Through 2017 I’ve been getting increasingly excited about the concept of Employee Experience.

Why? Two reasons.

First, because of what it isn’t.

It isn’t a trend. It isn’t something that is in our lexicon today and will be gone tomorrow. Whether you get your head around it or not, it was there yesterday and will be there tomorrow.

Second, because of what it is.

It is the framework for the business of getting work done. It is the culmination of every tangible and intangible touch-point a business has with its employees. It gives us a clear categorization of our programs, technology, and policies and by doing such gives us a lens by which to correlate them to business outcomes. It starts well before hire and extends through the entire employment.

Culture and employee engagement are parts of the employee experience. However they are part of a long list of contributing factors. While culture fails to be measured with meaning to the business due to being so amorphous, and where employee engagement fails because it is not an outcome, employee experience allows employers to define their priorities and then measure within the the context of their business or even a department.

This is why I’m so excited about our latest report that was developed with Madeline Laurano founder of Aptitude Research Partners and Ben Eubanks Principal Analyst of Lighthouse Research & Advisory. It’s the first in a series of six pieces that will be delivered this year with Talmetrix where we drive toward a clear definition of employee experience and how to leverage that definition to correlate HR to business outcomes.

The report is available now for free. The second and third pieces are already under way. Keep an eye here. We’ll let you know as they come available.

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