Optimizing the customer experience is an integral part of strategic priorities for companies, with satisfaction at the heart of key performance indicators. The attention paid to candidates and employees, who are also “customers” of the company, is generally not equal to that paid to customers. Until recently, the candidate and employee experience was somewhat neglected. However, employees are still the company’s most important asset.

An organization wishing to enhance the customer experience can only do so by transforming its employee experience in depth. Whether before, during or after their time with the organization, each candidate, employee or ambassador is looking for meaning, consistency, simplicity in their daily lives and real added value, both in terms of what they receive and what they deliver.

Breaking down silos, rethinking the candidate and employee career paths to meet the expectations and objectives of each individual, reinforcing the coherence and alignment of the employer brand and the attachment to the organization, promoting “project” mode, developing collaboration, cross-functionality, agility and responsiveness, and reinforcing the ability to adapt quickly to a constantly changing economic environment: these are all issues that can be addressed by taking into account the employee experience in the broadest sense. This has a direct impact on the commitment, loyalty, performance and development of each individual. And improving the customer experience!

Pagamon approaches each employee experience improvement program through the same lens as the customer experience. Because rethinking the employee experience involves :

• Reviewing the strategy and performance of the HR/internal organization to serve each employee, whether candidate or incumbent.
• Optimizing the experience, consistency and satisfaction of the candidate / employee.
• Transforming work methods, spaces and solutions to simplify daily life.

Well-balanced and supported over time, this new, expanded employee experience makes it possible to reconcile the improvement of the quality of life at work for everyone with the achievement of economic gains for managers. In a clear “win-win” strategy based on long-term attractiveness.