𝐋𝐞𝐭’𝐬 𝐬𝐭𝐨𝐩 𝐩𝐫𝐞𝐭𝐞𝐧𝐝𝐢𝐧𝐠 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐢𝐬 𝐇𝐑’𝐬 𝐣𝐨𝐛.

Scroll through LinkedIn and you’ll see “employee experience” plastered across job
descriptions, most of which read like a mix of party planning, office perks, or generic HR
checklists.

What they’re describing isn’t employee experience. It’s event coordination. Or maybe
workplace logistics. At best, it’s office culture management.

But real employee experience? It’s not a job title. It’s not a buzzword.

It’s a 𝐬𝐞𝐫𝐢𝐞𝐬 𝐨𝐟 𝐦𝐨𝐦𝐞𝐧𝐭𝐬 that shape how people feel about their work, their growth,
and their worth.

When I launched Agent In Engagement in 2013, I thought employee engagement was
the most important thing to fix. What I didn’t realize then was that engagement is just a
𝐬𝐧𝐚𝐩𝐬𝐡𝐨𝐭 —a moment in time.

What makes someone engaged? It’s not the holiday potluck or the branded hoodie. It’s:
• Their relationship with their manager
• Whether they’re recognized and/or rewarded for their contributions
• The opportunities they’re given to grow
• The path (or lack of one) for advancement

And here’s the part most orgs still miss:
Engagement can change in a 𝐡𝐞𝐚𝐫𝐭𝐛𝐞𝐚𝐭 because experience is continuous.

That’s why I’ve started using the term 𝐏𝐞𝐨𝐩𝐥𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 .

It includes everyone: full -time employees, part -timers, contractors, gig workers, and yes,
even vendors, customers, and shareholders affect (and are affected by) that experience.

It touches everything: hiring, onboarding, communication, comp, benefits, flexibility,
coworkers, culture, leadership, etc.

If you’re a manager, 𝑦𝑜𝑢 𝑎𝑟𝑒 𝑡𝘩𝑒 𝑒𝑥𝑝𝑒𝑟𝑖𝑒𝑛𝑐𝑒 .

If you’re an executive, 𝑦𝑜𝑢𝑟 𝑠𝑦𝑠𝑡𝑒𝑚𝑠 𝑎𝑟𝑒 𝑡𝘩𝑒 𝑒𝑥𝑝𝑒𝑟𝑖𝑒𝑛𝑐𝑒 .

𝐈𝐭’𝐬 𝐧𝐨𝐭 𝐚𝐛𝐨𝐮𝐭 𝐇𝐑. 𝐈𝐭’𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞 .

𝐖𝐡𝐚𝐭 𝐭𝐞𝐫𝐦 𝐝𝐨𝐞𝐬 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐮𝐬𝐞 (𝐩𝐞𝐨𝐩𝐥𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 , 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞
𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 , 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭 , 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 , 𝐨𝐫 𝐬𝐨𝐦𝐞𝐭𝐡𝐢𝐧𝐠 𝐞𝐥𝐬𝐞)?
𝐃𝐨𝐞𝐬 𝐢𝐭 𝐦𝐚𝐭𝐜𝐡 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮’𝐫𝐞 𝐫𝐞𝐚𝐥𝐥𝐲 𝐭𝐫𝐲𝐢𝐧𝐠 𝐭𝐨 𝐜𝐫𝐞𝐚𝐭𝐞 ?

𝑆𝑝𝑒𝑐𝑖𝑎𝑙 𝑡𝘩𝑎𝑛𝑘𝑠 𝑡𝑜 𝑆𝑡𝑒𝑣𝑒𝑛 𝐵𝑎𝑟𝑡𝑙𝑒𝑡𝑡 𝑎𝑛𝑑 𝘩𝑖𝑠 𝐵𝑒𝘩𝑖𝑛𝑑 𝑡𝘩𝑒 𝐷𝑖𝑎𝑟𝑦 𝑝𝑜𝑑𝑐𝑎𝑠𝑡 :
𝐸𝑝𝑖𝑠𝑜𝑑𝑒 “𝑄𝑢𝑖𝑡 𝑌𝑜𝑢𝑟 9 𝑡𝑜 5 𝐽𝑜𝑏 𝑤𝑖𝑡𝘩 𝑇𝘩𝑖𝑠 90 𝐷𝑎𝑦 𝑆𝑖𝑑𝑒 𝐻𝑢𝑠𝑡𝑙𝑒 𝑃𝑙𝑎𝑛 !” (30:04)