Employee Experience Design

Do you recognize this?

Our business is doing great, but it is getting harder to attract and retain the right talent. In fact, some Employees have indicated that the interaction they have with us is not alway consistent or optimal. We need to respond and improve our Employee Experience from hiring to firing in a way that adds value to the company and our (future) Employees.

How might we improve your Employee Experience to attract and retain the right talent?

So, where to start?

Even if you only partly recognize it, there is something you can do. Let’s discover how you can make your employee happy, today. In order to learn which opportunities are worth pursuing, or to find low hanging fruit to start improving straight away, a Design Thinking approach to design your Employee Experience can set you on the right track. In short cycle Design Sprints, you can identify key Employee segments, map out their journey and discover what drives, delights or frustrated your Employees. This is the start of building and testing innovative solutions grounded in reality.

Sounds good?

We can help you get going

Through our high-energy Design Sprint approach, we work with you from deep customer insight to a validated solution.

Minimize impact on the organization

We understand it is often not feasible to remove all people that should contribute from their current jobs completely.

Build team spirit and create focus

Our high-energy Design Sprints always come with team building elements and a great sense of purpose and focus, such that a big step forward can be made in a relatively short time. The results are validated in between the sprints, which is input for the next Design Sprint to make a next big step.

Learn by doing

Design Sprints are a great way to have the team experience cross-functional collaboration in a people focused innovation approach.

Manage key stakeholders

We also use the Design Sprints to present and pitch the results to key stakeholders. In this way keep the positive energy and involvement up, such that the organization becomes more innovation savvy.