Between recruitment costs, training expenses, and the temporary dip in productivity, replacing an employee who leaves a company comes with an estimated economic impact equal to 6 to 9 months of their salary, according to a SHRM study. Considering that employee experience is central to talent engagement and retention, it's clear that it needs to be prioritized now more than ever, especially at the highest organizational levels.

The idea of “experience symmetry” emerged precisely 30 years ago, highlighting a correlation between a company's client satisfaction level (NPS) and their employees’ satisfaction level (eNPS). While customer experience has evolved significantly to illustrate its contribution to business performance and economic success, employee experience remains poorly defined and measured. 

Enhancing your employee experience starts with a collective acknowledgment of the three dimensions that comprise it: the physical environment of work, the technological aspect, and the cultural dimension. Then, consider the entire employee journey, from onboarding to exit. Finally, identify the various “experience moments” encountered, which means both the day-to-day work life and key individual and collective moments of truth. Measuring this employee experience involves setting specific performance expectations beforehand unique to each organization, namely the relevant effects and indicators to better highlight the value of the investments made.

“When you consider that the economic impact of replacing a departing employee can equate to 6 to 9 months of their salary, optimizing the employee experience makes perfect sense.”
Damien Schoennahl
Senior Partner, Deputy CEO