In his organizational psychology book on a ground breaking read in employee experience, Jacob Morgan’s book The Employee Experience Advantage: How to Win the War for Talent By Giving Employees the Workspaces They Want, The Tools They Need, And A Culture They Can Celebrate is full of valuable information for those in business. The study centers around a theory Morgan has put together that addresses the future of workplaces in not just providing a paycheck for their employees but an experience in an effort to not only increase profits and efficiency, but to also retain employees and save money. The three areas addressed are physical workspace, technology, and culture in the workplace. Morgan has put together a seventeen point scale that can allow any business to find their employee experience score. He then goes on to suggest practical ways to improve this score after addressing why it is important to improve the score. The practical implications from the study are staggering and a must read resource for anyone in business.
This is a welcome follow up to Morgan’s other book The Future of Work and addresses several areas where that book felt almost too good to be true. In truth, most workplaces are aware but not addressing the need for attention to employees and HR measures that are going to be critical in the next few years as the characteristics of the employees in the workforce make a transition. In order to address where these changes need to be made and how to become a competitive workplace for the talent demographics that are forthcoming, this book depicts seventeen key points that HR personnel will want to make sure their company is addressing. The book follows a steady progression and makes a lot of practical sense. A great deal of effort has been put into interviewing with companies who are already at the forefront of addressing these demographics and composing a measurement that is dynamic and practical all at once. The overall theory is outstanding and the observations from the study show that it is on point and accurate. The practical implications are perhaps the greatest strength of the work in making the theory come to life and more concrete for those working in people analytics. The graphics are also helpful, the book is well laid out and edited, and the progression from the importance of this research to its implications is tight and logical.
The one area in which I see a discrepancy is the formula used to arrive at the employee experience score. Admittedly, I am not a math person, but I don’t see an explanation for the multipliers used to get the final score in each area of the inventory so I am unsure why those particular numbers are used and where they were arrived at. Also, the bigger factor for me was the graphic in the book showed that the numbers were multiplied (the author originally said he was going to add them but that he decided it should be multiplied instead) but the actual scoring to get the employee experience score is addition. It’s confusing and since this is a new scale that the author is introducing I was definitely looking for more information on those numbers and ended up confused about the scoring. The graphic should match the actual mathematical formulas used to calculate the score; although I understand that there was possibly a concept of synergy being demonstrated in the graphic. I have not had a chance to look at the website so I am hopeful there is more information there, but I think it is important enough to deserve a place in the book.
This is an important book for leaders in any business, non-profit or for-profit and an important contribution to the field of organizational psychology as it addresses an upcoming trend in employees and how this will affect the profit and competitiveness of businesses. The research is thorough and validated as well as practical and easy to understand. This book has to be considered a must read.