how efficiently and effectively employees perform their work tasks, contributing to the overall output and success of an organization.
An Employee Pulse Survey is a short, frequent questionnaire designed to quickly gauge employee sentiment, engagement, and satisfaction within an organization. It provides real-time insights into the workforce's mood and helps identify areas for improvement in the employee experience.
Employee recognition is the act of acknowledging and appreciating employees for their contributions, efforts, and achievements in the workplace. It involves providing positive feedback, rewards, or other forms of appreciation to motivate and engage employees.
Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with organizational mission, values, goals, business practices, and objectives.
Employee retention refers to an organization's ability to keep its employees and reduce turnover. It involves strategies and practices aimed at creating a positive work environment that encourages employees to remain with the company for an extended period.
Employee satisfaction is the measure of how content and fulfilled employees are with their jobs, work environment, and overall experience within an organization.
An Employee Satisfaction Survey is a tool used by organizations to measure and assess the level of contentment and engagement among their workforce. It typically consists of a series of questions designed to gather feedback on various aspects of the work environment, job roles, and company culture.
Employee Self Service (ESS) is a digital platform or portal that allows employees to access and manage their personal information, work-related tasks, and HR services independently, without direct assistance from HR personnel.
An Employee Value Proposition (EVP) is a unique set of benefits and rewards that an organization offers to its employees in return for their skills, capabilities, and experience. It encompasses everything an employer provides to its workforce, including compensation, benefits, career development opportunities, work environment, and company culture.
Employee wellbeing refers to the overall physical, mental, and emotional health of employees in the workplace. It encompasses various aspects of an individual's work life, including job satisfaction, work-life balance, stress management, and access to resources that support their health and happiness.
Employer branding is the process of creating and promoting a company's reputation as an employer of choice to attract, engage, and retain top talent.
Employee engagement refers to the emotional commitment and connection an employee has to their organization and its goals. It's the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.
An engagement survey is a tool used by organizations to measure and assess the level of employee engagement, satisfaction, and commitment within the workplace.
Equity in employee experience refers to the fair and impartial treatment of all employees, ensuring equal access to opportunities, resources, and support within an organization, regardless of their background, identity, or circumstances.
Experience Design in Employee Experience is the strategic process of creating and shaping positive, meaningful interactions and touchpoints throughout an employee's journey within an organization. It focuses on understanding employee needs, preferences, and pain points to design intentional experiences that enhance satisfaction, engagement, and overall well-being in the workplace.
An Experience Layer in Employee Experience is a digital interface or platform that integrates various HR systems and tools to provide a seamless, personalized, and user-friendly experience for employees throughout their journey with an organization.
Experience Maturity refers to the level of sophistication and effectiveness of an organization's approach to managing and improving employee experiences throughout the employee lifecycle.
Experience Principles are guiding values or standards that organizations use to shape and improve the overall employee experience. These principles serve as a framework for decision-making and help ensure consistency in creating positive interactions throughout an employee's journey with the company.
An extrovert in the workplace is an employee who gains energy from social interactions, thrives in team environments, and tends to be outgoing and talkative. They often prefer collaborative work settings and are comfortable expressing their ideas openly.
Feedback in Employee Experience refers to the process of gathering, sharing, and acting upon information from employees about their work environment, job satisfaction, and overall experience within the organization.
Flexible working is an arrangement that allows employees to have more control over when, where, and how they work, deviating from traditional fixed schedules and locations.
Implicit bias refers to unconscious attitudes or stereotypes that affect our understanding, actions, and decisions in the workplace, often without our awareness.
Inclusion in Employee Experience refers to creating a work environment where all employees feel valued, respected, and have equal opportunities to contribute and succeed, regardless of their background, identity, or characteristics.
Intersectionality in Employee Experience refers to the understanding and recognition that employees have multiple, overlapping social identities (such as race, gender, age, disability, and sexual orientation) that interact to create unique experiences, challenges, and opportunities in the workplace.
An introvert in the workplace is an employee who tends to gain energy from solitude and quiet reflection, often preferring to work independently or in small groups. They may find social interactions draining and require time alone to recharge.
Invisible disabilities are physical, mental, or neurological conditions that are not immediately apparent but can significantly impact an employee's work life and overall experience in the workplace.
Microaggressions are subtle, often unintentional behaviors or comments that communicate hostile, derogatory, or negative attitudes toward marginalized groups in the workplace.
A mobile employee is a worker who performs their job duties from various locations, often using mobile technology, rather than being confined to a traditional office setting.
Moments That Matter in Employee Experience are significant events or interactions throughout an employee's journey with an organization that have a profound impact on their engagement, satisfaction, and overall perception of the company.
Onboarding is the process of integrating new employees into an organization, providing them with the necessary information, tools, and resources to become productive and engaged members of the team.
The onboarding process is a structured series of activities and procedures designed to integrate new employees into an organization, familiarizing them with their roles, company culture, and work environment.
Organizational culture is the shared values, beliefs, attitudes, and practices that characterize the atmosphere and behavior within a company or organization. It shapes how employees interact, make decisions, and perform their work.
A pain point in employee experience refers to any specific problem, frustration, or challenge that employees face in their work environment, which negatively impacts their satisfaction, productivity, or overall experience within the organization.
Performance management is a continuous process of evaluating, improving, and developing employee performance to align with organizational goals and enhance overall productivity.
A persona in employee experience is a fictional character that represents a specific group of employees within an organization, based on shared characteristics, behaviors, and needs.
Presenteeism is the practice of employees coming to work despite being physically or mentally unwell, resulting in reduced productivity and potentially negative impacts on both the individual and the organization.
A pulse survey is a short, frequent employee feedback tool used by organizations to quickly gauge employee sentiment, engagement, and satisfaction on specific topics or issues in real-time.
Purpose in Employee Experience refers to the sense of meaning and significance that employees derive from their work, aligning their personal values and goals with the organization's mission and objectives.
A recruitment funnel is a structured approach to the hiring process that visualizes the journey of potential candidates from initial awareness to final job offer, helping organizations streamline their recruitment efforts and improve hiring outcomes.
Remote work is a flexible work arrangement that allows employees to perform their job duties from locations outside of a traditional office environment, typically from home or other remote locations, using technology to stay connected with their team and complete tasks.
Remote working is a flexible work arrangement that allows employees to perform their job duties from locations outside of a traditional office environment, typically from home or other remote locations, using technology to stay connected with their team and organization.
Employee retention refers to an organization's ability to keep its employees and reduce turnover. It involves strategies and practices aimed at creating a positive work environment that encourages employees to remain with the company for an extended period.
Reward Recognition is a strategic approach within employee experience that acknowledges and appreciates employees' efforts, achievements, and contributions through various forms of rewards, both monetary and non-monetary.
Talent management is a strategic approach to attracting, developing, and retaining skilled employees to meet an organization's current and future needs.
A touchpoint in employee experience refers to any interaction or point of contact between an employee and their organization throughout their employment journey. These interactions can be physical, digital, or emotional and significantly impact an employee's perception of their workplace.
Employee turnover refers to the rate at which employees leave an organization and are replaced by new hires over a specific period. It's a key metric in human resources that measures workforce stability and can indicate employee satisfaction and organizational health.
Work-life balance refers to the equilibrium between an employee's professional responsibilities and personal life, ensuring that work demands do not overshadow personal time, health, and well-being.
Workplace culture refers to the shared values, beliefs, attitudes, and practices that characterize the environment and atmosphere of an organization. It encompasses how employees interact, make decisions, and approach their work, shaping the overall employee experience.
