As the employer–employee relationship shifts, designing an employee experience that’s curated, sustainable and attuned to the new shape of work is paramount. Mercer’s design-thinking approach to shaping the employee experience — into one that’s empathetic, enriching, embracing and efficient — balances data insights with human-centricity.
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, characterized 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? According to our 2022 Global Talent Trends study, despite 88% of employees feeling satisfied in their current roles, two in five still plan to leave this year, with Gen Z being both the most satisfied (92%) and the most likely to depart (55%). Additionally, one in three HR leaders is seeing higher-than-normal turnover in talent with valued digital skills.
One in three companies made headway in creating a positive employee experience in 2021, and these companies continue to experiment, but 38% are struggling with scale and sustainability, and 17% are struggling to gain momentum and buy-in, according to the 2022 Global Talent Trends study.
A deep understanding of the employee will not be enough. This year, the percentage of energized employees is at an all-time low. Creating an employee experience that energizes people will be critical, and as many organizations 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 organizations to create a holistic roadmap and ensure employees have a curated, consumer-grade experience throughout their journeys by:
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 programs or HR processes. We work with you to tell your story to provide an employee experience across the full spectrum of your organization, prioritize your goals and develop a pragmatic roadmap.