Download the employee experience version of the empathy map above and shape your employee experience agenda with three practical steps:
1 Answer the “why” question
Give your work on employee experience clear focus. What is the overarching purpose of your employee experience design? What are the concrete goals and outputs of the work? How does it relate to other (HR) initiatives and the overall HR and enterprise strategy? What would success look like?
2 Develop a deep understanding of your employee experience baseline
Work with the empathy map to collect data and observations. Based on a desktop exercise working with the map (‘what do we think the employee experience looks like’), set up an initial round of 8–12 interviews and opportunities for observations with employees, again using the map as a basis. What common themes, insights and issues emerge? What are key drivers the employee experience in your organization, in terms of impact for employee pain and gain?
3 Define and prioritize the design challenges
Based on the results from step two, move from insight to ideation. What are elements of the employee experience that could be shaped by a different business design? There are many principal angles that may become relevant here: the organization of work (e.g. team membership and organizational affiliation), the management structures and practices (e.g. roles of and relationships to superiors), or core HR processes (e.g. performance management or career processes and, yes, also classical comp & ben issues).
Find more helpful information on working with the Map on the Management Kits Blog: