Is Your Employee Experience Strategy Actually Working? 10 Questions to Ask

Measuring the Impact of EX

Many organisations invest in digital tools to enhance employee experience (EX), but few measure whether they’re actually working. Engagement surveys alone don’t tell the full story. To build a truly effective EX strategy, HR leaders need to ask the right questions—questions that go beyond surface-level sentiment and dig into how digital tools shape everyday work experiences.

We break down 10 key questions HR should be asking—based on the Index by UDDER—to determine whether their employee experience strategy is truly making an impact.

10 Questions Every HR Leader Should Ask About EX

1. How would I rate the overall employee experience in my organisation?

Sounds simple, but this self-assessment sets the foundation for improvement. A strong EX isn’t just about satisfaction—it’s about whether employees feel engaged, supported, and empowered to do their best work. Do employees have the tools, flexibility, and workplace culture they need to thrive? If not, where are the gaps?

2. Which digital tools am I using—and are they solving the right problems?

Adopting technology for the sake of it leads to frustration. The right tools should make work easier, not harder. Are employees actually benefiting from the digital tools you’ve implemented, or are they struggling with complex, disconnected systems? Understanding whether your tech stack is streamlining processes or adding unnecessary friction is key.

3. Are my engagement efforts improving retention?

Employee engagement and turnover are deeply linked. If engagement scores are high but retention is low, something isn’t adding up. Are employees engaged on paper but leaving due to poor career growth opportunities, lack of flexibility, or cultural disconnects? Looking beyond surface-level engagement data can reveal hidden issues impacting retention.

4. Are employees actually using the tools provided?

Adoption rates tell you whether employees find value in your digital initiatives. If tools meant to improve EX are underutilised, it’s time to ask why. Are they difficult to use? Are they solving real pain points? Do employees even know they exist? Low adoption rates often indicate a disconnect between employee needs and HR tech solutions.

5. How does my organisation collect employee feedback?

Are you relying on annual surveys, or do you have real-time feedback mechanisms? Modern EX strategies require more than an occasional pulse survey—they need continuous feedback loops. Does your organisation make it easy for employees to share concerns and suggestions? And more importantly, do employees feel heard when they do?

6. Are digital tools helping personalise employee experiences?

From tailored learning recommendations to flexible benefits, customisation is key. Employees expect work experiences that reflect their individual needs and career goals. Are your HR systems providing personalised development paths, wellness support, and flexible working arrangements? Or is your EX still one-size-fits-all?

7. How effectively do digital tools support remote and hybrid work?

Flexible work arrangements depend on seamless digital experiences. If employees struggle with unreliable collaboration tools, communication silos, or access issues, their experience suffers. How well does your tech ecosystem enable remote teams to stay connected, productive, and engaged? Does it foster inclusion for remote employees, or create a divide between in-office and remote workers?

8. Do my digital engagement initiatives support diversity and inclusion?

Technology should be an enabler of inclusion, not an afterthought. Are your digital tools accessible to all employees, regardless of ability, location, or background? Are DEI initiatives built into your digital strategy, ensuring that underrepresented groups feel valued and included? Digital EX should reflect and reinforce your broader DEI commitments.

9. How do I measure the impact of EX initiatives on employee satisfaction and retention?

EX success isn’t about gut feeling—it’s about data-driven insights. How are you measuring the effectiveness of your digital EX initiatives? Are you tracking employee sentiment, turnover rates, and productivity before and after implementing new tools? Having clear, measurable KPIs ensures you can refine your strategy based on what’s actually working.

10. What’s my next step?

The real measure of success is continuous improvement. Employee experience isn’t static—what worked last year may not work today. Regularly assessing and adapting your EX strategy is key. Do you have a clear action plan based on your insights? Are you proactively addressing gaps, or just reacting when problems arise?

Final Thoughts: Benchmark, Improve, and Adapt

Employee experience is constantly evolving, and organisations that fail to assess their EX strategies risk falling behind. The best HR leaders don’t just assume their EX initiatives are working—they test, measure, and refine them continuously.

Use the Index by UDDER to benchmark your EX strategy with clear, structured assessments. Each of these key questions is built into the Index with multiple-choice options that help HR teams pinpoint strengths, identify areas for improvement, and generate a score with actionable insights.

The result? A data-driven roadmap to a better, more impactful employee experience.

Want to see how your organisation stacks up? Take the Index today.