A Practical Guide to Demonstrating ROI through Employee Experience

This is promotional content. The guide is free.

“Proving the worth and the importance of wellbeing strategies is absolutely key; we want to make sure that people are taking employee experience as seriously as financial health in the organisation”

says Kim Atherton, Chief People Officer at OVO Energy. Find out more here
Employee Experience and Wellbeing have been dubbed the biggest HR trends of 2018. Wellbeing at work is based on people’s immediate work environment and their perceptions and experience of their quality of life at work. Employee Experience is moving increasingly into the focus of senior leadership in organisations across the globe, companies are looking to create a workplace environment that encourages employees to flourish and thrive.
The implementation of successful employee wellbeing strategies can not only have an effect on individual performance, but can also have a significant impact on overall business growth. Developing an employee-centric culture in the workplace requires a long-term strategy and on-going efforts to measure employees’ happiness and wellbeing.
In this exclusive Pocket Guide, Lindsay Beresford, Head of Employee Experience at Royal Mail, and Atherton, share their thoughts on what makes a good employee wellbeing strategy. It delves into how they measure employee wellbeing within their organisations, how they’ve incorporated digital throughout their employee wellbeing strategies, and of course, the ROI recognised as a result of improving wellbeing. View the full version here
The guide was created ahead of the upcoming Employee Experience Forum, taking place in London, 25 – 27th September, where both Beresford and Atherton will be speaking. Find out more information about the event here.
If you’d rather ask for a copy of the pocket guide or conference brochure to be sent straight to your inbox please email enquire@iqpc.co.uk

2 thoughts on “A Practical Guide to Demonstrating ROI through Employee Experience”

  1. There is no shortage of methodoligies, surveys, and advice about how to address emplpyee engagement or experience. What is lacking are ANY stories addressing how EE or EX initiatives improved any company’s financial performance, the driving reason for EE and EX according to all the studies. For example, did Royal Mail or OVO Energy transform EE or EX or wee they both well run companies that cared abou their employees. EE and EX aren’t transforming comnpanies or there would be plenty of reasearch, advertising, books and speeches focusing on results. Currently there is very little being said about transformation. So, one could say, why bother.

  2. THe primary reason serious discussion has dissapeared is that no one is basint their points of view usint actuall business results resulting from EE/EX initiatives. NONE! What’s the point if there are no facts presenting anything but non measurable results. That’s exactly why all are selling to HR and not to the CEOs who would never invest in EE/EX with no evidence it produces results.
    You should look for the evidence, no reasearch, no white papers, no books or speeches focusint on the benefits. HR is simply not positioned to force the changes the employees want and leaders aren’t interested.. No budget should ever be required for an EE/EX project. If the initiative isn’t going to produce measureable results, then why should HR be allowed to invest?

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