Space, Technology and Culture to stand for Employee Experience, hm?! True, those factors are there, but to claim with so much "passion" that those create Employee Experience 100%, well, no. Our experience exists between two extremes: worst case scenario and ideal scenario with an infinite set of options in between the two. Simon Wardley used five elements: Purpose, Landscape, Climate, Doctrine & Leadership. Chip Conley uses three growth pyramids with a heart process between those: Employee, Customer, Investors. Business/Change maturity levels, Maxwell's 5 Leadership levels etc affect evolve our competencies, confidence, capacity, capabilities and so on. At any point in time we value: relevance, clarity, transparency, mastery, alignment, connection, organisation, structure, flow, elimination of constraints/creating leverage, frequent finishing/sense of achievement, support in terms of quality, safety, risk, trust, respect etc.
Hey Jacob, thank you for this! I totally agree with the points discussed. I'd love to deliver a version of this in my upcoming employee experience talk. Please allow me to borrow the equation, which I will expound using my own understanding.
DO YOU EVER GET ASKED TO SHARE YOUR HANDS-ON EXPERIENCE MANAGING A LARGE ORGANIZATION'S EMPLOYEE EXPERIENCE AND WHAT THE RESULTS WERE AND HOW THEY WERE MEASURED?
I read your book, “Employee Experience Advantage” that tremendously helped me with my Master’s thesis in HRM. Thank you, Jacob Morgan!
So cool thank you!
Wow. Such a valuable session. Thank you
Thank you
Space, Technology and Culture to stand for Employee Experience, hm?! True, those factors are there, but to claim with so much "passion" that those create Employee Experience 100%, well, no.
Our experience exists between two extremes: worst case scenario and ideal scenario with an infinite set of options in between the two.
Simon Wardley used five elements: Purpose, Landscape, Climate, Doctrine & Leadership.
Chip Conley uses three growth pyramids with a heart process between those: Employee, Customer, Investors.
Business/Change maturity levels, Maxwell's 5 Leadership levels etc affect evolve our competencies, confidence, capacity, capabilities and so on.
At any point in time we value: relevance, clarity, transparency, mastery, alignment, connection, organisation, structure, flow, elimination of constraints/creating leverage, frequent finishing/sense of achievement, support in terms of quality, safety, risk, trust, respect etc.
Hey Jacob, thank you for this! I totally agree with the points discussed. I'd love to deliver a version of this in my upcoming employee experience talk. Please allow me to borrow the equation, which I will expound using my own understanding.
For me culture is about living the values so I am confused about your definition of space. Care to share where you base your 30% 30% 40% data from?
This came from my book, the employee experience advantage
DO YOU EVER GET ASKED TO SHARE YOUR HANDS-ON EXPERIENCE MANAGING A LARGE ORGANIZATION'S EMPLOYEE EXPERIENCE AND WHAT THE RESULTS WERE AND HOW THEY WERE MEASURED?
I don't manage a large organization but I work with many of them to help them create better leaders and experiences for their people.