In most organisations, employee experience happens by accident. A few well-meaning ideas, a couple of HR initiatives, the occasional staff survey... and that’s about it.
But the companies with truly engaged, motivated, loyal teams? They aren’t winging it.
They’re intentionally designing employee experiences the same way they design customer journeys, products, and long-term strategies.
A thoughtful employee experience strategy isn’t about expensive perks or fancy offices. It’s about understanding the real needs of your people and shaping every touchpoint of their work life, from onboarding to daily interactions, from communication to workplace comfort; in a deliberate, meaningful, and human way.
This guide walks you through how to do exactly that.
Most companies assume they know. But if you ask employees, their answers might surprise you.
Start by exploring:
What helps them do their best work?
What frustrates them?
What slows them down?
What motivates them?
What makes them feel valued (or undervalued)?
This is your baseline, and the heart of an intentional employee experience strategy.
Anonymous surveys
One-on-one interviews
Stay interviews (not just exit interviews)
Informal conversations
Feedback from managers
Observations around the office
The patterns you uncover will shape everything that comes next.
Employees don’t experience work in one big chunk, they experience it through moments.
Your goal is to understand (and optimise) each one.
Attraction (brand reputation, job ads, reviews)
Recruitment
Onboarding
First 90 days
Development & growth
Recognition & rewards
Daily work & culture
Wellbeing & support
Promotions or role changes
Exit experience
For each stage, ask:
What is the employee thinking and feeling?
What is working well?
What usually goes wrong?
What could deliver a deeper sense of connection, purpose, or momentum?
This journey map becomes the blueprint for your strategy.
An intentional employee experience strategy is based on needs, not assumptions.
Across industries, employees usually express needs in five categories:
Clear expectations, consistent communication, transparent leadership.
Training, tools, and resources that support their role.
A sense of belonging, positive team culture, psychological safety.
A workspace that is clean, safe, functional, and inspiring.
The feeling that their work has meaning and impact.
When you understand these needs, the solutions become obvious, and far more effective.
Great workplaces don’t happen by accident. Here’s how to design yours with purpose:
✔ Start with your company values. Your strategy should reflect who you are, not who you think you “should” be.
✔ Prioritise the biggest impact areas. Employee experience is broad, focus on high-value moments first.
✔ Involve employees in the design. Co-create solutions rather than imposing them. People support what they help build.
✔ Balance culture with practicality. Warm culture + efficient structure = a workplace that works.
✔ Make decisions using employee data. Use real insights rather than guesswork. Intentionality means every initiative has a reason, and a measurable outcome.
You can redesign the office, invest in leadership training, or launch new benefits; but if your communication is unclear or inconsistent, employee experience will crumble.
Transparent
Predictable
Two-way
Respectful
Actionable
Manager-to-team updates
Leadership communication
Internal newsletters
Slack or Teams etiquette
Feedback loops
Decision transparency
Employees feel part of something bigger when communication is strong.
If you improve only one stage of the employee journey, improve onboarding.
Research shows that high-quality onboarding:
Boosts retention
Increases performance
Accelerates confidence
Strengthens culture
A clear 30/60/90-day plan
A welcome kit or personalised touch
Time with leaders
Job-specific training
Introductions to key collaborators
A “buddy” or mentor
Early wins to build momentum
The goal is simple: Make employees feel prepared, supported, and excited; not overwhelmed and lost.
Employee experience isn’t just digital or cultural, it’s physical.
Your office environment influences mood, focus, productivity, and wellbeing. When designing your space:
Lighting
Noise levels
Cleanliness
Ergonomics
Layout
Plants and aesthetics
Breakout areas
Temperature comfort
Hygiene and air quality
A well-designed workspace tells employees: "We thought about you."
Employees today want more than a job, they want growth.
But “growth” doesn’t just mean promotions. Consider:
✔ Skill development: Formal training, shadowing, e-learning, workshops.
✔ Stretch opportunities: Special projects, cross-functional assignments.
✔ Career pathways: Clarity around what advancement looks like.
✔ Coaching and feedback: Regular check-ins, not yearly performance reviews.
Growth is one of the strongest predictors of retention, and one of the most overlooked elements of employee experience.
An intentional employee experience strategy includes meaningful recognition, not just at annual presentations, but consistently throughout the year.
One-on-one appreciation
Peer shoutouts
Team celebrations
Recognition platforms
Surprise treats or gestures
“Thank you” messages from leadership
People remember how you make them feel, not how many perks you offer.
Corporate wellness programs are great, but wellbeing is deeper than free yoga or fruit bowls.
Employees need support in the areas that matter most:
Mental health
Flexibility
Workload balance
Psychological safety
Respect and inclusion
Physical workspace comfort
Access to help when needed
A wellbeing-first approach signals that your company cares about its people, not just their output.
Your strategy is not a one-time project, it’s a cycle.
Quarterly pulse surveys
Monthly manager check-ins
Annual engagement surveys
Anonymous suggestion channels
Regularly updated people metrics
An intentional strategy evolves as your workforce evolves.
Here’s the part many organisations forget: The employee experience is heavily shaped by the day-to-day environment.
A clean, well-maintained, hygienic workspace influences morale, comfort, and professionalism more than most companies realise.
This is where choosing a reliable commercial cleaning provider becomes essential; not just for cleanliness, but for employee wellbeing.
A great example is Cleancorp (that's us!), an Australian commercial cleaning company trusted by thousands of businesses. Their professional teams help create a consistently clean, healthy office environment, a key part of any intentional employee experience strategy.
When your workspace looks and feels cared for, your employees feel cared for too.
Now that you’ve done the groundwork, it’s time to create your roadmap.
Key priorities
Short-term wins
Long-term initiatives
Success metrics
Responsibilities
Timeline
Communication plan
Think of this as your North Star; the guide that ensures intentionality stays at the heart of how you treat your people.
An intentional employee experience strategy isn’t about gimmicks, perks, or trying to be the “coolest” workplace. It’s about genuinely understanding your people and designing every touchpoint of their work life (physical, cultural, emotional, and professional) with purpose.
When you listen deeply, design thoughtfully, and act consistently, you create not just a workplace, but a community. And that’s what keeps people committed, motivated, and proud of where they work.
Even small improvements like clearer communication, cleaner environments, more supportive managers, and better onboarding can transform the way your employees experience work.
Start intentionally today, and watch your culture, retention, and performance thrive.