The trend towards extensive personalisation and flexibility is starting to pervade all layers of society. This is also the case in the world of HR professionals, as illustrated by the growing importance of the ‘Employee Experience’.

So why the hype? The Employee Experience is all about the sum of impressions, experiences and feelings of employees with regard to your company. That experience is obviously personal (and also personalisable) and as a business it is in your best interest that it is also positive. Because talent is hard to find. Happy employees are not only more productive, they are also unlikely to move.

In other words, a positive Employee Experience contributes to optimum ‘employee engagement’. It is the touchstone of an efficient HR policy because it means that your employees are fully committed to your business success and act as true ambassadors, both inside and outside the company. In turn, this has a positive impact on the customer experience. And that brings everything full circle.

So more than the icing on the cake, the Employee Experience is the essential ingredient. Still, for many businesses an employee-centred approach means a fundamental change.

Complete this form and discover the “Basic Recipe” for an optimum Employee Experience

* You will find the privacy statement on



What if teleworking becomes a driving force for motivation?

According to a study by Partena Professional, 44% of the employees believe that structural and organized teleworking has a positive effect on their private lives. This brings many changes for both HR teams and employees. If companies do not respond to these needs, it can lead to frustration, demotivation or even dismissal. This can obstruct the efficiency of the company.


How about a performance audit to determine the action points?

Autonomy and flexibility have become basic concepts since mid-March. This has led to many changes in HR, especially when it comes to measuring employee performance. It is impossible to observe an employee's performance from a distance. It is therefore necessary to adapt the evaluation criteria to the flexibility needs of the organisations.