Ultimate Employee Experience Handbook: For C-Suite and Execs

Welcome to the executive playbook on enhancing employee experience.

This playbook aims to provide you with everything you need to create an environment that increases your employees’ productivity and grows your business.

This playbook is the product of deep research, outreach to industry experts, and my experience as the VP of HR at Telebu, where I managed over 100 employees.

Who’s this playbook for?

HR heads (like me)
CEOs
Team leads

With that said, it’s time to dive right in.

Want to be one step ahead in 10xing your employee experience? Give them Talk Magnet. Learn more or see how it works with a demo.

What is employee experience?

Employee experience (EX) refers to all interactions, perceptions, and emotions an employee encounters during their journey with your organisation.

It encompasses every touchpoint, from how your organisation recruits to onboarding, daily work, professional development, and the exit experience.

Does it sound like it’s not just about job satisfaction?

Yes, it goes beyond job satisfaction and delves into your employees’ emotional connection and engagement with their work and employer.

What are the components of employee experience?

Even though employee experience covers every touchpoint, there are some touchpoints that you must take seriously.

Here are five of them:

Workplace culture: Your company’s values and norms affect employees’ feelings.
Employee engagement: The more engaged your employees are, the more effort they put in.
Work environment: This is where your employees work, both physically and virtually. It determines how productive your team will be.
Professional development: You hired for expertise, but to keep them happy working, you must help them become better
Well-being and work-life balance: You don’t have to meddle with your employees’ personal lives. But what happens when it begins to affect work negatively?

We devoted individual sections of this playbook to each component of your employee experience.

What is your role in shaping employee experience?

Here’s something you may already know.

Your actions, decisions, and attitudes set the tone for your workforce. And it also influences your employees’ culture, engagement levels, and overall satisfaction.

So your first role is that you’re your team’s no. 1 example.

Secondly, you see everything we’ve discussed so far and will talk about in this playbook? It’s your job to plan, execute, and maintain them.

Why is positive employee experience a must-have?

Gallup, Deloitte, and Forrester’s research sheds light on how employee experience affects your organisation’s success.

Here’s what they discovered:

Deloitte’s Global Millennial and Gen Z survey found that 48% and 53% confess to experiencing burnout at work, respectively.
Additionally, almost half of millennial and Gen Z employees feel stressed for considerable work time.
The 2023 Gallup State of the Global Workplace study highlights a prevalent phenomenon termed “quiet quitting”, with 59% of the global workforce quitting quietly.
Among hybrid and remote teams, 85% of leaders find assessing or measuring team productivity hard.

Here’s something you and I know, and it’s common sense.

Employee experience (EX) and customer experience (CX) are tightly linked.

Employees who feel valued and engaged tend to provide exceptional service, improving CX. A positive EX motivates employees to satisfy their customers.

On the other hand, negative EX can destroy CX. The reason is simple, and you know it already.

Now, let’s start talking about how to improve your employee experience.

The first step is to know what’s happening in your team.

How do you know the state of your employee experience?

There are four ways you can do this:

Conduct employee surveys
Analyse employee turnover
Review HR data

This is how you go about each of them.

Conduct employee surveys and feedback sessions

Employee surveys and feedback sessions are the most direct ways to gain insights into your workforce’s sentiments.

What should go into the survey?

Here’s a good article by QuestionPro on how to conduct employee surveys with templates.

How do you get the best from your employee survey?

Frequency: Do it regularly to capture current feedback and monitor changes.
Safe space: Ensure employees can share their honest opinions without fearing retribution.
Anonymity: Establishing true anonymity encourages honest feedback.
Diverse questions: Include a mix of quantitative and qualitative questions for comprehensive insights.
Tough questions: Include some tough questions, such as things that may be difficult to address but, if acted on, could make a huge difference.
Positive spin: Beyond problem-hunting, include questions on what the organisation is doing well or needs to keep doing.

Analyse employee turnover rates and retention metrics

Employee turnover means people leaving your organisation.

You can learn much about your employees’ happiness by looking at how fast they leave.

Don’t confuse employee turnover with attrition and churn.

Let me explain the difference.

Employee attrition occurs when an employee leaves your organisation without prompt replacement. Conversely, employee churn is the percentage of employees leaving your company over a defined timeframe.

When analysing your employee turnover rate, look at the following:

Employee tenure trends
Retention and turnover rates

Your HR and Finance team can help you with the data on this.

Check out Finnegan’s arrow to understand the cost implication of employee turnover.

When you get the data, here’s what you should try to figure out:

Employee tenure: How long does the average employee stay? It tells you how committed your team is in the long run.
Retention rate: The overall retention rate tells you how stable your team is and how well your engagement efforts work.
Turnover rate: The percentage of employees who leave the organisation within a specific period, typically annually.
Reasons for departure: From qualitative data from exit interviews and surveys.
Voluntary vs. involuntary turnover: Did they resign or were fired?

All of these tell you a story of why they’re leaving.

For example, If more people are fired, your hiring is faulty. On the other hand, if the resignation rate is high in a short period, look at your work culture, environment, etc.

Review other HR data and performance metrics

Beyond looking at who joins or leaves your company, you can learn from how the people who stay perform. This will help you understand why they stayed and whether they’re interested in working or just working to pay bills.

Here’s what you should look out for in these stats.

Are your employees and team hitting the targets you’ve set for them, or are they just straggling by?

Putting everything together — talking to your employees plus reviewing employee data — you can paint a working picture of your team’s psyche.

Now that you understand what your current employee experience looks like. You’re ready to take it from zero to one or hundred.

What do you want your employee experience to be like?

And how would you know you’ve gotten there?

Start with setting your EX goals and vision for your team.

Let me show you how you can do this.

1. Set SMART EX goals

I know you’re tired of seeing the word SMART anytime setting goals is discussed.

I’m tired, too.

But as long as it still works, we’d keep using it.

When setting SMART goals, most people forget the “M” part. But as you’ll see, that part tells you if you’re progressing.

So the questions you need to answer here are “How do I want employee experience to be in my company?” and “How do I measure it?”.

Answer those two questions, and you’re on track.

How do you do that?

After running a survey to understand how your employees feel about their work in your company, run another survey. This survey is to understand what your employees want.

Such as their:

Dream job environment
Perfect relationship with the company

Or you can make it a part of the first survey.

After you survey your employees, speak to your team leads. Share your findings with them and let them help you understand how to meet those expectations.

Now, you have all you need to set your EX goals.

For example, from your survey findings, your goals can be:

Increase employee productivity and work satisfaction
Make employees want to stay longer in our company
Help employees balance work and personal life

This is just a random list of goals. Use the data you’ve gathered to set your goals.

2. Set metrics to help you track your goals.

Let’s say your goal is to increase team members’ productivity. How do you know when it starts to increase?

That’s where metrics come in.

Metrics are numbers. Not gut feelings.

Here are eight metrics you can use to track your goals:

Employee net promoter score (eNPS)
Employee retention rate
Staff wellness level
Rate of participation in learning
Team productivity
Internal promotions
Performance review data

You can use them as key performance indicators.

Let’s walk through them one after another.

Check out the best employee productivity software for your team.

1. Employee net promoter score (eNPS)

eNPS is your employees’ readiness to recommend your company to a friend or family as a great workplace.

How do you measure it?

With a one-line employee survey question.

“On a scale of 1-10 (10 being the highest), how likely are you to recommend our company as a great workplace?”

You can use the average score from all your employees or view it per department or per employee.

This is how you interpret eNPS:

Promoters (9-10)
Passive (7-8)
Detractors (0-6)

What can this metric tell you?

If a more significant portion of your team members are not promoters, your employees may not be happy with their experience in your company. And being good people, they won’t want a friend or loved one to experience the same ‘hell’.

An increase in eNPS may mean an increase in positive employee sentiment, satisfaction with their work, and how they feel about your company.

2. Employee retention rate

This is the percentage of employees who stayed with your company for a period of time.

Here’s how you can measure and analyse your retention rate.

Company-wide retention: Calculated as (number of employees at the start of the period – number of employees at the end of the period) / Number of employees at the start of the period x 100.
Average tenure: Find the average tenure by dividing the sum of all employee tenures by the number of employees.
Turnover rate: Determine turnover rate as (number of employees who left during a specific period / Average number of employees at any time) x 100.

An increasing retention rate may indicate increased work satisfaction, love for your company and employee engagement.

3. Staff wellness

How healthy are your employees?

Here is how you can measure it:

Overtime rates
Vacation or personal days taken
Use of mental health and wellness resources
Productivity levels
Reported stress levels

More overtime might mean your team members are unproductive during regular work hours. It may also mean your employees enjoy their work so much they want to work more. Or they have issues with their personal life or home that they want to run from.

The number of allowed vacations taken may indicate an attention to personal health. If employees do not take vacations, it may indicate a coming decline in your team’s health.

If your goal is to increase health, but your data shows that employees are not using the provided resources, you can tell where you are with that goal.

4. Participation in learning and development

Do you want to increase professional development? How your employees use the funds and LMS you set up will tell you the whole story.

Here’s what you can track:

Enrollment rates: How many employees are enrolling and for what?
Completion rates: How many enrolled employees complete their training?
Post-training feedback: How relevant and helpful your team found the training.
Performance improvement: How training impacted performance.

These numbers let you know how you’re progressing in your plan to increase professional development.

5. Team member productivity

Your employees’ productivity can help you know if they’re satisfied, happy and engaged.

Here’s how you can calculate and track productivity:

Task completion rates: Percentage of assigned tasks completed on time.
Efficiency rates: Compare time spent on tasks to achieved outcomes.
Goal completion: Track individual and team progress toward the primary goal.

6. Internal promotions

If the rate of employees going up the corporate or career ladder is low, it tells a lot about their journey in your company.

How’s how you can measure this:

Promoted employees: How many are getting promoted in a specific period?
Duration in role: How long are employees staying in their roles before moving up?

Now you know all the metrics you can attach to each EX goal.

For example, if your goals are:

Increase employee productivity
Make employees want to stay longer in your company
Help employees balance work and personal life

You can use the following metrics to track your progress:

Task completion rate
Employee retention rate and eNPS
Staff wellness

Respectively.

So, when you set each of these goals, you also set a target for each metric as the key indicator of progress or failure for each goal.

Let’s get back to shaping your company’s EX.

3) Get support from the top

Do you see all the goals and metrics you’ve set? Except you’re the CEO, you’ll need the buy-in and support from your bosses at the top.

Do these to get their support:

Show how the company benefits: Show the benefits of investing in employee experience and back your arguments with data, research, and great examples. Talking about revenue and cost savings always works. Finnigan’s arrow makes this easier.
Talk to those who call the shots: Identify the people who make the final decisions and speak to them. Note their concerns, priorities, and influence areas, then customise your message to align with them.
Present a clear implementation plan: Provide a realistic implementation plan with steps, timelines, possible risks and how to overcome them. The tighter the plan, the better your odds.
Plan for possible resistance: You know the person who might oppose your plans and what their opposition could be. Think of ways to overcome these oppositions.

If you put in a solid plan and do a good presentation, you will get the support and resources you need to get your plan rolling.

Have your goals set?

Let me walk you through improving your employee experience one component at a time.

In case you’ve forgotten, here are the components:

Workplace culture
Employee engagement
Work environment
Professional development
Well-being and work-life balance

#1. How do you build a positive workplace culture?

Your workplace culture is the values, norms, and behaviours that shape your work environment.

In this section, we’ll dive deeper into your workplace culture and how to make it as positive as possible.

Here are some things you need to know so you better appreciate what I’m going to share about building a positive workplace culture:

If your workplace culture is handled, your employees may be more engaged
If your employees are engaged, they’ll feel better about the work they do

Your employee survey and the analysis you performed will give you an idea of the kind of culture you operate in.

Here’s how to build a positive workplace culture.

Document and share your company values
Create the feeling of inclusivity
Promote open communication
Recognise and reward employees’ contributions
Encourage collaboration and teamwork

Let’s talk about each of them and precisely what to do.

1. Create the feeling of inclusivity

Your employees are from different gender, race, religion, age, disability, language, personality, and orientations. It is possible for one group to feel “not-among”.

This feeling of not being among or appreciated usually leads to reduced engagement and satisfaction from work.

Also, religious and racial disagreements and factions within your organisation may arise.

That is where you come in.

Creating a feeling of inclusivity helps to prevent and curtail tensions and make everyone feel among, heard, and respected.

Here’s how you can do it.

Start with you: Ensure you’re not biased when managing, promoting, or rewarding employees. You’re off to a good start if you start by checking your biases.
Start small: You can start by observing how teammates talk to one another. Even some casual remarks can cause discomfort for some people.
Show, don’t tell: Don’t just tell your employees to respect one another. Consider pairing them together. People who achieve a goal together bond faster.

2. Make it easy for people to talk

If you want your employees to love working for you and feel safe and comfortable doing so, make it easy for them to speak to you and anyone.

This is where the flat organisational structure shines.

Also, if there’s open communication, there’s more collaboration and more efficient use of your team’s time.

For example, if your employees can speak to anyone, there will be less duplication of effort. Because everyone knows what each person is working on.

Here’s the best part.

If your employees know they can talk to anyone, they’re generally happier.

According to a survey by Atlassian of 1000+ employees, personal openness and mutual respect lead to 80% higher emotional well-being.

Here’s how you can make communication open in your organisation:

Lead by example: Star with opening the doors to your office, email and DM. Your team members should know they can reach you anytime for anything.
Hold regular team meetings: In this meeting, encourage everyone on your team to say something. And not hold back in fear of anything.
Bring in anonymous: Even if you tell your employees to speak without fear, it’s natural for them to prefer staying employed to making a point. If they know they can be anonymous, they can be more open.

Side note: For a remote or hybrid team, you need a very simple team communication that allows your employees to send messages easily without the B.S. features. That is where Talk Magnet shines. You can try it for free or schedule a demo to see how it works.

3. Reward employees’ contributions

There’s an electrifying energy in a workplace where recognition transcends end-of-year parties.

If your employees do more than expected, they expect you to recognise their effort at least. You won’t believe a simple public recognition will affect an employee’s desire to go 10X.

According to the 2023 discretionary effort study by Great Place to Work, when employees have an equal opportunity to earn recognition for their contributions, they are 2.2X more inclined to exceed their usual responsibilities.

Here’s the surprising part. It doesn’t have to be an award or special gift.

A sincere ‘thank you’ from you and the execs can spark a 69% surge in the probability of employees going above and beyond with their work.

Here’s how you can create the best culture with recognition:

Celebrate employees regularly: Implement regular, low-cost, easy-to-implement ideas to appreciate and thank employees.
Ask, and you shall receive: Recognition doesn’t have to be elaborate. Ask your employees what form of recognition they’d like. And try to do what they say.
Democratise recognition: Teach employees to acknowledge one another’s efforts. A “well done” from a colleague can feel better than a supervisor’s.
Regular awards and celebrations: Host regular award ceremonies or team celebrations to recognise outstanding performance and achievements.

4. Make collaboration and teamwork easy

Think about your own story.

What brings out the best in you?

I’d take a bold guess to say having the right tools, systems and people to work with.

That’s the same for your employees.

What gets the best employees going is a workplace that equips them with great tools and simplifies collaboration.

So this is how you do it:

Purchase and onboard the best tools you can. And make your employees know you’re open to getting more if they need
Make collaboration a “thing” (across departments) in your organisation.
Add a little soul to your team with activities. You can also do it online. This is what separates your team from a suite of AI tools.

A simple team communication app like Talk Magnet can make collaboration easy and normal for in-house and remote teams.

So, what will you do to build a more positive work culture?

I’d recommend you start doing what you have decided in your mind right away.

#2. How do you increase your employee engagement levels?

Your employees may not feel connected to your organisation.

Yes, they may smile in team meetings and complete their task, but their heart may not be there. And if their heart is somewhere else, their body may soon follow.

Here’s a stat to help you know your company may not be the exemption you believe it is. According to Gallup, only 23% of employees are engaged.

What about the remaining 77%?

You know the answer.

How do you make your employees more engaged?

I share five things you can start doing today.

But first, you need to discard the misconception that employee engagement is solely the responsibility of HR.

It’s everyone’s duty.

Let’s jump into the steps you can take to increase employee engagement.

1. Make your employees feel like they’re getting better

If your employees don’t feel like they’re growing, they will look for it outside.

Growth cuts across their skill level, position in your organisation, and income.

We cover this more in the section on supporting professional development.

2. Give your employees regular performance feedback and reviews

From the day an employee joins your organisation, they’re curious to know if they’re meeting up to your expectations.

If you don’t give them this desired feedback, they may soon feel you’re not paying attention to their work. This may lead to a drop in the quality of work they do.

So, what should you do?

Create and publicise a performance review schedule for your team.

How does frequent review help?

If you consistently share feedback, your employees can see how they’re improving or where they need to improve. If you make it a publicly known schedule, they’d know exactly how long they have to improve their performance before the next review.

You can’t quantify how much this will help them.

But here’s one obvious benefit.

They’d know you’re paying close attention to their work. So they’d pay more attention to the work they do.

3. Free your employees to make certain decisions

Imagine your organisation as a finely tuned machine, with each employee as a vital cog in the mechanism.

Empowering your employees with autonomy and decision-making authority is like oiling each cog, allowing them to operate smoothly.

Here’s the fear most leaders like you may have.

The more autonomy you give your employees, the more control you lose.

Granting autonomy doesn’t mean relinquishing control. instead, it’s entrusting your team members with the freedom to take responsibility for their work.

If they know they have a certain level of control, they feel more ownership of what they do. The more ownership they feel, the more accountable and connected they feel to the success of your organisation.

Check out our ultimate guide to employee engagement.

#3. How do you design a productive work environment?

To increase your employees’ output, improve their working environment.

Their work environment is not just the physical environment. It cuts across everything they interact with while getting work done.

It may look like it doesn’t concern you if your team is remote.

But read on to see.

1. Offer flexible work arrangements

Here are three ways you can offer your team flexibility in work hours.

Compressed work weeks: Anyone can complete their tasks as fast as possible and have the rest of the week off.
Hybrid work: If you run an in-house team, you can offer your team the option to work from home and the office at their convenience
Switching shifts: You can allow team members to log in when they want during the day as long as they get the work done.

2. Investing in workspace design and amenities

If you run an office, your office workspace setup can quickly tell how productive and creative your team will be.

Here’s how you can make your office space better.

Consider natural lighting, ergonomic furniture, and a flexible layout so people can move easily, work comfortably and collaborate smoothly.

If you have the space and budget, breakout areas, brainstorming rooms, and communal kitchens encourage employee interaction and idea exchange.

Also, supplies such as snacks, fitness facilities, and relaxation zones can reduce employee stress and help them get work done when they’re working.

When it comes to designing your workspace, the ideas are endless. Your team can help you create the design they’d enjoy. Don’t just work alone. Ask them what they want.

What if your team works remotely? Should you be concerned about this?

You can help them set up a simple and efficient WFH office setup that they can afford.

Here are some WFH office setup ideas sourced from our team at Telebu.

You can also create a budget to help your employees purchase gadgets and supplies to set up their home offices.

3. Use technology for remote collaboration

Empower your employees to stay connected and productive in the office or remotely.

You can invest in communication and collaboration tools such as video conferencing platforms, project management software, and instant messaging apps. If you give your employees access to tools like this, work can be done from anywhere.

You can also use virtual reality (VR) and augmented reality (AR) to get your remote team collaborating like they’re in the same office.

#4. How do you support professional development?

If your employees stay with you for 1 or 2 years and don’t feel like they’re improving their skills, they’ll soon feel you don’t have their future in mind.

And because everyone is inherently selfish, they’ll seek where to find that development they desire.

Setting up a professional dev plan prevents them from falling out of love with working with you.

Let me show you how.

You have four options you can explore:

Setup skills training resources
Provide mentorship and coaching
Support their plan to further their education
Create a career dev plan

The skills training resources can be online courses, in-house workshops, books or webinars. You can set up your own LMS or use online platforms like Udemy.

You can easily use team leads as mentors and coaches. For example, our content strategist at Telebu coaches all the writers and editors on a 1-1 level. As well as organise learning sessions.

If you have a team member who wants to get a higher degree or a certification, providing them the resources they need is how you get an employee for life.

In all of these, don’t make the mistake most companies make.

The mistake of assuming you know what your employees need. Instead, ask each team member what they want to develop themselves and provide it.

You can get new hires to decide to stay with you for long by setting up a career plan for each employee when they join your company.

I know you pay your employees for their skills, but you’d get more than you pay for if you help them become 10X better working for you.

I had an interview with Shirlyn Njeri, and we discussed everything from hiring to training a team. Though we focused on marketing teams, the ideas we shared can be applied to your team as well.

#5. How do you help your employees balance work and life?

If you want employees who dream of coming to work your job doesn’t end at giving them tasks and feedback.

Employees like this are not found. They’re made. Made by helping them love and care for their body and mind.

Let me show you how you can do it.

Let’s start with their mental health.

Here’s what you can do.

Provide access to mental health care, like counselling services, support groups, and mindfulness training.
Educate employees on stress management techniques and encourage regular breaks and relaxation activities.
Destigmatise mental health issues by openly discussing them and promoting a supportive and inclusive work environment.
Implement policies that support flexible work arrangements to accommodate employees’ mental health needs.

This is how you can help your employees balance life and work.

Set clear expectations around working hours and encourage employees to disconnect from work during non-working hours.
Promote the use of vacation time and discourage a culture of presenteeism by emphasising the importance of rest and recharge.
Encourage employees to prioritise activities outside of work, such as hobbies, family time, and self-care.
Lead by example by demonstrating a healthy work-life balance and respecting boundaries between work and personal life.

Measure success and make changes

If you decide to introduce more rewards to improve employee engagement or set up an LMS to help your employees develop professionally, how do you know you’re progressing?

Remember those metrics you chose and set goals for? That is how you know.

I know I said it before, but I’d repeat it.

Keep track of these numbers as frequently as possible to know where you’re heading.

Something is missing if the task completion rate drops or remains static after altering your employees’ work environment. Maybe you chose the wrong solution for the problem. Or you’re fighting the wrong problem.

Keep track. And keep iterating.

Let’s see how some companies are improving their employee experience.

Success stories from leading organisations

Let’s discuss three companies you know:

Google
Tesla
Hilton

Let’s look at each of them.

Google

Google has long been recognised for its exceptional employee experience. By creating a culture of innovation, transparency, and employee well-being, Google has consistently ranked among the top companies to work for globally.

Here’s what they do:

Flexible work arrangements: Google allows employees to work from anywhere, promoting work-life balance and reducing commuting stress.
Employee empowerment: Google encourages a culture of autonomy and ownership, allowing employees to pursue their passions and ideas.
Continuous feedback: Regular performance reviews and open communication channels foster a culture of constant improvement and development.

The result?

Google boasts high employee satisfaction and retention rates, driving innovation and maintaining its position as a leader in the tech industry.

Check out our breakdown of Google’s organisational structure and how their team works.

Tesla

Tesla prioritises innovation and encourages employees to venture beyond their comfort zones. Mistakes are embraced as learning opportunities, with constructive feedback enabling individuals to pinpoint areas for improvement.

Additionally, Tesla fosters an environment conducive to small group dynamics, promoting more engagement among team members. This collaborative approach cultivates a sense of dedication towards achieving outcomes that resonate with the company’s objectives.

Hilton

Hilton strongly emphasises investing in its workforce through comprehensive training and ongoing career development opportunities.

With a central focus on delivering exceptional customer service, Hilton equips its employees with the tools to enhance their efficiency and effectiveness in their roles.

Hilton cultivates heightened engagement and loyalty across its workforce by fostering a familiar atmosphere where every team member feels valued.

How can different industries improve EX?

You can do a few things right now that will improve the satisfaction and productivity of your employees.

Let’s walk through it for each industry.

Retail and hospitality

Setting up training programs to teach your employees how to serve your customers can quickly get things rolling. The terrible customer experience reported may just be because your employees don’t know better. Help them.

Learn how to reduce employee turnover in your restaurant.

Manufacturing

If all you do is modernise your work process using technology, you can improve productivity and output significantly.

Also, your employees will feel more connected to your company’s objectives if you guarantee their safety.

Technology

Here’s what you can do to put a smile on your employees’ faces:

Embrace a culture of innovation like Google.
Offer equity to induce ownership in your employees.
Foster cross-functional collaboration to leverage different talents

Healthcare

Start with this:

Prioritise patient care and safety and ensure your staff knows
Support employee well-being to curb stress from overwork and burnout
Provide for continuous learning and up-certification

Learn how to reduce employee turnover in your healthcare practice.

Finance

Do these:

Promote the values of transparency, trust and integrity
Invest in cybersecurity, so employees know to care for customers’ data and funds

Recommended books, articles, and research papers

Here are a few recommended books, articles, and research papers to help you:

The Employee Experience Advantage by Jacob Morgan. This book provides a comprehensive guide to creating a fulfilling workplace experience that attracts, engages, and retains top talent.
Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink explores the science of motivation, debunking common myths and offering a fresh perspective on what drives human behaviour.
Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead by Laszlo Bock: Bock, Google’s former Senior Vice President of People Operations, shares valuable insights into building a culture of innovation.
The Culture Code: The Secrets of Highly Successful Groups by Daniel Coyle. Coyle explores the dynamics of organisational culture and how it impacts team performance and cohesion.
First, Break All the Rules: What the World’s Greatest Managers Do Differently by Marcus Buckingham and Curt Coffman: Based on extensive Gallup research, this book identifies the fundamental qualities of great managers.

The Comprehensive Guide to Improving Employee Experience: A Playbook for Executives & C-Suite Managers