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According to Gallup, only 32% of American employees were truly engaged in their jobs. 68% of them are either not involved or actively disengaged, which is a huge number. I am pretty sure the number applies somewhat the same for employees across the globe.
But where are we going wrong?
Is there any aspect regarding employees managers unknowingly ignore?
Maybe there is. Let us try to understand what employee experience and engagement are, how they differ, and what they each mean to the workforce.
In the simplest of words, the collective thoughts, feelings, and behaviors of workers regarding their location, job, and company are known as their "employee experience." When a person works for a company, they connect with it in many ways, from the hiring process to the exit interview and everything in between.
A good experience for employees is important because it can boost their engagement, productivity, loyalty, and general job happiness. For example, if employees have a bad experience, they may leave the company quickly, have low confidence, and work less efficiently.
Employee engagement is the degree to which a person is emotionally involved in their job and company.
It indicates how driven, enthusiastic, and committed staff members are to their work and the success of the business.
An employee that is highly engaged is one that is totally engrossed in their job, proud of their achievements, and goes above and beyond the call of duty to support the objectives of the company.
Conversely, a disengaged employee could feel disengaged, uninspired, and only work for the money without really putting their all into their work or the business.
Learn more about the signs of disengagement.
Employee experience and employee engagement, while related, are distinct concepts within human resources and organizational management. Let us try to understand what these are by looking at various functions of management:
Hiring
Employee Experience in the hiring stage refers to how job seekers and new hires perceive every interaction with your company — from the careers page to the first interview to onboarding.
A positive experience reflects a thoughtful, transparent, and inclusive process. When existing employees share positive stories online or refer candidates, they contribute to a strong employer brand — making the organization more attractive to top talent.
Employee Engagement, while less direct during hiring, plays a supporting role. Engaged employees often act as brand advocates — leaving positive reviews, referring high-quality candidates, or even participating in referral programs. Their enthusiasm reinforces a culture that prospective candidates want to join. However, engagement becomes more influential post-hire, once the employee is immersed in their role.
Personalization & Workplace Changes
Experience focuses on tailoring the work environment to individual needs. This includes offering flexible schedules, personalized career development paths, and benefits that support different life stages. It’s about creating conditions where people feel supported and understood.
Engagement thrives when employees feel that their individual contributions are seen and valued. While personalization helps, engagement is the emotional outcome — where employees feel motivated, connected, and invested in their work.
The Impact on Retaining Employees
A positive employee experience increases retention by supporting people throughout their journey — from onboarding and career development to exit processes. It addresses the entire ecosystem that affects satisfaction and loyalty.
Engaged employees are emotionally committed and less likely to leave, but engagement alone isn’t enough. If the broader experience — like compensation, growth, or work-life balance — is lacking, even engaged employees may still consider leaving.
Putting Technology Together
Technology enhances the overall work experience by streamlining tasks, enabling flexibility, and removing friction — think self-service portals, digital workspaces, and modern collaboration tools that simplify daily workflows.
Technology supports engagement by measuring and fostering motivation — via pulse surveys, feedback tools, recognition platforms, and gamified elements. It helps managers track sentiment and take proactive steps to keep people involved and energized.
Role of Managers
Managers influence the day-to-day environment and employee journey — from how feedback is given to how growth is supported. Their actions shape the tone of the workplace and directly impact how employees experience their role.
Managers are the biggest drivers of engagement. Their ability to coach, recognize contributions, and build meaningful relationships fosters a sense of purpose and belonging that motivates employees to do their best work.
How Feedback Works
Experience-related feedback is continuous and touches many stages: onboarding, check-ins, stay interviews, and exit surveys. It’s used to improve processes, culture, and environment holistically.
Engagement feedback is typically gathered through structured tools like annual or pulse surveys. It measures levels of motivation, emotional commitment, and alignment with company goals — helping leadership understand where to act.
Short-Term and Long-Term Projects
Experience is shaped by long-term strategies — like onboarding redesigns, workplace flexibility, or DEI initiatives. These efforts build a sustainable environment where people feel supported throughout their career lifecycle.
Engagement often relies on shorter, focused initiatives — like team recognition campaigns, feedback loops, or quick wins to address morale dips. These programs drive energy, participation, and a sense of momentum.
Diversity and Inclusion
EX strategies aim to create a truly inclusive environment by embedding equity into every touchpoint — from policies and hiring to benefits and growth opportunities. The goal is to make every employee feel safe, valued, and supported.
Inclusive cultures drive engagement by making employees feel seen and heard. When people feel their identities and contributions matter, they are more likely to be emotionally invested and willing to go the extra mile.
Leadership
Leadership shapes the broader employee experience by establishing culture, policies, and expectations. Their commitment to transparency, empathy, and inclusivity impacts how employees experience the organization at all levels.
Leaders play a direct role in driving engagement through communication, vision, and recognition. Team leaders and department heads especially influence daily motivation by creating clarity, momentum, and connection to purpose.
Changes in Costs
Investing in EX can require larger structural changes — like modernizing tech, redesigning workspaces, or updating benefits. These are long-term investments aimed at improving satisfaction, productivity, and retention.
Engagement initiatives can often be low-cost but high-impact — such as peer recognition tools, surveys, and internal campaigns. While less expensive, they require consistent effort and attention to employee sentiment.
At the End of the Day
At the end of the day, both employee engagement and employee experience turns out to be extremely crucial for a healthy work environment. So how can you crack the code? Maybe give employee surveys a try, because they can be a great way to evaluate and improve employee engagement as well as employee experience. ThriveSparrow offers excellent employee survey tools which you can customize depending on your needs and purpose.
