Time and time again we hear statements such as ‘employee experience is the responsibility of HR’ or ‘I’m too busy to be doing HR’s work’. So, at EXwise we are officially going on record and declaring ‘Employee experience is everyone’s job – it’s a collaborative effort!’

While there are clearly crossovers and everyone has a role to play, here’s our quick guide to employee experience roles and responsibilities:

Human Resources (HR) – HR is often at the forefront of managing employee experience with responsibility for solutions and activities such as recruitment, onboarding, training, employee relations, and benefits administration but remember, they own the tools and solutions that support the EX – they aren’t the owners of EX.

 Employee or Internal Communications – Employee or Internal communication teams ensure that information flows transparently and in a timely manner. This includes communicating company values, goals, and changes that may impact employees like HR communication teams support the EX.

IT and Technology Teams – EX is about the forming of perceptions, so to make our point here, think back to a time when you were frustrated by a piece of technology, now think of a time when you were delighted by a piece of technology. You’ll remember the former with ease – this is the same effect that poor technology has on the employee experience. Therefore, it’s crucial that IT teams provide tools, systems, and platforms that enable employees to perform their jobs efficiently, seamlessly and collaboratively.

Facilities Management – Facilities teams are responsible for creating a comfortable and functional workspace that supports employee well-being and productivity. From good lighting to air quality and building temperature – they all have a role to play in EX. Similarly, security personnel and support staff can influence EX – nobody wants to be greeted everyday by a surly receptionist or an overzealous security guard!

Leadership Teams – Leadership teams play a crucial role in influencing and shaping the employee experience. Through effective leadership, clear communication, and the establishment of a positive culture leaders are able to foster an environment where employees feel motivated, valued, and equipped to do their best work.

 People Managers – People managers can make or break an employee experience. A positive employee experience can be achieved through effective communication, supporting growth and development, encouraging autonomy, acknowledging contributions, fostering collaboration and knowledge sharing and actively role modelling the organisation’s values.

 Employees – Every employee plays a role in shaping both their own experiences and their colleagues. Providing feedback, actively participating in company initiatives, and embracing a positive mindset contribute to a positive employee experience. As does treating colleagues with respect and role modelling organisational values. From a personal perspective EX is two-way.

Ultimately, creating a positive employee experience is a shared responsibility that requires collaboration across different functions and levels within an organisation – it definitely isn’t HR’s job.

If you would like to discuss how to make employee experience more collaborative and participative in your organisation, get in touch today – we’d love to hear from you.