Employee Experience
Measure engagement, satisfaction, and drivers of retention so you can prioritize what improves culture and productivity.
Link EX to outcomes and justify investment in people programs with evidence.
Employee experience research helps you measure engagement, satisfaction, and drivers of retention. By linking EX to outcomes, you can prioritize initiatives that improve culture and productivity and justify investment in people programs.
What We Solve
Engagement and retention are driven by culture, development, and day-to-day experience—factors that are often measured only once a year. We help you measure engagement, satisfaction, and drivers of retention so you can prioritize initiatives that improve culture and productivity. This work pairs well with Customer Experience Research and our Experience to Impact approach.
Without structured EX research, teams lack a clear view of what drives satisfaction and attrition. Employee Experience Research turns scattered feedback into a clear picture you can act on. For proof in practice, see our Employee Experience That Drives Retention case study.
Who It's For
HR, people, and operations leaders who own engagement and retention. Typical use cases include engagement programs, retention strategy, and employer brand. We tailor the research to your survey and HR data.
What We Measure
We focus on the dimensions that predict retention and productivity—tracked over time and by segment, role, or geography so you see what moves the needle.
Engagement
Measure engagement and satisfaction through surveys and pulse checks.
Retention Drivers
Identify what drives retention and turnover so you can act on the right levers.
Well-being & Inclusion
Assess sentiment on policies, inclusion, and well-being to support culture.
Employer Brand
Benchmark how employees perceive the workplace versus industry norms.
Business Impact
Employee experience research informs decisions across strategy, operations, and people—so you invest where it matters. The same data supports HR and leadership: strategy uses it for culture and employer brand, operations for engagement and retention programs, and finance for linking EX to productivity and turnover cost. When everyone works from the same numbers, alignment improves and debates shift from opinion to evidence.
Strategy
Strengthens culture, employer brand positioning, and workforce insights for board and leadership.
Operations
Drives engagement programs, retention strategy, well-being initiatives, and inclusion.
ROI
Connects EX to productivity, turnover cost, and retention so you justify investment in people.
What we measure
eNPS, engagement scores, retention rates, well-being indices, and DEI satisfaction.
Execution Framework
We combine surveys, HRIS, and feedback data so your EX view is both broad and precise. Engagement and pulse surveys give you direct feedback; exit and stay interviews add context; and our analytics tie results to retention and performance. Deliverables are built for your workflow: dashboards for ongoing tracking, reports for leadership, and clear recommendations so the next steps are obvious.
Data Sources
- Employee and pulse surveys
- Exit and stay interviews
- HRIS and performance data
- Employer brand platforms
Research Techniques
- Engagement scoring
- Turnover analysis
- DEI assessment
- Benchmarking
Stakeholders
- HR and people leaders
- DEI officers
- Business unit heads and ERGs
- Executive leadership
Deliverables
- EX dashboards
- Engagement heatmaps
- Retention risk reports
- Action planning playbooks
How It Works
We follow five phases from defining what to measure through to ongoing optimization. Each phase is designed so you get clear inputs for the next.
-
Capture employee feedback
We align with you on objectives and population. Feedback is collected across the employee lifecycle from onboarding to exit via surveys and interviews.
-
Analyze sentiment & engagement
We evaluate engagement, satisfaction, and inclusion sentiment. Data is combined with HRIS or performance data where relevant so you see the full picture.
-
Identify drivers and gaps
We pinpoint cultural strengths, leadership gaps, and well-being opportunities. Segmentation by role, tenure, or geography shows where to act first.
-
Build actionable models
We link experience to retention and performance and recommend priorities. Experience blueprints are aligned to career paths, well-being, and inclusion.
-
Implement & monitor
We deliver dashboards and action plans with clear ownership. KPIs are designed to monitor progress and drive continuous workforce improvement.
Why It Matters
Key drivers of employee experience. Research shows that engagement, recognition, well-being, and culture directly affect retention and productivity—use these statistics to make the case for investing in EX research and people programs.
Frequently Asked Questions
What is employee experience research?
Employee experience (EX) research measures engagement, satisfaction, and drivers of retention and turnover. It helps you prioritize initiatives that improve culture, development, and day-to-day experience so you can retain talent and boost productivity.
How do you measure employee experience?
We use engagement and pulse surveys, exit and stay interviews, and where relevant performance or HR data. Metrics are tracked over time and by segment so you see what drives satisfaction and attrition.
Why link EX to business outcomes?
Linking EX metrics to retention, productivity, and employer brand shows the business impact of people initiatives. Our Experience to Impact approach quantifies how improvements in engagement and culture affect outcomes so you can justify investment.
Who uses employee experience research?
HR, people, and operations leaders who own engagement and retention. Typical use cases include engagement programs, retention strategy, and employer brand. We tailor the research to your survey and HR data.
Get Started
Improve engagement, retention, and culture with data-driven employee experience research.
Talk to an expert