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The concept of the future of work held so much promise. Over the past few years, companies across sectors vowed to improve the workplace and provide greater work-life integration, focusing on building a fair and equitable environment for everyone.
Well, that was short-lived, wasn’t it?
While tech layoffs continue, many companies are using what little leverage they have to force people back into the office, quietly show DEI leaders the door and ultimately renege on the promise of a more enlightened work experience.
The roller coaster ups and downs of the last few years have left employees unsure of their future and the future of their work and organizations with conflicting choices to make.
Fortunately, not everyone is clawing back the concessions they’ve granted to workers. A look at companies that are actually doing it right.
3 Drivers of EX as a Priority
In looking at the companies still committed to delivering an enhanced employee experience, there seem to be three overlapping reasons why they are sticking to their guns.
1. It’s in Their DNA
Companies like American Express make best workplace lists year after year because they have a history of prioritizing the employee experience. They’re among the group of companies that started placing emphasis on EX well before the pandemic and have built it into their DNA for future generations of leaders and workers.
Wegmans, for example, has continued to do well through a very difficult time in the grocery business by investing in its people. The company has offered not just competitive wages and excellent benefits, it has also ensured it provided employees a positive work environment.
It’s hard to imagine Wegmans reversing course on this, as EX has been a key factor in its success. In fact, both American Express and Wegmans specifically call out the connection between customer and employee experiences as crucial to their investment strategies.
Related Article: Forget Customer Experience. Forget Employee Experience. Enter Total Experience
2. It’s a Long Game
DEI, sustainability, ESG, corporate responsibility all topped headlines in recent years, as companies promised to deliver a more inclusive and accountable workplace to attract employees and retain their best talent.
Unfortunately, many are now walking these promises back as the economy course-corrects. But not Protiviti and Hilton, which like others in their group remain focused on creating an inclusive workplace.
What these companies have accomplished is understanding that change, particularly change of this magnitude, takes time and constant investment. This state of mind separates true believers in diversity, equity and inclusion in the workplace from those with hollow diversity statements not backed up with actions.
Because creating an inclusive workplace is not just about hiring a chief diversity officer or making a few superficial changes. It requires a deep commitment from the top down and long-term vision. It’s an infrastructure change to the workforce, which means advocates for change aren’t ratcheting down investments when times get tough.
3. Hurdles Are Learning Opportunities
Even a solid employee experience-focused approach to business isn’t a guarantee of success.
Take Cisco, which is taking its lumps and conducting layoffs in the midst of reinventing itself. Or Atlassian, which continues to be a visionary company for remote work during such a critical period.
Does their current hardship mean that Cisco or Atlassian made a mistake by investing in their people?
While some organizations would use a rough patch to turn back the clock on its promises, these companies show you don’t have to do that to overcome difficult times. Let’s also bear in mind that pulling back on employee experience is no guarantee of success. Just ask Meta.
Related Article: Ghosting Your Job Candidates? Here's What It Says About Your Company
In Which Group Does Your Organization Belong?
Most leaders will face a time where they have to make a tough decision. Layoffs and furloughs are not a fun aspect of the job, though there may be no other choice. What these companies show is an investment in employee experience, even in hard times, can lead to success.
But for those companies that are pulling back on employee experience, there is reasonable doubt on the motivation. Did they really believe the vision they told employees and candidates? Were they simply waiting for the right moment to pull the rug out from under their employees? Were there genuine missteps they are trying to correct with a shift in employee experience strategy?
When looking at all the companies reverting on their EX promise, the answers are probably mixed. For some, it may have well been a legitimate misstep that now requires fixing. For others, it may have been a callous calculation.
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But people are paying attention and long term, these decisions can harm organizations. When things get tough, companies reveal their true nature. And how leaders act, the actions they take, in times of hardship speak volume about their priorities.
So, while it can be painful, it’s also necessary to determine the kind of organization you want to be remembered for.
