Are we seeing the Gucci-fication of employee experience? I'm worried the label 'EX' is being added to job titles without a corresponding change in how people approach their work, what they do and their overall mindset. I'm concerned it's becoming a label that lacks authenticity. Like wearing a fake Gucci cap. The term is also being hijacked by lots of tech companies, many of them offering little more than a survey tool. Is this the golden age of EX or a dangerous trend? I wrote a little blog on the topic - link in comments. Love to hear your thoughts. 🤔
I was talking about this just this week Lee, and one of the realisations from the conversation was that while we have generalist HR and Specialist people roles - Engagement/EX/Px is lost in a strange space Reward has been Reward and will always be Reward and is a specialism - Orgs and People do not claim to be Reward Specialists when they are not... However, Ex has been co-opted into many roles, many organisations sales pitches and more - but, while things like Reward, Analytics, IC is being done by those professionals, Ex and Engagement is often spread thinly across roles or seen as a project. It also explains why the Employee Feedback industry doesn't behave like the Reward and Benefits one - I see more collaboration in the latter than the former across competitors, better conferences and resources too Lots to unpick for sure
Sounds very similar to what happened to employee engagement; hijacked and commoditised by tech companies to the point where it’s seen as an annual survey, when it should be about creating the conditions for a positive state of being. Even after doing a Masters in IC m’ment (& learning about the differences between EE & EX) I can’t help but feel that there’s still an awful lot of overlap between all the labels in organisations (EE, EX, EVP, DEI, ESG…) and real progress arguably won’t happen until there’s synergy, simplification and acknowledgement by all concerned that certain common behaviours underpin all of this, and that’s a culture change job. This, as opposed to adding more and more to creaking systems and stretched resources.
Totally, because everyone can feel they can stake a claim and then hook up to the latest buzz word 😫 I think sticking the word design on it seems to be the filter of what's real and what's not. If you do EX design, you're saying you have an intentional and empathetic way of creating solutions from the employee perspective. An intranet isn't EX design. A chair isn't. Though you could use EX design to determine choices around both, in the true spirit of the mindset 👍
You’re spot on Lee. Employee Experience is being seen by many employers as a “fluff” add-on with superficial solutions like events and perks instead of willingness to dive deep and do the heavy lifting considering and acting upon employee needs and aspirations.
It's a balance, Lee Smith. We want critical mass and the word to spread. Then we're concerned the practice gets 'watered down' as people take the label. I totally hear you. I do think that when the market moves into the next maturity level, there'll be a natural consolidation and reshuffle as the roles evolve. There's definitely a wave to ride, and a huge education phase is still required to get us to that next level. Whether we're labelled HRBP or EX Manager at this point doesn't matter much to me. As you rightly say, it starts with the mindset and 'doing'. Keep the faith. It's all part of the grand EX plan ;)
Spot on once again Lee Smith. We should have a good catch up soon!
Co-founder, The EX Space | Employee experience & internal communication agitator | FIIC | FCIPR | MSc | Brand owner, Lost Years Rum | Ex-EY
6moHere’s a link to the free EX Archetypes white paper mentioned in the comments. https://mailchi.mp/theex.space/the-ex-archetypes