What is meant by employee centricity

Employee centricity is a business philosophy that focuses on employee satisfaction and well-being as a key factor for organizational success and is based on a few but essential pillars that must necessarily be present in the employee experience. Included in the employee experience should be the creation of a positive and stimulating work environment, the provision of opportunities for professional growth and development, and the promotion of a work-life balance.

An employee experience design based on employee centricity can increase employee motivation, productivity and loyalty, thereby improving the company’s performance and profitability.


  1. According to a 2022 study by the Society for Human Resource Management, organizations that adopt an employee-centric culture have a 31 percent lower turnover rate than organizations that do not.

Putting the employee experience at the center has never been more productive

  1. A 2021 study by Gallup found that companies with highly engaged employees have 21 percent higher profitability than companies with lowly engaged employees.
  2. A 2022 study by Deloitte found that organizations with a positive work environment have a 28 percent increase in productivity and a 24 percent increase in employee satisfaction.
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For an employee experience project focused on employee centricity, it is critical to have a complete and accurate view of data from the entire enterprise .

This means that data must be collected from multiple sources, including HR, financial and production systems, and then integrated into a single platform. In this way, an accurate picture of the company’s situation can be obtained, including information on employees, financial resources, and operational processes.

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Centralization and integration of data to create a successful employee experience

Centralization and integration of data are essential because they provide a global view of the company and an understanding of how employees relate to other aspects of the organization.

For example, if an employee has a high absenteeism rate, you can use the company’s data to see if there are specific problems within his or her unit or if there are health or stress issues that can be resolved.

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In addition, data integration enables the identification of any productivity or performance problems, which can be solved through appropriate training or support.

Data centralization and integration therefore represent the starting point for an employee experience project focused on employee centricity, as they provide a solid foundation on which to build an effective and customized performance data-driven HR strategy.

data driven performance with employee experience

From data analysis to the strategic ustrategic use of insights

Data analysis provides valuable information about the situation of individual employees and how they relate to the company. Interpreting clusters of data allows them to gain a meaningful and useful understanding of the situation and identify any problems or opportunities to improve their work experience.

But the real power of data is the ability to generate Targeted and timely actions on each individual employee. Through the timeliness of insights gained from data analysis, companies can create precise cause and effect actions for each individual employee, and spread the right message through both digital and physical channels.

In this way, you can increase employee productivity, motivation and loyalty, improving the company’s performance and profitability.

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What are the tangible benefits in an employee experience based on employee centricity?

  1. Increased productivity: increased employee satisfaction and motivation can lead to a 12 percent increase in productivity, according to a study conducted by the Gallup company.
  2. Reduced absenteeism: a positive and stimulating work environment can reduce employee absenteeism by 41 percent, according to a study conducted by the company Aon.
  3. Increased employee loyalty: increased employee satisfaction and motivation can increase employee loyalty to the company by 65 percent, according to a study conducted by the Gallup company.
  4. Improved quality of work: a positive and stimulating work environment can improve employees’ quality of work by 12 percent, according to a study conducted by the company Aon.
  5. Increased innovation: a positive and stimulating work environment can increase employee innovation by 15 percent, according to a study conducted by the Gallup company.
  6. Increased revenues: increased employee satisfaction and motivation can increase company revenues by 21 percent, according to a study conducted by the company Aon.

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Reconstructing the employee’s journey considering omnichannelity

Employee centricity is based on reconstructing the employee journey, the work path of employees, which includes all the interactions they have with the company, from internal communication to feedback on processes and products.

This provides an accurate picture of the situation and an understanding of how employees relate to the company and their colleagues.

Now omnichannel can no longer be ignored in designing an employee experience project

For this reason, it is important to think in an omnichannel logic from which it is now impossible not to include the systematic collection of employee data, as the path of an employee must now always consider in their journey the use of digital channels such as social media, chat, e-mail and collaboration apps.

These tools are becoming increasingly common in organizations and are an important source of data and information gathering to understand how employees relate to the company and their colleagues, and to identify any problems or opportunities to improve their work experience.

According to research by Salesforce, an average employee uses 8.4 applications in their work journey, which can lead to a number of security and compliance issues for organizations.

The challenge for companies will therefore increasingly be to securely integrate all these external platforms and channels, avoiding redundancies and risk of errors.

To solve these problems, “employee platforms” are born-a single platform for employees focused on giving more guidance and assistance support to the workforce, software that can offer a unique and personalized work experience, thereby drastically reducing compliance risks.

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Build an experience based on gamification

Gamification is the use of playful elements, such as scoring, leaderboards, and challenges, to increase employee engagement and improve application usage. When these elements are integrated into employee applications, they can increase platform adoption and create more data, both explicit and implicit.

Consistent use of gamification-based employee experience platforms can increase employee engagement and improve employee experience. In addition, they can generate more data, including utilization data, performance data, and feedback data, which can be used to improve performance management and employee experience.

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In addition, gamification enables greater employee participation and interaction with the platforms, this generates more implicit data such as times of use, actions taken, interactions had and reactions.

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Use metrics and indicators to measure change

Data analysis for employee centricity is based on measuring performance data that must be defined and measured systematically for each individual employee and work teams. These data are called KPIs (Key Performance Indicators) and are essential to have an accurate understanding of where employees and teams stand so that any problems or opportunities to improve their work experience can be identified.

KPIs can include metrics such as productivity, quality of work, absenteeism, employee satisfaction and loyalty. These data must be collected systematically and analyzed to identify trends and patterns that may indicate problems or opportunities.

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Once KPIs have been defined and measured, they can be used to define activities and goals for individual employees and their work teams. For example, if data indicate a high rate of absenteeism, the company can use this information to set goals and activities to improve the management of employee health and well-being.

Data analysis for employee centricity then relies on measuring performance data, which are collected and analyzed to identify trends and patterns, and used to define targeted activities and goals for each individual employee and work teams, this becomes the ideal basis for managing employee productivity and performance.

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Data culture for successful employee centricity

Achieving employee centricity through an omnichannel service requires a cultural change within the company. The availability of a large amount of employee data through multiple channels offers unique opportunities to generate valuable information, but these opportunities can be wasted if the company does not adopt a data-driven culture.

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To spread this new culture based on data analysis, companies need to evolve their processes. This may involve exploring the benefits of cloud computing, initiating partnerships with companies specializing in digital transformation, and adopting solutions that integrate various tools, such as emailing, third-party cllaboration application tracking of work force automation results.

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In addition, it is important that employees are trained and motivated to positively welcome a better experience given by new tools capable of supporting them.

The adoption of a data-driven culture is an ongoing process and requires constant efforts to ensure that data are used effectively to improve employee centricity.

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Mistakes to avoid in a vision based on employee centricity

  1. Do not clearly define goals and performance indicators: it is important to clearly establish goals and performance indicators to measure the success of the project and identify any problems.
  2. Do not involve employees in the project: active participation of employees is crucial to creating a culture based on employee centricity.
  3. Ignoring employees’ needs and expectations: it is important to understand employees’ needs and expectations to create a positive and stimulating work experience.
  4. Do not systematically collect and analyze data: data collection and analysis are essential for understanding the situation of employees and identifying any problems or opportunities.
  5. Do not use data to create targeted actions: data should be used to create targeted actions to improve employee performance management.
  6. Do not continually evaluate and adapt the project: it is important to continually evaluate the project and adapt it according to the needs and expectations of employees to ensure its long-term success.
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Employee experience platforms

Employee experience platforms are primarily aimed at supporting the daily journey of employees by providing them with a positive and stimulating work environment.

At the same time, these platforms collect massive sizes of data needed to create a culture based on analytics. This combination of operational support and data collection enables consistent, “telemetric” performance management, a fundamental principle for companies that want to compete in a constantly changing marketplace.

In this way, companies can optimize their resources and improve employee productivity, motivation, and loyalty,thereby increasing company performance and profitability.

Want to go into detail and learn more about employee experience functions and platforms?

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