Employee experience

Employee experience was already a trending topic before the pandemic.

However, the pandemic caused people to rethink their priorities and has brought organizations and people closer together. The three over-arching aspects of employee experience — employee expectations, the environment and moments that occur in an employee’s journey — have not changed, but the pandemic brought new questions into focus:

How to make flex working work
How to hire, onboard and manage/coach employees with a dispersed or virtual workplace
How to work, collaborate and communicate in distributed or virtual networks
How to move from offering well-being policies to actively partnering with employees in their health and wellness
How to create a frictionless digital work environment to ensure new technology supports work rather than hindering it — and that people enjoy interacting with the technology

Managing the employee experience just got more nuanced. In an increasingly employee-centric market and a world offering highly personalized experiences, more and more people want to tailor their own work and craft schedules that work for them.

People no longer want to work for a company; they want to work with them. This signals an urgent need to differentiate the employee experience to attract and retain top talent — 85% of companies are co-creating employee experiences with their people (GTT 2022).

Co-creation is an important aspect as employees’ work-related needs and desires vary based on their:

Gender
Generation
Job level
Caregiving status

And their needs and experience are not constant; shifting as different parts of an employee’s life change — work, personal, financial, and health and well-being. Considering the whole person and dynamically adjusting to employee needs requires a strategic yet nuanced approach. It also requires gaining actionable insights on an ongoing basis, at the right time. This is just one key dimension to building a stronger workforce and a human-centered, technology-enabled, consumer-grade employee experience.

The employee experience rests between environmental factors such as culture, people and leaders, programs and processes, work, and technology AND events such as life events, career events, and organization events.

How can you create a personalized employee experience that people crave?

High-performing employees want their employee experience to be:

Enriching
Efficient
Embracing
Empathetic

But a one-size-fits-all approach won’t work. Having a robust strategy and governance framework, employee listening and data insights, capabilities and communications, and digital tools in place to support a personalized employee-experience will be key. Doing this can create a competitive advantage. Our research shows that agile companies are twice as likely to say they have made great inroads in creating, and continue to experiment with, a positive employee experience (Global Talent Trends 2022) — one that is aligned with the employee value proposition and digital transformation ambitions.

Mercer can help you create a personalized, technology-enabled and consumer-grade employee experience with:

Employee listening
Employee value proposition strategy
total rewards assessment and design (including rewards, benefits and wellness)
Employee communications
Flexible working strategies
Design-thinking workshops
Technology implementation
Persona and journey mapping
Organizational culture assessments

How far along are you in shaping a compelling and personalized employee experience? Mercer can support you in understanding your employees’ needs and drive positive business outcomes by:

We work with you to build compelling employee value propositions and strategic employee listening programs that combine deep knowledge, expertise and effective methodologies with data and agile technology.

More than just data, dashboards and reports — we deliver integrative analytics and insights for action and align them to your people strategy.

Our dynamic design-thinking strategies empower leaders, managers and human resources (HR) to drive positive change.

We work with you to develop a roadmap that integrates existing and new value-adding initiatives.

Why use Mercer’s employee experience solutions?

Our experts have the tools, deep knowledge and experience to evolve your employee experience strategy and your supporting engagement, employee value proposition, total rewards and communications programs. Combining Mercer’s deep research with the latest insights from the science of employee engagement and communications, our experts help craft and deliver strategic programs and roadmaps that enhance the employee experience and drive improved performance.

We offer advisory capabilities and technologies that span all aspects of the employee experience. Our global reach includes 130 countries, 80 languages and a wide network of local consultants.

Employee experience design

We use design thinking methods combined with insights drawn from quantitative and qualitative data to define and shape solutions to better meet your peoples’ needs and bring out the best in them.
Employee listening

We capture people insights with tailored solutions, from our annual census and pulse surveys to continuous listening, digital focus groups and preference research.
Employee communication

Mercer’s employee communications solutions help companies make meaningful connections with employees about their careers, benefits and well-being — wherever they are, on any device.
Employee value proposition

We support clients design differentiated employee value propositions to attract and retain talent.
Flexible working

Mercer has proven experience in helping organizations create flexible working strategies to transition from fixed to hybrid structures.
Diversity, equity and inclusion solution

Mercer partners with clients to grapple with issues of fairness, from fair pay to the way talent is managed.
Talent strategy

Mercer’s talent strategy solutions help companies make best-in-class decisions to attract, retain, and grow talent.

A fundamental change in people’s values is underpinning a structural shift in the labor market. Organizations now have a moment of profound opportunity to pick up the tools of empathy honed during the pandemic — and carve a new way of partnering that is more relatable and, ultimately, more sustainable.

Kate Bravery

Global Leader of Advisory Solutions & Insights, Mercer

Introducing our employee experience team

Get in touch with our employee experience team

Mercer Marketing Form

This event has not started.

This event is no longer accepting registrations.

This event has ended.

All fields marked with a * are required

First name:

Last name:

Work email address:

Phone number:

Company name:

Country/Location:

Province/Territory:

First name (local language):

Last name (local language):

City:

Job title:

Job level:

Job function:

Tell us about your business needs:

For further details about how we will process the information you have provided above, please see our Privacy policy.

UTM Source

UTM Medium

UTM Campaign

UTM Content

Download (PDF) now

Reframing competitive employee experience

It’s time to reframe the employee experience