For the past several decades, we have been surveying our people. On a typically annual basis, most organizations send out a survey to ascertain the sentiment of the workforce. These surveys often serve the primary purpose of helping to identify large trends or themes in an organization that should be either spread or stopped. Unfortunately, the idea of creating a positive work experience for the employees hasn’t been a focus of most of these surveys. And so, we have seen very little movement in these past decades towards making work a better place to be. Why? After billions of dollars and so many years of work, how come we still don’t focus on the employee experience?

We focus on what we measure.

Stakeholders haven’t focused on employee engagement as a measure of the health of an organization. Instead they focus exclusively on profit. Making money is the main reason any company exists. Without profit (or donations), there is not company. However, the link between increased profits and a positive employee experience has become so well established that stakeholders are missing out on a huge metric for gauging the financial health of a company.

Imagine if public companies were forced to include their Employee Experience scores on their 10k. We would see a lot more investment in the mental, emotional, and physical health of employees. And all of those companies who put employee experience as a priority, would see big jumps in internal innovation, company profits, and average tenure.

In a recent podcast with Tamra Chandler, founder and CEO of PeopleFirm, she spoke about one of the main obstacles with seeing big improvements in employee engagement is the fact that many of today’s corporate leaders are used to how it’s always been. They earned their success in past decades at a company that likely didn’t value their experience so they don’t feel a need to focus on the employee experience now. To listen to the rest of the podcast visit Forging Employee Experience. To stay in touch with Tamra, visit her on LinkedIn or at

If we ever want to see meaningful change in how companies treat their employees, then we have to hold leadership accountable to those metrics. Employee engagement metrics were never designed to live in the HR department; hey should live in the board room. Once stakeholders start holding executive leadership accountable for the experience of the employee, employee engagement will skyrocket.