The good thing is that, as researchers, we can use similar tools to explore ...

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Work as we did in the previous contexts, always remembering, however, how different the experience of an employee is to that of a customer – it is more intense. , is often more emotionally involved, extended over time. Whether we like it or not, work is part of our lives. What can go wrong if you are not careful We believe in the value of the employee experience, but only if it is properly researched. And here, as you probably already suspect, is where things get complicated. Based on what we've seen and our understanding of the topic, below we share just a few of the many things that can go wrong in the process.

The employee experience as a new way of working on company public relations... and not doing anything new Starting with the basics: In recent years, employee experience has become a buzzword. Many companies want to be associated Brazil Mobile Number List with it because it is fashionable and shows that you really care and are a good employer. However, it's one thing to say you take employee experience into account and quite another to actually do it. Sometimes companies claim to be in touch with the needs of their workers, but then it turns out that they focus on organizing flashy events and at the same time do not deal with the aspects that really impact their daily lives, such as internal conflicts, salaries unfair or lack of opportunities to grow.



Fun attractions, like a two-day trip to a theme park (True story!), can help, but as Jacob Morgan says, they're like a shot of adrenaline that will wear off before you know it. Employees must be continually listened to, and there is a wide range of methods to do so, apart from the "classic" annual survey. Track commitment, not experience While tracking your employee engagement can be very beneficial and gives insight into how people feel working at your company, it often doesn't explain the root of the problem. Only in-depth research can give us detailed answers about what is behind the figures extracted from the engagement survey. If you want to know not only how employees perceive their work, but also why, you may want to invest more time in interviews, focus groups, and regular feedback sessions with employees.