Employee experience isn’t a perk.
It’s the outcome of how work is designed.
We help leaders understand what’s really shaping the experience of work — and what to do about it.
Most organisations know when something feels off.
Engagement dips.
Energy changes.
Good people start disengaging or quietly leaving.
What’s often missing isn’t effort. It’s clarity.
Employee experience is shaped by everyday systems, leadership behaviours, and the decisions people encounter at work – not surface-level initiatives.
This is where our work sits.
What we mean by employee experience
Employee experience is not about Friday BBQs or adding more initiatives.
It’s about how people experience:
- their role
- their leader
- their workload
- their voice
- their future
Those experiences determine whether people feel motivated, trusted, and able to do their best work.
When experience is designed intentionally, engagement follows.
Evidence before action
We don’t guess.
Our approach is grounded in evidence-based tools that give leaders clear insight into what’s actually driving engagement and disengagement.
We use globally recognised frameworks including:
- Gallup Q12 engagement surveys
- Values-based culture assessments
- Targeted pulse surveys where needed
- CliftonStrengths surveys
These tools move the conversation from opinion to understanding.
They give leaders data they can act on – not reports that sit on a shelf.
Gallup Q12: engagement that leads to action
The Gallup Q12 is one of the most researched engagement tools in the world.
It measures the conditions that influence how people experience work day to day — things like clarity, trust, recognition, growth, and connection.
What makes it powerful isn’t the survey itself.
It’s what happens next.
We help leaders:
- interpret results with context
- understand what’s within their control
- translate insight into practical actions
This is engagement work that supports performance, retention, and leadership capability.
Culture Clarity Survey and the experience of work
Culture exists whether you’ve designed it or not. The question is whether you understand it.
The Culture Clarity Survey helps organisations make sense of what culture actually feels like for their people – not what’s written in a values statement, but what employees experience day to day.
Using a values-based framework, the survey explores personal values, the current culture, and the culture employees want to work in. This highlights alignment, tension, and the behaviours shaping the experience of work.
The real value sits in the insight. Leaders gain a clear picture of what’s helping their culture thrive and what may be quietly getting in the way.
We use the Culture Clarity Survey to support employee experience by:
- identifying gaps between intended and experienced culture
- surfacing behaviours that impact trust, engagement, and wellbeing
- providing a shared language for meaningful culture conversations
- informing practical, prioritised actions rather than guesswork
This isn’t about judgement or labels.
It’s about clarity.
When leaders understand the cultural signals their workplace is sending, they can design the experience of work more intentionally – and make changes that actually stick.
From insight to design
Insight without action doesn’t change experience.
Once we understand what’s shaping your workplace, we work with leaders to design responses that make sense for your organisation.
That might include:
- leadership capability development
- clearer role and expectation setting
- culture behaviours that guide how people work together
- changes to systems that are creating friction
The focus is always on what will genuinely shift the experience of work – not what looks good on paper.
CliftonStrengths and the employee experience
A positive employee experience isn’t built by fixing what’s wrong with people. It’s built by understanding what’s already there and using it well.
CliftonStrengths gives employees and leaders a shared language for how people think, work, and contribute. It shifts conversations away from assumptions and labels, and towards real insight into strengths, blind spots, and differences in working styles.
When organisations understand the natural talents within their teams, everyday interactions change. Feedback becomes clearer. Collaboration improves. Leaders stop managing everyone the same way and start leading with intention.
We use CliftonStrengths to support employee experience by:
- building self-awareness at an individual level
- helping leaders understand how to get the best from different people
- improving communication and teamwork
- creating more meaningful development conversations
Used well, CliftonStrengths strengthens engagement because people feel seen for how they naturally contribute, not forced into one way of working.
It’s not about putting people in boxes.
It’s about giving teams insight they can actually use.
Why this work matters
When employee experience is left to chance, leaders spend more time reacting.
When it’s designed intentionally:
- conversations improve
- trust strengthens
- decision-making becomes clearer
- people are more likely to stay and contribute
Good experience doesn’t remove challenge.
It gives people the support and clarity to navigate it well.
Who this is for
This work is suited to organisations who:
- want insight, not assumptions
- are open to honest reflection
- understand that leadership shapes experience
- are ready to move beyond surface-level engagement efforts
If you’re looking for a quick fix, this won’t be it.
If you’re looking for clarity and direction, we should talk.
Employee experience already exists in your organisation.
The question is whether it’s being shaped intentionally.
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