Employee Experience (EX) Research
Know which lever to pull.
When leaders like you want to improve employee experience, there are a hundred levers to choose from—leadership training, increased compensation, better onboarding, office therapy dogs, bonuses, and more. But without solid data, it’s unclear which ones will work, which will have no effect, and which will make things get even hairier.
Thankfully, employee experience (EX) research can provide you the insights you need to make the right decisions for your team—so you can stop wasting time pulling levers and get down the brass tacks of what will actually help your employees thrive.
Why We Measure Employee Experience
Human resource professionals have utilized employee satisfaction surveys for decades to understand employees’ relationship to the company and look for opportunities to improve culture. However, research has demonstrated that while satisfaction is important, it is only one aspect of an employee’s experience, and it doesn’t independently predict positive organizational outcomes.
In recent years, business and scientific communities alike have turned to the multidimensional construct of employee experience (or “EX”) as a better predictor of organizational outcomes.
Research has shown a positive employee experience—one characterized by engagement and individual flourishing—is connected to improved individual and organizational outcomes¹, including:
- Improvements to individual mental and physical health
- Better employee performance
- Higher productivity
- Lower turnover and absenteeism
- Higher customer satisfaction
- Increased company profitability
¹Bakker & Demerouti, 2008; Harter et al., 2002; Salvagioni et al., 2017; Shuck & Reio, 2014
The BCO EX–21 Measure of Employee Experience
Because of the breadth and complexity of employee experience, measuring it can be a challenge. This is where science comes in. Over the past few decades, researchers have identified numerous factors that contribute to employee experience as well as scientifically validated measures to assess those factors.
Boileau & Co.’s EX-21 assessment is based on decades of research and draws from validated, evidence-based scales to measure:
Employee Net Promoter Score (eNPS)
3 Key Performance Indicators
- Employee Engagement
- Intent to Stay
- Human Flourishing
17 Drivers, including
- 4 Job Demands
- 13 Job Resources
Focus Your Resources
Through descriptive statistics, correlation and driver analyses, our team can provide you with the insights you need to address the specific drivers that best predict positive outcomes for your workforce.
Sometimes there’s not a one-size-fits-all solution, which is why we offer drill down analysis to help you better understand how complex factors like department, team, demographics, shift, or business unit affect your drivers.
Once you know where to focus your effort, we can work with you to find resources or build interventions that will help your employees thrive.
Featured Case Study
EX Solutions for an Automation Company
An automation solutions provider approached our team with an employee experience challenge. Providing the advanced solutions you’ll find in the facilities of major national brands, our client’s employees work in high-stakes environments with exacting standards for quality and tight-deadlines. And because they frequently contract on-site commissioning services, many employees are required to travel for their jobs on a regular basis, which contributes to job stress.
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Start measuring EX Today
To schedule a consultation and learn more about our process for partnering in employee experience work, please complete our online form or call us at 616.786.4461.