Hello there!
⏰ This newsletter is 536 words, which is a 4.1 minute read.
We all outgrow things - old clothes, shoes, habits, practices. That’s just the way of life.
And guess what?
Employee Experience is outgrowing the old “moments that matter” idea too. 😲
Sure, they are an opportunity to celebrate transitions or milestones in the employee’s journey - onboarding, anniversary, wedding, promotion, etc.
But every employee is unique, and the fact is, there are countless other opportunities in their day-to-day interactions that matter way more than a few spotlight events.
An employee experience strategy solely driven by moments that matter can be inconsistent, impersonal, and a lot of times, contradictory.
If you’re not convinced yet, here are some examples:
😔 An employee is sent amazing branded swag before Day 1, but when they arrive at work on Day 1 their laptop is not configured correctly with the software they need.
🎁 A company throws a send-off baby shower for an employee leaving on maternity leave but when they come back, there’s no plan in place to help them settle back in.
👨💼 An employee is given a promotion to a managerial position but the additional support and training they need to transition has been delayed because of resource issues.
So, let's expand our thinking.
If you want to deliver a great EX, using ‘moments that matter’ is skimming the surface, or to put it more politely, it’s just the starting point.
Especially today when you have access to data and technology that allows you to do so much more without adding extra work to your already full plate.
So what’s the alternative?
💡 Employee journeys.
Think about creating experiential journeys instead of experiential (isolated) moments.
If we’ve piqued your curiosity, read more about it in this blog. It is one of Tydy’s top favorite blogs for a reason.
🎙️ From Dr. Janel Field, a Doctor of Organizational Leadership and Workplace Experience Strategist at one of the world's largest financial services companies. In this podcast, she talks about changing employee expectations and how HR needs to evolve to match them.
📊 From our CEO: Data, data everywhere, but not a byte to use
4️⃣ Four powerful ways to utilize data to improve employee experience
💼 How Candidate Experience can help attract the best talent and reduce offer drops
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👩 Women will accept $66,000 a year to take a new job — while men hold out for more than $90,000
3️⃣ Three ways to reenergize your team when the morale is low
🌱 What is the difference between inclusion and belonging?
See you next month with more on EX strategy.
In the meantime, I’d love to hear your thoughts and feedback - on the newsletter, our EX Guide, and what more you’d like us to cover.
Here’s where you can find me: [email protected].
Hello there!
⏰ This newsletter is 536 words, which is a 4.1 minute read.
We all outgrow things - old clothes, shoes, habits, practices. That’s just the way of life.
And guess what?
Employee Experience is outgrowing the old “moments that matter” idea too. 😲
Sure, they are an opportunity to celebrate transitions or milestones in the employee’s journey - onboarding, anniversary, wedding, promotion, etc.
But every employee is unique, and the fact is, there are countless other opportunities in their day-to-day interactions that matter way more than a few spotlight events.
An employee experience strategy solely driven by moments that matter can be inconsistent, impersonal, and a lot of times, contradictory.
If you’re not convinced yet, here are some examples:
😔 An employee is sent amazing branded swag before Day 1, but when they arrive at work on Day 1 their laptop is not configured correctly with the software they need.
🎁 A company throws a send-off baby shower for an employee leaving on maternity leave but when they come back, there’s no plan in place to help them settle back in.
👨💼 An employee is given a promotion to a managerial position but the additional support and training they need to transition has been delayed because of resource issues.
So, let's expand our thinking.
If you want to deliver a great EX, using ‘moments that matter’ is skimming the surface, or to put it more politely, it’s just the starting point.
Especially today when you have access to data and technology that allows you to do so much more without adding extra work to your already full plate.
So what’s the alternative?
💡 Employee journeys.
Think about creating experiential journeys instead of experiential (isolated) moments.
If we’ve piqued your curiosity, read more about it in this blog. It is one of Tydy’s top favorite blogs for a reason.
🎙️ From Dr. Janel Field, a Doctor of Organizational Leadership and Workplace Experience Strategist at one of the world's largest financial services companies. In this podcast, she talks about changing employee expectations and how HR needs to evolve to match them.
📊 From our CEO: Data, data everywhere, but not a byte to use
4️⃣ Four powerful ways to utilize data to improve employee experience
💼 How Candidate Experience can help attract the best talent and reduce offer drops
👩 Women will accept $66,000 a year to take a new job — while men hold out for more than $90,000
3️⃣ Three ways to reenergize your team when the morale is low
🌱 What is the difference between inclusion and belonging?
See you next month with more on EX strategy.
In the meantime, I’d love to hear your thoughts and feedback - on the newsletter, our EX Guide, and what more you’d like us to cover.
Here’s where you can find me: [email protected].
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