More and more companies are starting to realise that today’s escalating battle for talent can only be won by establishing meaningful connections with employees and building employee experiences with real impact. Now more than ever, organisations need to work for their employees and not the other way around. Indeed, these are the times that truly define the character of an organisation. Employee experience has a huge impact on productivity, corporate culture, retention and overall engagement in organisations. As a strategic management tool, employee experience is fast becoming a full-blown phenomenon to rival and reform the traditional longstanding approach to employee engagement. This short webinar will provide you with an understanding of employee experience and why we need to revisit it during this crisis if we are to maintain focus and productivity while staying connected with each other.

2. TODAY’S
PURPOSE
Welcome
Understanding how COVID-19 is
changing our ways of working and
how organisations can elevate their
employee experience and help turn
the crisis into new opportunities.
COVID-19 is changing our ways of working
Employee experience in times of COVID-19
Three tips to elevate your employee experience
Final remarks
3
What is employee experience?

3. COVID-19 IS CHANGING
OUR WAYS OF WORKING

4. Employee experience and COVID-19: concerns and frustration
Source: MIT|Sloan, JoshBersin & CultureX
Employee
concerns and
frustrations
Financial and
job security
Personal health
Childcare
Home schooling
Remote work
Social isolation
Work/life balance
Productivity

5. Employee
concerns and
frustrations
Organisational
Concerns and
frustrations
Source: MIT|Sloan, JoshBersin & CultureX
Health of employees
Transition to remote
work
Engagement
Protecting jobs
Communication
Continuity of
business operations
Workforce utilisation
Reducing costs
Employee experience and COVID-19: concerns and frustration
Financial and
job security
Personal health
Childcare
Home schooling
Remote work
Social isolation
Work/life balance
Productivity

6. Employee
concerns and
frustrations
Organisational
Concerns and
frustrations
Employee experience constitutes the totality of interactions
Source: MIT|Sloan, JoshBersin & CultureX
Health of employees
Transition to remote
work
Engagement
Protecting jobs
Communication
Continuity of
business operations
Workforce utilisation
Reducing costs
Financial and
job security
Personal health
Childcare
Home schooling
Remote work
Social isolation
Work/life balance
Productivity

7. The Employee
Experience is all about
helping companies make
the shift from talking ‘to’
their employees to talking
‘with’ their employees.
Mark Levy
EX Advisor

8. 11
The overall health
and continuity of our
business.
The health and well-being
of our employees and their
families and friends.

9. WHAT IS
EMPLOYEE EXPERIENCE?

10. EMPLOYEE EXPERIENCE
IS ABOUT DISCOVERING
AND DESIGNING AROUND
HUMAN EMOTION.
13

11. 3rd interview
Job ads
Website &
career page
Social media
Conferences
Ability tests
2nd interview
& test feedback
Negotiation
of contract terms
Application
Communication from
HR-Manager
1st interview
Company
presentations Client
collaborations
Digital attraction
campaigns
Word of mouth
Sourcing
Networking
events
Advancement
External
courses
Global
Onboarding
programme
Intro day
Local
onboarding
Coffee
meetings
The traditional way of approaching EX initiatives

12. The traditional way of approaching EX initiatives
MAPPING
EMPLOYEE
JOURNEYS
STUDYING
WORKPLACE
ENVIRONMENTS
IDENTIFYING
MOMENTS THAT
MATTER

13. TIME MATTERS.

14. EMPLOYEE EXPERIENCE
IN TIMES OF COVID-19 17

15. Enabling leadership and organisational
empathy to help alleviate personal well-
being, uncertainty, and social isolation.
Now is the time where leaders must do their part in reassuring
and re-establishing a foundation of psychological safety and
take responsibility for the creativity and productivity within the
organisations. Strong leadership means strong organisational
empathy and this is crucial if we organisations are to come out
of this pandemic stronger and better emotionally equipped.
Organisational empathy is now more important than ever,
as leaders and people managers need to connect with their
colleagues and strengthen the sense of community in their
teams and new virtual ways of working, while at the same
time maintaining productivity despite working from home.
MOTIVATION
& ENGAGEMENT
ORGANISATIONAL
EMPATHY AND
LEADERSHIP

16. The aim of the Employee Engagement Hub is to create a virtual
community and engagement that helps middle managers and
employees through a period of uncertainty and isolation while at
the same time building capabilities, empowering employees,
and preparing the organisation for a virtual future.
The Employee Engagement Hub is a virtual platform, run by
a dedicated team and COVID-19 taskforce, that offers
knowledge sharing and live updates on the situation, but
also serves as a learning platform in which employees can
engage in personal as well as professional development.
SOCIAL ISOLATION
AND PERSONAL
HEALTH
HEALTH OF
EMPLOYEES AND
COMMUNICATION
A dedicated employee hub to support
employees with knowledge sharing and
personal and professional development.

17. It can be extremely difficult for organisations to reduce costs
and continue business as usual. One organisation chose to
focus on surviving the COVID-19 crisis as one and asked all
employees to voluntarily reduce base salary by 20% in Q2 and
Q3 (with 99% commitment).
Reducing costs can be done in multiple ways, with various
impact scenarios on the employee experience; some chose to
prioritise the business more and employees less, while others
seize this opportunity to invest in their community and thereby
create a strong cultural employee experience.
JOB
SECURITY
REDUCING
COSTS
The challenge of mitigating the
financial impact of COVID-19 and
reducing costs in the organisation.

18. Adapting to the new digital ways of working
by expanding learning opportunities and
empower employee development.
Most companies understand the need to adapt to the new
ways of working, but one organisation decided to take it one
step further and invest heavily in building strong capabilities
and become experts in the virtual ways of working digitally.
Indeed, they experienced a surge in their digital learning
engagement as their online course activities skyrocketed.
Promoting and expanding learning opportunities can serve
as a bright spot for organisations through this difficult period,
as we prepare ourselves for the uncertainties that lie ahead.
NEW WAYS
OF WORKING
TRANSITION TO
REMOTE WORK

19. THREE TIPS TO ELEVATE
YOUR EMPLOYEE EXPERIENCE 22

20. Our three tips when designing EX initiatives in times of COVID-19
Create a strong
sense of trust

21. Create a strong
sense of trust
Cultivate shared
responsibility
Our three tips when designing EX initiatives in times of COVID-19

22. Create a strong
sense of trust
Cultivate shared
responsibility
Focus on safety
above all else
Our three tips when designing EX initiatives in times of COVID-19