Employees will give customers an experience that reflects their own. It all begins with the expectations leaders set for the way things are done within the organizational culture the leaders choose to build.
Organizational Culture Is What We Build
It’s a set of values, norms, guiding beliefs, and understandings shared by members of an organization and taught to new members as the way to feel, think, and behave.
Culture can be deliberate or organic. Either way, all organizations have a culture. The choice for leaders is whether they choose to be involved in the process, or are they content to let it grow organically? Those leaders that are deliberate in building their culture use this process to shape and design their employee experience.
Employee Experience Is What We Measure.
It’s the sum of perceptions employees have about their interactions with the organization in which they work.
In other words, EX is an organization’s culture through the eyes of its employees. This is what we actually measure when we survey employees. How do they “perceive” their culture?
It’s often said that “culture eats strategy for breakfast.” We couldn’t agree more. The difference between organizational culture and employee experience is what we measure vs. what we build.
Employee Engagement Is Our Reward.
It’s an emotional state where we feel passionate, energetic, and committed toward our work. We fully invest our best selves in the work that we do. We bring both our emotions and our actions to the table — our hearts, spirits, minds, and hands.
To create an engaged organization, you need the energy of employees communicating, collaborating, building trust, and promoting shared values. High performing employee experiences create an invitation for team members to engage!
We hope this infographic has been helpful in figuring out the difference between organizational culture and the employee experience.
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