The Ultimate Employee Experience Trifecta

The Ultimate Employee Experience Trifecta

Table of Contents

When Employee Experience is a key business strategy and people know their organization cares about them, they care more about their work. That’s why employees in companies that prioritize employee experience (EX) are more likely to outperform expectations. In short: Happy employees make better organizations. In order to get happy employees, you need to leverage the employee experience trifecta. 

McKinsey’s recent research even reveals that people who have a positive employee experience register 16X the engagement level of those who don’t.

So, how do you maximize the EX in your organization? The answer has three parts: recognition and rewards, frequent employee surveys, and continuous employee success conversations (the new way of doing performance management). Some things are just better together.

Ready to dig in?

Recognition & Rewards: The affirming power of appreciation 

A big part of the ideal cycle is expressing gratitude and showing appreciation. Daily. When people perform above and beyond,  “wow” you with their exceptional attitudes, or participate in behaviors encouraged by your organization (like health and wellness activities) → celebrate → make it a daily “must-do” → recognize and reward loudly and proudly. Having a Recognition & Rewards solution makes it simple.

Add in the ability for everyone to send accolades to any person or team across the organization, to award points which can be redeemed for almost anything, and for these sentiments to be shared publicly and, straight up – the affirming power of Recognition & Rewards is undeniable. Because when employees know their work is seen and appreciated, their loyalty to the organization goes up and they take a deeper interest in outcomes. In short, this kind of positive employee experience leads to increased employee engagement

Moreover, recognition feeds into an engaging employee success program, which is the third component behind a powerful people culture and exceptional employee experience.

Surveys & Insights: The amplifying power of employee voice

How do you know if your business strategies are working? 

The simple answer: Ask.

Employee Voice refers to the ability of every person in your organization to express thoughts, opinions, and concerns in a way that influences decisions and positively impacts individuals, teams and the business at large. 

Continuous “Active Listening” is what successful, people-first leadership does to create an environment where individuals and teams thrive, and organizations excel. 

Think: surveys that cover the entire employee life cycle from hire to retire and all points in-between. Engagement surveys. DE&I surveys. Health and Wellness surveys. Surveys about culture and leadership. 

Think: on-boarding, stay, and exit surveys, professional development and growth survey questions, and frequent monthly, bi-weekly or even weekly pulse surveys. Follow up on key issues to find out if initiatives are on the right track, and to get employee input at times when those insights matter most.

Then add in regularly scheduled one-on-ones Sync-Ups,  and quarterly Check-Ins to strengthen relationships and keep meaningful, two-way conversation flowing.

A deep dive into this feedback guides decisions and actions that demonstrate what’s being expressed is genuinely heard and taken into account. 

Tracking data and making adjustments as your listening approach continues, reinforces that your organization is a caring employer. And ultimately improves the employee experience. 

The bonus? When managers can see how their team feels about their leadership (whether there’s sufficient coaching for instance, or reasonable work-life balance) accountability rises. When they can see their team’s scores in relation to other departments or the organization as a whole, (and know senior leaders can see that same information) managers invariably improve their own performance–and by extension–that of their people. It’s a never-ending cyclical approach: asking, listening, responding, adjusting, asking again….

That’s the power that’s available with Surveys & Insights.

Goals & Feedback: The engaging power of continuous performance conversations

In an effective employee success model, conversations are continuous and people-focused (that’s a big improvement over the old ways of “performance management”.) Managers have weekly (or bi-weekly) one-on-one Sync-Ups with their team members. This provides time for debriefing life outside of work, giving project updates, exploring challenges or concerns, checking up on  morale and wellness, cheering for successes, and forming goals. 

Building on those weekly conversations is quarterly performance Check-Ins. Think of this as a more agile and engaging version of the “annual performance review”. The goal-cycle is shorter. The data is more current.So coaching is more precise and there are more small wins to celebrate. 

WorkTango’s Goals & Feedback solution takes the legwork out of a previously onerous task so  managers and team members can focus on what matters. The platform sends reminders about upcoming conversations, supplies a shared agenda, displays goal progress in real-time, and keeps notes from previous conversations handy.  That adds up to increased continuity, accuracy, and effectiveness.

Weave it all together to create the ultimate Employee Experience 

Recognition and rewards help employees see how deeply they’re valued. Continuous employee success conversations maximize their potential. And actively listening to the voice of employees guides decision-making in a direction that weaves it all together. That’s a win-win-win…or as we like to say, the ultimate employee experience trifecta. 


At WorkTango, we’re revolutionizing how the world’s most forward-thinking companies engage and inspire their people. We offer the only Employee Experience Platform that enables meaningful recognition and rewards, supports alignment through goal setting and feedback, and offers actionable insights through employee surveys.