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

by Jacob Morgan, Marshall Goldsmith (Foreword)

Research Shows Organizations That Focus on Employee Experience Far Outperform Those That Don't

Recently a new type of organization has emerged, one that focuses on employee experiences as a way to drive innovation, increase customer satisfaction, find and hire the best people, make work more engaging, and improve overall performance. The Employee Experience Advantage is the first book of its kind to tackle this emerging topic that is becoming the #1 priority for business leaders around the world. Although everyone talks about employee experience nobody has really been able to explain concretely what it is and how to go about designing for it...until now.

How can organizations truly create a place where employees want to show up to work versus need to show up to work? For decades the business world has focused on measuring employee engagement meanwhile global engagement scores remain at an all time low despite all the surveys and institutes that been springing up tackle this problem. Clearly something is not working. Employee engagement has become the short-term adrenaline shot that organizations turn to when they need to increase their engagement scores. Instead, we have to focus on designing employee experiences which is the long term organizational design that leads to engaged employees. This is the only long-term solution. Organizations have been stuck focusing on the cause instead of the effect. The cause is employee experience; the effect is an engaged workforce.

Backed by an extensive research project that looked at over 150 studies and articles, featured extensive interviews with over 150 executives, and analyzed over 250 global organizations, this book clearly breaks down the three environments that make up every single employee experience at every organization around the world and how to design for them. These are the cultural, technological, and physical environments. This book explores the attributes that organizations need to focus on in each one of these environments to create COOL spaces, ACE technology, and a CELEBRATED culture. Featuring exclusive case studies, unique frameworks, and never before seen research, The Employee Experience Advantage guides readers on a journey of creating a place where people actually want to show up to work.

Readers will learn:

The trends shaping employee experience How to evaluate their own employee experience using the Employee Experience Score What the world's leading organizations are doing around employee experience How to design for technology, culture, and physical spaces The role people analytics place in employee experience Frameworks for how to actually create employee experiences The role of the gig economy The future of employee experience Nine types of organizations that focus on employee experience And much more!

There is no question that engaged employees perform better, aspire higher, and achieve more, but you can't create employee engagement without designing employee experiences first. It's time to rethink your strategy and implement a real-world framework that focuses on how to create an organization where people want to show up to work. The Employee Experience Advantage shows you how to do just that.

Genres: Business, Nonfiction, Historical Romance, Leadership, Management, Professional Development, Workplace

271 pages, Kindle Edition

Published March 1, 2017

About the author

After graduating with honors in business management economics and psychology from the University of California Santa Cruz, Jacob was excited to join the corporate world. At his first job he was told that he’d be traveling the country, meeting with executives and entrepreneurs, and doing all sorts of exciting work. A few months in, he was stuck doing data entry, cold calling, and PowerPoint presentations. One day the CEO came out of his nice corner office, handed Jacob a $10 bill and said “I’m late for
a meeting, go grab me a cup of coffee, and get something for yourself as well.” That was the last corporate job he ever had.

Today, Jacob Morgan is a trained futurist and one of the world’s leading authorities on the leadership, employee experience, and the future of work. He speaks in front of tens of thousands of people each year and his content is seen over a million times a year. Jacob is the best-selling author of four books: The Future Leader (2020), The Employee Experience Advantage (2017), The Future of Work (2014), and The Collaborative Organization (2012).

He speaks at over 50 conferences a year including TED Academy which is one of the largest TED events in the world. In addition Jacob provides advisory and thought leadership services to various organizations around the world. He is the founder of The Future of Work University at FutureOfWorkUniversity.com, an online education and training platform
that helps individuals and organizations thrive in the rapidly changing world of work. Courses explore topics such as employee experience, the future of work, and leadership skills.

Jacob also created “The Future If,” a global community of business leaders, authors and futurists who explore what our future can look like IF certain technologies, ideas, approaches and trends actually happen. The community looks at everything from AI and automation to leadership and management practices to augmented reality and virtual reality, the 4th industrial revolution and everything in between.

His work has been endorsed by the CEOs of: Unilever, Cisco, Mastercard, Nestle, Best Buy, SAP, KPMG, T-Mobile, Schneider Electric,
and many others. In addition, Jacob hosts The Future of Work Podcast a weekly show where he speaks with senior executives, authors, and business leaders about how the world of work is changing. His Youtube channel explores the latest concepts and ideas around the future
of work with inspiring and educational 2-3 minute videos.
He has also contributed to and been cited in publications such as Cosmopolitan, The Wall Street Journal, NPR, CNN, Glamour, the
MIT Sloan Management Review, USA Today, and The Harvard Business Review.

You can learn more about Jacob and get access to his blog, podcast, video series, and research by visiting TheFutureOrganization.com. You can also email him, Jacob [at] TheFutureOrganization [dot] com

Reviews

[Adam · Rating 3 out of 5]

The big idea behind this book is that employee experience is made up of three factors: physical space, culture, and technology accessible to employees. These three factors are then broken up into 17 sub-factors, which are listed in the back of the book. It's a pretty simple framework and a useful one too, in my opinion. I frequently found myself analyzing each of these areas in the places that I've worked at, and I quickly came up with new ideas on how to improve those companies, thanks to the guidance of Morgan's framework. Overall, I found the book super useful for this framework.

The downsides of this book are that first, the information on how his analysis was conducted is scarce. It seems like he webscraped glassdoor reviews, performed a sentiment analysis maybe, and conducted a factor analysis to break apart the pieces of employee experience. Not a bad way to go about doing things, but I still would have liked more info on how his analysis all played out. That's what's probably going to be most useful to me as a reader so that I can perform a similar analysis at my own place of business. But maybe he's hiding some of this info so that people have to hire him for consulting work. Who knows.

The second downside is that sometimes the book reads like a Cisco fan fiction. Cisco seems like a great place to work, but I become suspicious of a study that is sponsored by a company that ends up showing that that company is one of the greatest companies in the world. I'm sure part of Cisco's goal in sponsoring this book was to further leverage their HR brand, and I'm sure this will help do that to many people, but I think to the discerning reader it'll cast suspicion on the overall analysis.

The last downside to me was the one that the author mentions at the end. All of the companies that are listed in the top tier of employee experience are high margin tech companies. Because of that, most of the firm examples are also tech company examples of how to treat your employees. The author tells the rest of us to not copy tech companies and to instead find what's unique about our companies and leverage that, but it's a little difficult to not see this as a "how tech companies help their employees" book rather than a "how companies in general can help their employees" book when all evidence and examples only come from tech companies. I would have liked some examples of how people make these principles work in manufacturing, transportation, or some other industry where margins are a little tighter. Morgan's opinion seems to be, it doesn't matter how tight your margins are, these practices will help. But I'd still like some evidence that this can work for other types of industries.

Overall though, it was a good book with a good framework. I plan on using it in the future, regardless of what industry I'm working in.

[Iman Shabani · Rating 4 out of 5]

This one was interesting enough for me to plan to read it thoroughly, and soon. My hope is that I can get some somewhat practical tips out of it. We'll see.

[Sampada Nayak · Rating 4 out of 5]

Like Morgans other books this is very high on examples and stories which i like.. the base of the research and the data is also pretty impressive ..i am not so much in love with his frameworks and abbreviated checklists but they do serve to give a holistic perspective when you are thinking about the topic of Employee Experience. I feel this is a good read for all professionals in the people operations / human resources function as there will definitely be somethings that you will like and they will tickle your brain on how can you evaluate and implement at your workplace ! The book more than anything led me on an introspective journey on the people practices in my organisation and what could be done in making it an experiential one !

[Willis · Rating 2 out of 5]

This has some interesting ideas for employers and what they need to do to retain their employees in the new world of work. The first half talks about the 17 things that employers need to do related to physical spaces, culture and technology.

The last half is a mismatched hodge podge of 2-3 chapters on different actions to take to improve the associate experience. There is no real structure to these ideas and they have not been linked to model shared in the first half of the book.

Makes statements about companies that are good and bad in different areas, with no real justification for why those companies are good and bad. It appears that this is based on some analysis (no details provided) of about 250 companies many of which appear on Best Places to work lists. As a statistician I believe this analysis is full of holes and shortcomings and that his rankings of good/bad companies is poorly done.

That said there are some good points. I agree with the author that there’s a lot of other things beyond free food, good pay and cool perks that leads to employee productivity. There are other more intrinsic factors that lead to higher employee engagement. People want to do a good job, they want flexibility to manage work/life balance and they want to know they are making a real difference to something that really matters.

[Wes Martin · Rating 4 out of 5]

I have been profoundly impacted by Jacob Morgan's "Future of Work" podcast; to the extent that it has influenced the trajectory of my career. Therefore, you can imagine that when I picked up "The Employee Experience Advantage" I had extremely high hopes. Those hopes were exceeded! The book is well organized, well written and dense with tremendous content, including specific and referable data points.

In "The Employee Experience Advantage" Jacob outlines the importance of investing in Employee Experience (a necessity for any organization looking to stay relevant in the talent acquisition/retention race), and then outlines the 3 key components of an incomparable employee experience advantage; namely COOL spaces, ACE technology and a CELEBRATED culture. If you are a leader who values people, read this book. If you are a leader who doesn't value people, you MUST read this book.

[Bren · Rating 5 out of 5]

Great focus on the human part of the workforce (ie the most important part). I like the split and discussion on physical, technical, and cultural environment (the latter being the largest section for good reason). Sparked some really great ideas about what to do to improve the employee experience/engagement in my organization. Seemed to overly trash on employee engagement as a means to show how his theories are better, which was a little off putting (could have still gotten the point/difference across without the tone of superiority). Overall a good read and I have already recommended it to colleagues!

[Benjamin Uke · Rating 3 out of 5]

“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” talk about a long title, Jacob Morgan is a business guru who focuses on employee relations.

Discusses how most people are not happy or fulfilled at their jobs and the reason for this is that there is always a seperation between what the employee wants from the organization, and how the organization manages the employee. The idea of managing your workers view of your company isn’t as one-sided as was previously thought, while everyone knows that if you treat people well and let them know management cares, they will perform better.

The question is, how?
How do you arrange it so that people who work for you wake up every morning wanting to go to work?

While engagement ebbs and flows with an employee’s career based on circumstances. Everybody starts a job excited but retaining employees is an act of sustainment. It's not about buying cutesy offices or having pin-pong tables in the break-room. Sure those can inspire a bit of engagement over short periods of time but employees quickly see through these gimmicks. The author, Jacob Morgan has a seventeen-point scale that goes in-detail about managing this as well as the importance of the employee response to the working environment. It used to be that managers expected the fact that they cared to be reward enough.

The future of work isn’t just workers changing themselves for the workplace, but the workplace fine-tuning itself to the employees. Like many futurist-based approaches to modern problems it has some whimsical components, but it's an interesting approach.

[Aisha Alhashmi · Rating 3 out of 5]

I’ll be frank here, I listened to the book in blinkist. And the it is very interesting how still in 2019 employee engagement is just about free stuff or team building!
The book reformed “Employee Engagement” into “Employee Experience” and how organizations can shift from customer-driven to Employee-driven since they are the main asset to drive the business!
Experiential organization do not stick to a mission statement, they add the people touch to it to attract talents who would drive more experiences to the already existing and futures employees.
Interesting concept, and three stars since I am already studying it theoretically in my Masters of Organizational Excellence.

[Emily W · Rating 4 out of 5]

Currently helping a small business put their company culture into words. He had me at "life is short."

[Pritesh Pawar · Rating 3 out of 5]

Yup, I got the idea that employees like to work in a beautiful office with all the facilities. The workspace should have the technology, culture, and physical spaces.
The Employee Experience Advantage also explains how offices of Facebook and Google manage to keep their employees happier.
Also, things I picked up:
1] The role people analytics place in employee experience
2] Frameworks for how to actually create employee experiences
3] The role of the gig economy
4] The future of employee experience
But what next?
I found this book repetitive with the same thing being repeated all over the book. I would suggest to understand the key points and move on. There is no need to even read the complete book.

[Andy · Rating 4 out of 5]

I would first recommend that a paper copy of this book is obtained rather than the kindle version as there are several images throughout the book that illustrate important points but the images tend to be too small to read and they do not resize well at all. I have been in contact with both the author and the publisher and they are looking to see if images can be changed for better reading.

Without going into too much details about the concept of this book, it focuses on ensuring that your employees do not *have* to come to work, but rather they *want* to come to work and the three environments that make up the organization around the world (culture, technology, and physical space)
The book covers each section with analytic data from organisations that were surveyed on the points and there were numerous times when I thought "Ooh - I would love to work there" and also some "Ouch - glad I don't work there" moments. It was interesting to see how some companies appeared in both the good and the bad lists for various different aspects.

The book definitely resonated with me and although sometimes it did seem to be aimed at larger more corporate businesses, there are definitely ways to put these plans into action for the smaller businesses and not have to worry about all the inertia and politics that may occur in the larger companies.

I would recommend you go through the survey to see how you rank from the main page at thefutureorganization.com before reading the book so you can get ideas of where to focus your study and improvements.

A very good book that I would recommend to managers - although points are relevant to each employee too but I think some employees would just see this as lip service in a lot of companies.

[Tõnu Vahtra · Rating 3 out of 5]

Generally good HR book and can be used as a reference in this topic. I was not impressed by the attempts to appear as a scientific overview as the findings were interpreted quite freely without justification and I did not agree with some of the examples i.e. Tesla and Berkshire Hathaway kept coming up as negative examples again and again while companies as Cisco/Checkpoint and Adobe were considered as prime idealized examples. I was also put off a bit by the fact that the book was financed by one of the companies mentioned a lot and also a HR software company.

Evolution of employee experience:
1. Utility - What do employees need to work?
2. Productivity - What do employees need to work better and faster?
3. Engagement - How can we make employees happy so that they perform better?
4. Experience - How can we create a company where people what to show up VS need to show up?

“To design great employee experiences and to create a place where employees truly want to show up, organizations must focus on a reason for being followed by 17 attributes that are abbreviated as ACE technology, COOL physical spaces, and a CELEBRATED culture.”

Best reasons for being:
· Focus on the impact on the world and people
· Are not centered on financial gain
· Are attainable
· Rally employees

COOL characteristics of physical environment:
· C: Chooses to bring in friends or visitors
· O: Offers flexibility
· O: Organisation’s values are reflected
· L: Leverages multiple workspace options

ACE technology:
· A: Available to everyone
· C: Consumer grade technology (something you would also use personally outside work)
· E: Employee needs versus business requirements

CELEBRATED culture:
· C: Company is viewed positively
· E: Everyone feels valued
· L: Legitimate sense of purpose
· E: Employees feel like they’re part of a team
· B: Believes in diversity and inclusion
· R: Referrals come from employees
· A: Ability to learn new things and given resources to do so and advance
· T: Treats employees fairly
· E: Executives and managers are coaches and mentors
· D: Dedicated to employee health and wellness

Nine different types of organization and where they stand when it comes to employee experience:
1. Inexperienced: Poor at culture, technology, and physical space
2. Technology Emergent: God at technology, poor at culture and physical space
3. Physically Emergent: Good at physical space, poor at culture and technology
4. Culturally Emergent: Good at culture, poor at physical space and technology
5. Enabled: Good at culture and physical space, poor at technology
6. Empowered: Good at culture and technology, poor at physical space
7. Engaged: Good at culture and physical space, poor at technology
8. PreExperiential: Good at culture, technology, and physical space
9. Experiential: Amazing at culture, technology, and physical space

Enablers for employee feedback:
· Technologies must be in place to allow real-time communication and dialogue
· Managers must be comfortable receiving and asking for feedback
· Transparency must be the default culture mode
· The organization must be prepared to take action.

Moments that matter in employee experience:
- First impression
- My development
- My leader
- My personal experiences
- My innovation
- My rewards
- My technology
- My workplace
- My lasting impression
- My team
- My making a difference

Employee experience advantage should be:
· Initiated by the CEO and executive team
· Owned by the people team
· Driven by managers
· Championed by everyone

[Moná · Rating 5 out of 5]

Most businesses and companies fail to realize that it’s not just the name of their brand, but the individuals who work for them are giving their business life. Of course, customers are important when it comes to producing revenue from selling your products and or services, but employees are even more important and should be treated as such. They are your front-liners holding down the company, ensuring everything is functioning properly, with the exception of the Chief Executive Officer, of course. Customers will be speaking with or interacting with brand’s employees on a more personal level to some degree, regularly. It helps if employees are treated in high regard just as much as your customers, if not more. It is also likely that without taking care of your employees you stand a greater risk of your brand not doing well.

In “The Employee Experience Advantage,” author Jacob Morgan explains to his readers just how important employees are to any business and what actions are expected from the CEO. He pointed out the understanding of organizations that are now starting to “redesign the way they are structured and how they operate” because times have changed over the course of decades. Owners of companies should want to provide the type of environment that current and future employees would love working in. It can be a trend that has been adopted by many organizations because they are noticing just how crucial employee’s experiences are. By simply making note of what can be adjusted within a company’s culture can create success in productivity, in turn increasing the interest of consumers. Everyone, no matter their role, deserves recognition for their loyalty and hard efforts to keep a company going strong.

I already had an idea of what this book would be about based on its title, the unexpected was learning so much from the author. He’s done all the research one person could ever do to successfully convey an important message that people would take away from. I enjoyed reading this book and learning exactly how important an experience for employees are. I highly recommend this wonderful resource for business owners to re-evaluate their current company culture and make adjustments for their employee’s sake.

[Vanessa Princessa · Rating 3 out of 5]

I read this book thanks to Blinkist.

This book states 3 important ideas. The rest is just plain filler.

The key message in these blinks:

In today’s business world, experiential organizations are far and away the most successful when measured by almost every metric. The key to their success is that they provide their employees with optimal physical, technological and cultural workplace environments. These environments, in turn, are fine-tuned by infinite design loops, fueled by a focus on teamwork and driven by a strong sense of purpose, which provides an experiential organization with its reason for being.

Actionable advice:

Talk to someone at work about your gripes.

Ask yourself, “If I could bottle up what it’s like to work at my organization and turn it into pill-form right now, would I swallow it?” If the answer is no, then ask your colleagues the same question. If they feel the same as you, speak up and instigate the requisite change. 

What to read next:

Misplaced Talent, by Joe Ungernah.

Now that you know how to transform your organization’s workplace into an environment where your employees are eager to do their jobs, there’s just one task left to accomplish: finding and retaining the most talented people to staff those jobs.

It’s no use finding those people if you don’t keep them happy, motivated and satisfied with their work – but it’s also no use keeping them happy, motivated and satisfied if they aren’t the right people for their positions!

For some practical guidance on how to match an outstanding workplace with an equally outstanding workforce, check out our blinks to Misplaced Talent, by Joe Ungernah. 

[Molly · Rating 5 out of 5]

Well researched and thought provoking

I was thoroughly impressed by Morgan's research and his deep analyses of it. I was expecting much more fluffy content, focusing on pepping up employees and was pleasantly surprised by the depth and scope of this book. Morgan dives into real life companies that have achieved the desired employee/ employer relationships and describes different methods to model within your own company. After discussing his methodology, he has case studies he's conducted in leading "employee experience" companies that drive home the point.
One negative about this book was that it focused a bit too much on the likes of Google and Facebook and their hyper-cool offices and employee perks - no one I know has the wherewithal to provide that kind of employee experience in the real world, although he did offer alternative ideas and explained why things like slides and free food are powerful motivators and encourage employee engagement and company pride.
There is a part of me that really wants to flag and highlight my copy of the book and anonymously drop it on several of my ex-employers' desks, because I probably would not have left if they'd paid more attention to their employees' work styles and overall experience in their offices. Overall I learned a fair amount of what motivates employees and how to create a positive, engaging and cost efficient work place and I look forward to implementing some of Morgan's ideas in the near future.

[Dane Cobain · Rating 3 out of 5]

This is another one of the business books that I’ve picked up of late because of a client who’s paying me to write summaries of them, and it seems as though my client has pretty good taste. There’s plenty of stuff here that you can take away with you, and even though I’m self-employed as opposed to a business owner, it did change my way of looking at the relationship between employer and employee.

Ultimately, the main thing that I took away from this book is that you just have to be good to your employees by default. It’s no good launching half-hearted employee of the month campaigns where someone wins an Amazon gift card. People quickly see through stuff like that, and so the only real way to show people that you appreciate them is to actually appreciate them.

This book also stands out somewhat because of the quality of its bonus resources. You can follow links that are shared inside the book to take quizzes or to access additional information, and it even includes a full test that you can take to see how you stack up against other companies. As for the actual content of the book, there’s plenty of stuff in there that will keep you going if you run a company and you’re trying to make it better, but it’s more about a mindset.

It’s difficult to get right, and one of the reasons why I don’t run a company myself is that I don’t know if I could do it myself. Still worth reading, though.

[Firas Abdulhasain · Rating 4 out of 5]

This is a highly recommended read for everyone interested in and dealing with people in organisations. Those in the old-fashioned 'Human Resources' function will likely benefit more from the insights and practical advice offered than those in the more humanistic centered 'People' function that this book highlights as good practice.

The differentiation between the physical, cultural, and technological environment makes sense and offers a framework and scoring method for critical review of one's own workplace circumstances and crucial points for improvement.

Highlight: A key question to all executives and people leaders:
"If I could bottle up what it is like to work in your organisation and give you that in a pill form right now, would you swallow the pill?"
Almost always, the answer is no. How can we expect employees to swallow that pill while the leaders who work there won't.'
It is time to redefine and redesign with new engines, beyond the easy yet useless bandage patch up approaches we have become used to.

'What we need now is executives with the commitment to change, managers with the willingness to lead the change, and employees with the courage to speak up to force the change to happen. Are you that executive, that manager, or that employee?'

[Shanell Meek · Rating 5 out of 5]

Happy employees means happy customers.

I think this book should be handed out to every new manager, Human Resources person, business owner and well, anyone holding an upper management position. All too often companies rely on the fact that people HAVE to work, they don’t go out of their way to make employees happy because they know they’ll always have employees, since we all have to work to live. But what if every company focused on their employees happiness and worked at making their employees WANT to come to work rather than the need to? They would find that the happier their employees are the happier their customers are. The happier the customers, the more business they get. It’s a win win! This book focuses on teaching upper management how to achieve employee happiness through providing employees with what they need, when they need it so they are able to reach their maximum efficiency successfully, which makes them more inclined to be a happier employee. Definitely recommend this book to all upper management, the advice and techniques in the book are priceless.

[Valery · Rating 4 out of 5]

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 by Jacob Morgan is a new way of looking at working life, employee dynamics and creating a work environment that actually fosters growth and employee satisfaction. Morgan lays out this program by breaking out the format in the following way: from utility to productivity to engagement, and employee experience, he encapsulates what is required to truly motivate and grow employees to their fullest potentials. With charts and various illustrations, this book is clear and concise and points the way to a new type of work future for all. Morgan explains that the cultural environment of any workplace is hugely critical to success in today's world. He also describes how various cultural influences have changed work today, from millennials to working remotely. Overall, a positive book that provides great insight into employee satisfaction within a corporate culture.

[Rachel Horon · Rating 5 out of 5]

I have worked in retail, customer service, and the gig economy. In customer service, I remember how we looked forward to the little perks like team pot lucks or incentive games. But just like Jacob points out in his research, charts, and analysis, it was a shot or a boost to team morale. We still had unhappy employees, decent (but not great) leadership, and a high turnaround. It was not employee engagement. This book is an eye opener for corporate leaders who want to learn more about the corporate models that work. The type of experience does not necessarily work on all work environments, but Jacob could relate his early hourly experiences to what works. A fast-food restaurant is different than its corporate office, but it doesn't mean that the consumers should be affected by poor leadership. I would recommend this book to anyone who wants to do more than just boost employees when they feel like employees are almost out the door.

[Claire · Rating 3 out of 5]

A really interesting read - I think some of the definitions and distinctions for employee experience-related vocab was incredibly helpful. While reading this book I wrote out a huge list of ideas that came to mind! One of the key takeaways though is that every business is different, and in order to have a successful employee experience, any business has to listen directly to its employees - not necessarily follow the example of other companies. It's a good intro into modern HR & Ops approaches, and outlines ways to advocate for employee experience under the three categories of physical, technological, and cultural empowerment.

The editing for this book was distracting as there were multiple instances of miss-spelling, grammar errors and formatting issues.

[Le Phu · Rating 4 out of 5]

The new shifts in workforce requires new perspectives in employee experience. This book offers great insights from various researches in large organizations about how employee experience might help organizations achieve theirs strategic goals. In such organizations (as labeled experiential organizations in the book), the author argues that they intentionally build a workplace that the employees truly feel belong, engaged and enabled to show their best at work, such elements shaped by three pillars of cultural, physical and technological environments. People analytics is the key to employees experience.

[Michellej · Rating 3 out of 5]

Very well researched and the presentation of the information makes it understandable. You would gain a lot of insight about corporate culture and the status of employees within the corporate world. The old view of management is examined and its limitations are shown to be at fault. New ideas on how to make employees comfortable and productive are presented as very possible and feasible plans for the future. If at least some of the ideas are practiced, corporations would definitely see some improvements.

[Marlene De · Rating 3 out of 5]

Good book for HR folks or managers who are starting their journey on EX (employee experience) and want to be inspired. The frameworks and models are good and useful for many if not all organizations. Unfortunately majority of the examples are tech companies where many orgs do not relate to. The advise is not to replicate others, but belief in your own strengths, but more differentiated examples could have been helpful.
Research could be more in-depth, 252 companies do not represent the full breadth of companies out there.

[Sunny (Kindles & Wine Book Blog) · Rating 4 out of 5]

I found this book to be very enjoyable and helpful with my work. I was impressed by the research that Jacob Morgan did with over 200 businesses around the globe. I like the EX concept he believes in and shared. It gets me excited to move the organization I work for to a more Experienced company. While I wish there was an easier way to implement his ideas, Morgan gives some great insight into how to start moving the dial.

[Mike Shoss · Rating 4 out of 5]

In today’s business world, experiential organizations are far and away the most successful when measured by almost every metric. The key to their success is that they provide their employees with optimal physical, technological and cultural workplace environments. These environments, in turn, are fine-tuned by infinite design loops, fueled by a focus on teamwork and driven by a strong sense of purpose, which provides an experiential organization with its reason for being.

[Frieda · Rating 5 out of 5]

Excellent points made by the author regarding improving the overall employee experience when working for any given organization. While the experience is subjective, organizations are encouraged to learn what motivates and inspires their employees to go to work everyday in order to build a better physical, technological and cultural work environment. Insightful read and a must for all leaders who want to attract and retain the best people for their organization.

[Ale Hernandez · Rating 4 out of 5]

I am proud I am the first one to write a review of this book. If you are an entrepreneur or a manager is very important for understand the new approach of HR in a time that millenials are influencing the workplace. This book offer a new approach and offers examples from a study made to 250 companies. Is important to read it with an open mind.

[Cate · Rating 5 out of 5]

This book should be read by anyone who has employees best interests at heart. It is not only about the physical work space but also incorporate technology that works for all and create a culture that fits everyone. With this 3 facets, the employee experience will definitely lead to a more engaged team.

[Rodolfo Marroquín · Rating 4 out of 5]

Tiene conceptos y ejemplos que pueden ayudar al desarrollo de estrategias para mejorar los procesos de induccion y desarrollo de los colaboradores en una organización; refuerza la importancia del factor humano y la comunicación para propiciar un ambiente saludable y productivo, ya que una organización puede controlar los elementos fisicos, mas no los emocionales.