5 myths about employee experience [White Paper]

Enhancing employee experience has been a subject at the heart of company strategies in recent years. But what does it really mean? Is it just a fad, or does it mean a real change?

To answer these questions, we went over 5 myths about employee experience with the help of 5 human resources experts:

• Claire Guillemain d’Echon, Talent Acquisition Manager – FM Logistic
• François Gueuze, Direct of Scientific consulting – HR FIABLab
• Catherine Julien-Laferrière, Founder at SCALE UP’HR (former HR Director at Decathlon)
• Mathilde Le Coz, Director of HR Development and Innovation – Mazars France
• Christian Pensart, Director of Talent,Culture,Digital and Marketing at HQ – AccorHotels Group

#1 – It’s a generational thing

When we talk about well-being at work, the search for more meaning,etc, we often associate these ideas with generation Y, the generation of Why.

For an employee experience to be positive, one has to get away from the “how” of work and get to the “why.”
Catherine Julien-Laferrière

When company policies aim to enhance employee experience, doesn’t that concern everyone and not just new generations? Was the relationship companies had with employees really that different before?

Our experts debate the subject and discuss the role of digital in transforming societies and in turn, our companies.

#2 – It’s all about employees

We often associate employee experience with actions put in place by a company to enhance current employees’ experiences at work. But if we look at the essence of the notion, this idea only represent one part of the story. Employee experience is in fact born from marketing and the idea of client experience, a concept that defines the ensemble of interaction perceived by clients before, during and after purchase.

The first experience is the most important. From the time they are recruited, we aim to create a different and personalized experience.
Christian Pensart

#3 – It’s all about foosball and company-sponsored yoga

Plants, drinks, cakes, yoga classes, foosball, etc. Companies can’t stop investing in these kinds of office perks. The idea is that it will improve well- being at work. This trend, born from Startup culture, is largely seen in more traditional companies today, and is covered by the media. This creates confusion about what really works. The question is, does positive employee experience really depend on these kinds of perks?

There is often no need to have a ton of benefits at the disposal of employees to create positive experiences. In the end, it’s the overall work environment that defines employee relations.
François Geuze

#4 – Salary is the only thing that counts

Is it enough to increase employee salaries to better their experience at work? In the past, corporations attracted talent with higher salaries. Today, studies show that more and more young graduates would rather join or create startups and even make concessions when it comes to salary.

Is this trend a generalization? What impact does salary really have on employee motivation?

The missions and salaries at a consulting firm are identical.  What allows us to set ourselves apart is company culture: everything that makes employee experience attractive and unique.
Mathilde Le Coz

#5 – You have to hire a Chief Happiness Officer

More and more companies are hiring Chief Happiness Officers. Are CHOs really essential to achieving the best employee experience?

Our experts agree that employee experience is an HR issue because it’s tied to the human part of human resources. That being said, good employee experience is something that the whole company should consider, even top management.

The company gives orders but anyone can have their say. That being said, if there’s a need for coordination, it’s up to HR.
Claire Guillemain d’Echon

Want to learn more? Read our experts’ opinion by downloading our brochure : 5 myths about employee experience.

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