EXJournal

People tend to associate the term mental wellbeing with illnesses such as depression, schizophrenia, and bi-polar disorder. As a result, organisations tend to think it’s not relevant to everyone and shy away from addressing employee mental wellbeing. But what if I were to talk about stress, anxiety, and burnout? Suddenly, mental well-being becomes highly relevant because these are common work-related terms and issues that affect many employees.

Numbers are easy*.

Judging by the literature being published on the information-super-highway, the new titles being bandied about on LinkedIn and the real competition for talent, it seems that Employee Experience is a 'thing'. Maybe even ‘the thing’ if you’re of an HR bent.

Fairness is widely studied within academic literature, where it is known as Organisational Justice. However, it is not commonly measured within organisations themselves. Perhaps because organisations don't fully understand its importance and relationship to business outcomes.

"Employees don't leave companies. Employees leave managers." 

He was literally leaping up the stage stairs. “C’mon everyone, let’s get those energy levels back up!” Far too Tony Robins for this small event. “Everyone, stand up!”

All too often we hear business and public-sector leaders talk about how important their people are to their respective organisations. In fact, I suspect most who read this article would have heard phrases like “our greatest asset is our people”.

The reason I’m so bullish about the concept of employee experience design is that EX is proactively actionable, whereas traditional employee engagement practices are largely reactive. Organizations can intentionally design the employee experience to improve engagement and performance.

I was curious when approached to contribute to EX Journal as usually I am banging on about Diversity and Inclusion. Yes, remember that? Or was that “soooo last year”?  Certainly I detect that it’s a lot more fun hanging with the cheery folk chatting about EX. It feels, well, a tad more millennial.

We can talk all day about employer branding – and we often do.