Design an employee experience fit for the new shape of work

The challenge of creating a compelling employee experience isn’t new, but it’s certainly complex. A multifaceted subject with many intertwining entry points, it connects data, tools and a deep understanding of employees, culture, and both physical and nonphysical work environments.

Recent events have complicated matters. Employees are reconsidering their priorities and expectations, and people are increasingly looking to make work fit with life, rather than the other way around. This is welcoming in the next leap in the employee value proposition, characterised by a move from the “thrive contract” — employees and employers focused on well-being needs, including purpose, equity and impact — to the “lifestyle contract,” in which employers and employees are focused on getting a fair deal. People want to feel fulfilled through choice, connection and contribution.

The emerging lifestyle contract calls on companies to adapt their employee experience strategies — the intersection of their employees’ expectations, environments (culture, coworkers, leaders, processes, technology, workspaces) and events (both work and life). Are companies succeeding? Based on our 2024 Global Talent Trends  study, even though 82% of employees express satisfaction in their current positions, nearly one-third of them still intend to depart this year. Surprisingly, Gen Z individuals appear to be the most content (85%) when compared to Boomers, who stand at 73%. However, both groups are equally inclined to consider leaving (35%). 

One-third of companies are changing their policy to embrace a flexible working philosophy, with 70% embracing flex working —the top reason? To drive productivity. Conversely, those driving more onsite attendance do so to ensure more opportunities to learn corporate behaviours. There’s no one-size-fits-all approach to work arrangements, and getting flexibility right seems to be an ongoing conversation.

A deep understanding of the employee will not be enough. This year, the percentage of energised employees is at an all-time low. Creating an employee experience that energises people will be critical, and as many organisations undergo transformation, marrying the transformation agenda with improving the employee experience can hold the keys to sustainable growth. For example, by designing meaningful work to engage and retain people and creating “space” to focus on the employee experience.

Take this moment of profound change to make strides in improving the employee experience using design thinking and bringing your employees in focus.

Designing an employee experience focused on the individual is key to creating an enduring relationship, and no one is better placed to shape the employee experience than employees themselves. Mercer’s employee-led approach enables organisations to create a holistic roadmap and ensure employees have a curated, consumer-grade experience throughout their journeys by:

1. Understanding employees’ diverse wants, needs and pain points 
2. Understanding the end-to-end journey through the employee lens
3. Designing for targeted interaction with impactful experiences during moments that matter

Our approach is research driven and collaborative and uses Mercer consultants around the world and across a breadth of people-topics — whether talent, rewards, communication, engagement programmes or HR processes. We work with you to tell your story to provide an employee experience across the full spectrum of your organisation, prioritise your goals and develop a pragmatic roadmap.