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Employee engagement has been a hot topic in HR for over a decade. Every leading organization seeks to find ways to engage employees. The research linking to engagement to positive outcomes is clear. However, only recently have organizations begun to think deliberately about employee experience. As organizations strive to become the employer of choice in their industries, they are taking steps to attract and retain top talent by fostering an environment and culture that inspires people to join them. It’s not about ping-pong tables and cool furniture, or even CSR policies; it is about developing strategies that lead to job experiences that employers can tout along with more traditional benefits like health insurance and RRSP plans. Right now, only a handful of organizations is thinking deliberately about designing employee experiences.

This talk will share what the most progressive organizations such as Netflix, McDonald’s and Airbnb are doing to conceptualize and create a truly great employee experience.

SMART Learning Objectives
The underlying concepts that impact employee experience, and;
The underlying concepts employee engagement and employee experience intersect;
Learn about how to measure and assess the engagement and experience from the employee’s perspective;
Learn about the key components (culture, technology, physical space) and how they drive a great employee experience and its impact on engagement and company performance

Strategies & Tools (Participants will take away)
How to engagement fits into the new idea of employee experience
Tools you can use today to measure the employment experience (such as ‘stay interview’ and ‘pulse surveys”
Key components of HR roles in creating a great employee experienced
Key components of line manager’s roles in creating a great employee experience
Manager roles, how to outline the manager accountabilities needed to impact employee talent results


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  1. Two things to consider. There are no employee engagement transformation being talked about. Two reasons, you can't change the environment form the middle and HR is not positioned to make change. At best they can recommend, but notwithstanding the value of employee input, HR can still only make suggestions. So what the employees and investors are left with only the easy stuff. More detail can be found herehere:

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