Employee engagement is the 'emotional bond' that the employee feels with his/her institution, and enables him/her to show more effort and contribution than expected, in order to fulfill the requirements of his/her job.

Employee Experience is the cumulative perceptions and emotions that the employee experiences during his/her whole ‘Employee Cycle', which includes the all phases from recruitment & orientation to the exit/retirement step.

Employee experience and commitment is basically formed on an individual basis. The emotions that occur as a result of each experience in the institution affect the employee's commitment to the institution in a positive or negative manner.

Employee experiences that most affect Engagement and Retention can basically be examined in three categories;

   1. Work Experience: Adaptation of the employee to the job, autonomy, development, etc.

   2. Social Experience: Interaction with manager and friends, teamwork, etc.

   3. Organizational Experience: Corporate culture, employee cycle experiences, physical environment, etc.

It is very crucial to determine what employees care most about and to prioritize improvement efforts accordingly, when considering some employee experience improvement projects. It is of great importance to learn the basic expectations of the employees and the level of meeting these expectations in the current situation, in order to prioritize the experiences that will be the subject of improvement.

Positive Employee Experiences directly affects Employee Loyalty and Retention, which positively impacts customers’ satisfaction rates, and which in turn shifts the results and achievements of the institution to some higher levels.