Even when a company uses design thinking to create an employee experience – it’s rarely a top-down endeavor. The Employee Experience exists at the intersection of company efforts and everything an employee brings to the table themselves.

This begs the question: What do employees think of the Employee Experience? What matters to them? How can a company strategically invest in a great experience?

To get these answers, YouEarnedIt surveyed 750 respondents across a variety of professions, industries, and locations to gather their opinions on the Employee Experience. Here’s what we found:

  • Perks aren’t impactful. 65% of respondents said perks (defined as health and wellness programs, time off, overtime, volunteering, free meals, and service and birthday awards) do not or only somewhat influence their employee experience.
  • Employees connect the Employee Experience with engagement. Only 8% thought that they weren’t related.
  • Culture matters. 50% of respondents identified culture as the most important factor in their employee experience — more so than physical environment and “technology and tools.”
  • Connection, meaning, impact, and appreciation matter to employees. Less than 7% said any one of them was not important.
  • Companies aren’t aligned with their employees on the importance of connection, meaning, impact, and appreciation. Less than 50% of respondents said their companies thought these were very important.
  • Only 1 out of 10 respondents said their employee experience was “awesome” and that their companies were great at engagement.
  • There is a correlation between investing in culture and employee ranking of the Employee Experience. Of companies whose employees ranked their experience an 8 or higher, the average company spent close to $2500 per month on culture, and 27% spent more than $5,000 per month. Of companies whose employees ranked their experience at 7 or less, the average company spent less than $1000 per month on culture, and only 9% spent more than $5,000 per month.

Providing an Exceptional Employee Experience

Here are four examples of what employees said their companies did to provide an excellent employee experience:

  • Connection: “We all interact in a fun and professional mix, and we really do end up feeling like a family.”
  • Meaning: “Our organization focuses on health, social, and philanthropy as the three pillars of employee engagement. These areas were identified as highly valued by our employees, making them a natural platform to center employee engagement upon.”
  • Impact: “My employer truly values each and every one of us. Our opinions and thoughts are considered by everyone up to the Executive level. I have never been employed by a company more compassionate and loyal to their employees.”
  • Appreciation: “I am often praised and recognized by my colleagues and supervisor.”

To get more ideas about building an exceptional Employee Experience, see our guide: The Employee Experience Defined.


Download now

About YouEarnedIt
YouEarnedIt is the employee experience platform powered by the science of motivation and the mission of improving the lives of employees everywhere, one company at a time. Founded in 2013, YouEarnedIt grows company culture and improves bottom-line performance metrics through its robust engagement platform that delivers recognition, rewards, incentives, and team insights. Named to Entrepreneur Magazine’s list of Best Company Cultures in 2017, the Austin-based SaaS company and its technology platform are built on the four pillars of employee experience: connection, meaning, impact, and appreciation. To request a demo, visit www.youearnedit.com/demo

Susan Mack