How Employee Experience Works in Enforcium

The Employee Experience module helps you describe who works or may work at your company, what matters to them, and the journey they take throughout their relationship with the company.

It is especially useful for HR, founders, and department leaders who need a structured approach to hiring, onboarding, development, and employee retention.

The overall structure is:

Segment → Employee Personas → Employee Journey → Steps → Responsible Positions

Start by defining an employee segment. Then describe one or more Personas within that segment and build a separate Employee Journey for each Persona.

Employee Experience starts with creating a Segment.

A Segment groups employees who share a similar context.

For example:

Segment: Marketing team

This segment can include different types of employees:

• Marketing Specialist
• Senior Marketing Specialist
• Head of Marketing

They work in the same area, while their expectations, career goals, motivations, and experiences within the organization can differ significantly.

You can create separate Segments for different employee groups when their experiences require different approaches.

You can create multiple Personas within one Segment.

For example:

Segment: Marketing team

→ Marketing Specialist

→ Senior Marketing Specialist

→ Head of Marketing

Each Persona can have its own context and Employee Journey.

For example, a Marketing Specialist may value clear role expectations, learning opportunities, regular feedback, and professional growth.

For a Head of Marketing, important factors may include decision making autonomy, influence on company strategy, resources for the team, and clear business goals.

Employees within the same department can therefore have very different experiences.

For each Employee Persona, you can define:

• Described persona describes who the person is, including their role, experience, and other relevant context.
• Described negative persona describes the type of candidate or employee who does not fit the profile.
• Career goals describe what the person wants to achieve in their career.
• Jobs to be done describe the tasks they want to accomplish within their professional context.
• Motivations describe what encourages the person to work, develop, and stay with the company.
• Values describe the principles and characteristics of the work environment that matter to them.
• Pain points describe the problems or difficulties that may affect their experience.
• Hiring triggers describe the events or situations that may encourage someone to look for a new job or consider an offer from the company.
• Decision criteria describe the factors they use when evaluating an employer and making a decision.
• Expectations describe what they expect from their role, team, and company.
• Retention drivers describe the factors that influence their decision to stay with the company.

This helps the company understand the employee’s motivation, expectations, challenges, and reasons for joining or staying with the organization.

Each Persona has its own Employee Journey.

The map follows the same general principle as Customer Experience. A Journey consists of sequential Steps that describe the stages of a person’s experience.

Here, the map focuses on the employee’s experience with the company.

For example, a Marketing Specialist’s journey may include:

job search → company discovery → interview → offer → onboarding → first results → regular work → development → career growth → retention or exit

The actual Journey can vary depending on the Segment and Persona.

To edit an Employee Journey, go to Edit mode.

Each Step can describe a specific event, action, or part of the employee experience. You can also assign Responsible Positions.

For example:

The Employee Journey shows what happens at each stage and which Positions within the company are responsible for that part of the experience.

This is especially useful when employee experience involves HR, the direct manager, and other teams.

Employee Experience has two working modes.

View mode is used to review the completed map and Persona information.

Edit mode is used to make changes, including creating and editing Personas, Steps, and other Employee Journey elements.

The completed map can serve as a shared model of Employee Experience, while Edit mode gives authorized users a way to maintain its structure as the company evolves.

Employee Experience follows the same access management principle as Customer Experience.

You can define which Positions have access to a specific map and who can edit or view it.

For example, HR and the relevant department leader can have access to manage the map, while other Positions can have view access.

The detailed logic of system roles is covered separately in Access Roles in Enforcium.

The overall logic can be shown as:

Segment

↓

One or more Employee Personas

↓

Career Goals / JTBD / Motivations / Values / Pain Points / Hiring Triggers / Decision Criteria / Expectations / Retention Drivers

↓

Separate Employee Journey for each Persona

↓

Steps

↓

Responsible Positions

For example:

Marketing team

→ Marketing Specialist

→ wants to develop professionally

→ evaluates the vacancy and employer

→ goes through the hiring process

→ accepts the offer

→ completes onboarding

→ starts working

→ receives feedback

→ develops within the role

→ moves to the next career level

Employee Experience gives the company a structured view of the employee journey:

who the employee is → what matters to them → why they choose the company → which journey they take → what shapes their experience → who in the company is responsible for each part.