1.
Webinar: Defining Your
Employee Experience
A 45-minute webinar on building an employee experience that
works for your brand, your employees, and your organization.

2.
Presenters
Kim Dawson
Director of Employee Experience
YouEarnedIt

3.
Why the Employee Experience Now?
Defining the Employee Experience
The Four Pillars: CMIA
Creating an Engaging Employee Experience
Real-world Example
Overview
& Agenda

4.
The Employee Experience: Why Now?
● We're buying into engagement
Organizations are focusing effort on engagement with incentives,
wellness, rewards, and surveys.
● But it's not paying off
According to Gallup, just one third of employees are engaged.
● Engagement programs should work with employees
Successful companies are investing in an experience that invites
employees to opt in.

5.
The Employee Experience: Why Now?
Diverse and dispersed employee bases engage and experience work differently.
Five generations of employees working together
Greater ethnic and gender diversity
Remote and geographically dispersed employees

6.
Employee Experience
the result of the connection, meaning, impact, and
appreciation employees find in their jobs
What is the
Employee
Experience?

7.
The Four Pillars: Connection
"To me, the employee experience is a bonding between the company and
employees. Engagement across the whole company is most essential."

8.
The Four Pillars: Connection
What it is: Feeling connected to managers, colleagues, company, and community.
What it isn't:
● Forgotten core values
● Forced happy hours
● Obligatory 1-on-1s

9.
The Four Pillars: Connection
Why it's important:
● 52% of employees surveyed say it's very important to them
(YouEarnedIt)
● Connection to managers is 1 of the 2 most effective drivers for internal
motivation (Gallup)
● Positive relationships with coworkers are a top-10 influencer of job
satisfaction (SHRM)

10.
Building Connection
● Communicate your core values
Having a clear set of core values helps employees connect to the company, its
mission, and the community.
● Encourage regular one-on-ones
Studies show employees leave managers more than companies.
● Recognize teams
Public recognition creates positive peer pressure to work together.
● Create cross-team collaborations
There are many opportunities to get employees from different groups to work
together and strengthen connections.

11.
The Four Pillars: Meaning
"To me, the employee experience is feeling I'm part of a mission. Without a vision and mission,
I think employees lose excitement in the long run."

12.
The Four Pillars: Meaning
What it is: Knowing my company and the work I do has meaning and purpose.
What it isn't:
● Sharing your mission statement on day one with no follow-up
● Top-down only employee recognition
● Volunteerism just to check a box
● Meaningful mission — and that's it

13.
The Four Pillars: Meaning
Why it's important:
● 65% of employees surveyed say it's very important to them
(YouEarnedIt)
● Employees who find meaning at work are 3x more likely to stay with the
company (The Energy Project)
● Over 50% of millennials would take a pay cut to find work that matches
their values (FastCompany)

14.
Building Meaning
● State your company mission and values clearly
And recognize employees who live up to them.
● Highlight how employees improve customers' lives
Let them see their work in action.
● Facilitate group giving and volunteering
Employees will feel better about working in a place that helps them give back.
● Encourage employees to give back to each other
Studies show this builds productivity and purpose.

15.
The Four Pillars: Impact
"To me, the employee experience is less about perks and salary and more
about making sure employees feel their work is important and they have the tools
to do their job well."

16.
The Four Pillars: Impact
What it is: Knowing the work I do impacts my colleagues & company for the better.
What it isn't:
● Making the Employee of the Month / popularity contest
● Glass sculptures for milestone awards
● Annual performance review

17.
The Four Pillars: Impact
Why it's important:
● 58% of employees surveyed say it's very important to them (YouEarnedIt)
● Having clearly defined goals is 1 of 2 biggest drivers of intrinsic motivation
(Intrinsic Motivation Study)
● Only 44% of employees can tie their own goals to corporate goals (Gallup)
● Employees who can connect their work to company goals are 3.5x as
engaged (Intrinsic Motivation Study)

18.
Building Impact
● Recognize what drives your business forward
Frequent, positive recognition reinforces behaviors that align with the
organization's goals.
● Democratize recognition
Peer-to-peer recognition is win-win for employees and leadership.
● Create a culture of continuous feedback
Take an "all of the above" approach with recognition to help employees see their
impact.
● Tie recognition to core values
Studies show this results in higher retention rates.

19.
The Four Pillars: Appreciation
"To me, the employee experience is knowing the company has our best interests at heart. I would
like to be appreciated more and have a company that's concerned about our wellbeing."

20.
The Four Pillars: Appreciation
What it is: Feeling acknowledged and appreciated for my contributions.
What it isn't:
● Only showing appreciation to heroes
● Only appreciating extraordinary effort
● The "gift card cabinet"
● A paycheck

21.
The Four Pillars: Appreciation
Why it's important:
● 67% of employees surveyed say it's very important to them (YouEarnedIt)
● Winning teams have a positive to negative feedback ratio of nearly 6 to 1
(Harvard Business Review)
● 81% of employees say they work harder when their boss shows appreciation
(Glassdoor)

22.
Building Appreciation
● Make it specific and personal
Tell employees exactly what they're doing right.
● Use a peer-to-peer recognition program
Peer-to-peer recognition strengthens teams and encourages appreciation.
● Add rewards for thankless tasks
Many appreciation opportunities are lost in day-to-day operations.
● Make it public
Shine the spotlight on behaviors that live up to your core values.

23.
Other Ways to Emphasize Employee Experience
Make it organic: Enable an outgrowth of day-to-day actions at the corporate, department, and
personal level
Make it interactive: The employees and organization should both contribute
Make it employee-centric: Employees experience their jobs in different ways —
allow them to opt in to what's most important to them
Make it culture-driven: Surveyed employees said culture was the biggest determinate
of the employee experience — more than tools, technology, or their physical
environment
Make it ongoing: These efforts start on day one and evolving as the employee stays
Make it motivating: Build employees’ intrinsic, self-driven motivation to do their job

24.
Putting It into Practice
A real-world example of defining your employee experience.

25.
Employee Recognition

26.
Recognition Feed

27.
Employee Rewards

28.
Any questions?
Ask a question or enter the chat.
Be on the lookout for our takeaway guide!
Thanks for
coming!

29.
The Employee Experience Platform
www.youearnedit.com
YouEarnedIt is the employee experience platform that
scales the very core of your organization’s culture.
We provide real-time recognition, transformational
behavior bonuses, continuous feedback, and
actionable analytics to deliver a powerful return on
investment. With the solution that adapts to your
culture, your employees and organization will
thrive—because YouEarnedIt.
Request a demo!