From employee experience to human experience: Putting the meaning back into work. One of the biggest challenges we identified this year is the need to improve what is often called the “employee experience”: Eighty-four percent of our survey respondents rated this issue important, and 28 percent rated it urgent. But the concept of employee experience falls short in that it fails to capture the need for meaning in work that people are looking for. We see an opportunity for employers to refresh and expand the concept of “employee experience” to address the “human experience” at work—building on an understanding of worker as- pirations to connect work back to the impact it has on not only the organization, but society as a whole.

1. Breakfast
Conversations Series
WELCOME
Start

2. Inspire Yourself:
Make a difference!
https://www.youtube.com/watch?v=VgDOh4R5z6s

3. Diskusní snídaně
VÍTEJTE
Start

4. Martin Fejk
Levi Strauss & Co and Tetra Pak
Employee Experience

6. ORIGINALITY
EMPATHY
INTEGRITY
COURAGE

8. Customer Focus & Long Term View
Quality & Innovation
Freedom & Responsibility
Partnership & Fun

10. Q&A
Martin

12. Q&A
Ricky

14. Q&A
Lukáš

16. Q&A
Katka

17. Sampling of recent Worldwide Mergers & Acquisitions supported by LHH

18. FOCUS
TIME
PAIN CURVE
Downsize/Turnaround
GAIN CURVE
Build a Valuable
Future
Focus on
performance,
efficiency, cost
reduction & making
tough decisions
CRITICAL
JUNCTURE
Focus on delivering a
reinvigorated,
simplified organization
centered on growth
markets
Accountable leaders need to balance employee
experience of the Pain & Gain of transformation
Announcements Waiting Room Decisions Resetting

19. Enabling transformation – mapping LHH value
Career
Transition
Executive
Coaching
ICEO
Leader
Mentoring
Change &
Resilience
Workshops
Manager
Notification
Training
Onsite Notification
Day Support
Restructuring &
Transformation
Consulting
Transformation Readiness
Assessment
Leadership
Development
Career
Management
Assessment
Redeployment
FOCUS
TIME
CRITICAL
JUNCTURE
Pain
Downsize & turnaround.
Focus on performance,
efficiency and cost
reduction and making
tough decisions
Gain
Build a valuable future.
Deliver a reinvigorated,
simplified organisation
focussed on growth
Announcements Waiting Room Decisions Resetting

20. Tools Cultivating Employee Experience & Enabling transformation
Pain
Downsize &
turnaround
Gain
Build a valuable
future
TIME
FOCUS
Executive
Coaching
Leader
Mentoring
Change &
Resilience
Workshops
Manager
Notification
Training
Onsite Notification
Day Support
Restructuring &
Transformation
Consulting
Transformation
Readiness
Assessment
Career
Management
Assessment
Redeployment
Active Placement:
Career Transition &
ICEO
Leadership
Development
CRITICAL
JUNCTURE
GA: Talent
Pipeline
GA: Reskilling
& Upskilling

21. 4
Organizational Characteristics Insight Risk
Transparency
Care
Trust
Knowledge
Allows people to be prepared for - the what,
why and when – it’s happening.
Those who stay watch how those who leave
are treated.
Matching your actions with your message
demonstrates company’s commitment.
Knowing is powerful and helps people to
make a choice.
Waning commitment, dip in productivity and lack of
alignment.
Employees will feel as if the company doesn’t and didn’t
care about them or their colleagues.
Immediate impact on turn-over and engagement and
longer term impact on the company’s brand.
Lack of information exasperates one’s sense of lack of
control and feelings of helplessness.
Career Options
Help employees prepare for their next career
option, whether they leave or stay.
Won’t feel supported by company and manager and had
to figure it out on their own.
Manager Effectiveness
Focus on having business and transition
conversations and removing obstacles.
Without addressing individual issues and concerns,
negativity can quickly spread.
Transitions when handled with care, can have a positive impact on people.

22. Organizational Changes Experience Life Cycle
Each period brings a need for effective conversations, change readiness and resilience.
Resettling
Opportunity for
employee engagement
After people are announced ,
start to work on theirs future
with LHH or leave the
organization, moving forward
requires engagement and
performance.
Typically, there are waves of
changes that have varying
degrees of impact on each
individual. Especially those,
who work hard and stay.
ENGAGE
The Waiting
Room
High levels of
uncertainty
Employees anxiously wait
to learn more about what
the organization will look
like and what it means for
them.
From many reasons it will
lead to misunderstanding
to take some service
room talks seriously.
LISTEN ACTIVELY
Decisions
Biggest personal
impact
Decisions are made, that
impact plans, people,
roles, reporting
relationships, skills ,
responsibilities, products,
processes , etc.
People affected by change
may start theirs career
transition (outplacement -
active placement program)
Give change momentum!
MANAGE - DRIVE
Key Public
Announcements
Surge of speculation
Information is shared
,meanwhile the entire
workforce speculates
about how this will
impact them personally,
their colleagues and the
organization
It is necessary to be
visible and be able to
communicate, explain
& listen.
COMMUNICATE

23. Innovation and Investments in Talent
Development
L H H G l o b a l A re a s o f P ra c t i c e
Transformation &
Change
Assessments &
Analytics
Talent & Culture
Leadership
Development
Inclusive
Leadership
Coaching
Wo r l d - c l a s s L e a r n i n g
E x p e r i e n c e s
Multi-model learning journeys focused on critical
business initiatives such as Transformation
Capabilities, Inclusive Leadership and Leadership
Accountability
Tr a n s f o r m a t i o n I n s i g h t s
Transformation Insights is a quarterly digital magazine
that CHROs turn to when they need workplace
insights and best practices on what it takes to
transform their organizations.
T h o u g h t L e a d e r s h i p & R e s e a r c h
Extensive global research and thought leadership
around topics that truly matter such as Elevating
Women in Leadership, Developing Accountable
Leaders and Teams
Wo r k L i f e L a b s
WorkLifeLabs is LHH’s new creative innovation hub
creating new solutions for today’s organizations

24. We’ve only scratched the surface
What you can expect in 2019
E z ra
Ezra means that now everyone can have a coach.
We’ve combined our tried-and-test global coaching
network with world-class technology to give
employees the help they need, when they need it.
LEARN MORE
L H H Ta l e nt Po r ta l
A robust assessment platform that drives easy
administration and management of programs, real-
time access to talent insights, and a positive
experience for candidates and participants.
I n c l u s i ve L e a d e rs h i p
LHH’s Inclusive Leadership portfolio of solutions
supports our desire to assist companies as they strive
to be aligned, nimble, resilient and relevant while
transforming their workforce to maintain their
competitive edge.
I n s a l a
Global coaching platform designed to increase
engagement and drive ROI though an end-to end
coach/coachee interface. Integrating best practices as
well as automation to support coaching at scale.

25. About LHH
Lee Hecht Harrison helps companies simplify the complexity associated with transforming their leadership and workforce so they can accelerate results, with
less risk. We do this by helping their employees navigate change, become better leaders, develop better careers, and transition into new jobs.
As the world’s leading integrated Talent Development and Transition company, we have the local expertise, global infrastructure, and industry leading
technology required to simplify the complexity associated with executing critical talent and workforce initiatives, reducing brand and operational risk. Teams
in more than 60 countries around the world leverage our proven programs and global experience to deliver tailored solutions to clients that align talent with
the needs of their business.