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Is employee mental health a priority for you as a manager, HR professional, or business leader? And when it comes to reaching your well-being goals, are you wondering which measures are the most effective?
There are plenty of approaches you could adopt—whether through psychosocial risk management, work organization, or diversity and inclusion policies. But have you also considered the importance of the employee experience?
Let’s focus on this concept and its role in fostering mental health at work—plus some key actions to improve the employee experience in practice.
At first glance, the term “employee experience” might seem to simply refer to how an employee feels on a daily basis at work. In reality, it’s better to draw a parallel with the customer experience to understand its full meaning.
The customer experience is everything a client feels throughout their interactions with a company—from pre-purchase (online research, requesting a quote) to post-purchase (customer service, reviews, loyalty).
Similarly, the employee experience encompasses all the stages of an employee’s journey within your company—from their first contact (reading or applying to a job ad) to the moment they leave the organization.
This is why some even describe employees as “HR’s clients.”
Key phases in the employee journey usually include:
The employee experience should leave no step uncovered, ensuring a smooth journey and lasting satisfaction. To achieve this, communication, transparency, inclusivity, and attentiveness to employees’ needs are essential.
A strong employee experience brings many advantages: attracting and retaining talent, boosting employer branding, reducing absenteeism, improving adaptability, strengthening social climate, and driving performance.
But beyond business impact, it is also a pillar for mental health at work. Here’s why.
A poorly supported new hire—left in an unfamiliar environment without team support—may quickly feel isolated and out of place, which can harm their mental health.
On the other hand, a positive employee experience (clear roles, prior site visits, knowledge sharing, career visibility) boosts engagement. An engaged employee who feels listened to and recognized develops a stronger sense of belonging.
This sense of belonging plays a decisive role in mental health: when employees feel part of collective success, it enhances self-esteem, motivation, and reduces burnout risk.
A healthy work environment is crucial to lowering stress—the main enemy of mental health. Stress often stems from excessive workloads, lack of recognition, or conflicts with management or colleagues.
A positive employee experience integrates systems to prevent these issues: clear objectives, open communication, constructive feedback, and constant managerial support.
The ability to project into the future is also key to reducing stress. Employee experience supports this through:
One common mistake is to focus solely on the employee’s time within the company. Yet the first and last stages are equally important.
Employee experience and mental health go hand in hand, often creating a virtuous cycle. Here are some key measures.
A company culture based on inclusion, kindness, and respect strengthens employee experience. It also involves existing employees in welcoming newcomers, building trust and psychological safety.
The first impression matters. A transparent hiring process followed by well-structured onboarding sets the foundation for trust. Examples include:
Lack of communication causes stress, misunderstandings, and a sense of injustice. Companies should establish clear channels for dialogue and encourage feedback.
Regular team meetings and one-to-one sessions between managers and employees build a safe space for honest exchanges, reducing uncertainty and stress.
Administrative procedures can often be a source of frustration for employees, especially when they are lengthy and complex. Implementing digital tools to automate and simplify these processes is an excellent way to improve the employee experience.
While it may seem trivial at first, employees face a large number of administrative formalities throughout their professional lives: signing the employment contract, requesting paid leave, enrolling in training programs, applying for reimbursements from the Works Council, declaring absences, enrolling in social benefits, and more.
Taken individually, these may not appear overwhelming—but combined, they are time-consuming and can also become anxiety-inducing when deadlines need to be met or when information about procedures is unclear.
In addition to streamlining through digitalization, it is therefore essential to provide employees with all the necessary resources—tutorials, regulations, HR support, and guidance—to help them successfully complete these administrative tasks.
Beyond the phases of recruitment, professional development, and offboarding, the employee experience must not neglect everyday well-being.
If recruitment and onboarding go smoothly, but daily life within the company is unsatisfactory—or even harmful to mental health—then all previous efforts will have been almost “in vain.”
That is why mental health should be one of the main priorities in CSR policies, company culture, and QWL (Quality of Work Life) strategies.
Companies should therefore:
From there, multiple solutions can be implemented to safeguard mental health in the workplace, such as:
You now have a clear understanding of why the employee experience is so crucial for all organizations—and you hold the keys to take action.
It’s up to you to rise to the challenge and become one of the companies recognized for creating outstanding employee experiences that protect mental health while strengthening performance.
