journey of work experience

Work Experience on a Resume - How to List It Right

Imagine you’re a hiring manager who goes through countless resumes on the daily.

What’s the first thing you look at?

If your guess was work experience, then you’re right.

And if you spot a few relevant keywords in their work experience section, then you’re more likely to continue reading about their background, contact information, and so on.

The most important thing hiring managers want to know is whether you can do the job you’re applying for, and that’s where the work experience section of your resume comes in.

So how do you make your work experience do the heavy lifting?

Don’t worry! Our article is here to help.

We’re going to cover:

• What Information Your Work Experience Section Needs

How to Format Work Experience on Your Resume

• 11 Real-Life Examples of Work Experience on a Resume

Let’s get started.

What to Include in Your Work Experience Section

The work experience section is the most important part of your resume.

This is the section that gives hiring managers a look at your professional journey so far, including your skills and achievements, and it’s the section they base their hiring decisions on the most.

Your work history can show how likely you are to excel at the job, how committed you are to career growth , and what industry know-how you ought to have.

This section is going to look different depending on your career level, how recent your work experience is, and what the job you're applying for is.

Let’s look at what information employers expect from your work experience section:

• Job Title/Position . Add this at the top of each work experience entry. You want the hiring manager to know at a glance that you have relevant work experience for the job, so use the actual job title instead of any buzzwords.
• Company Name. Include the name of the employer. Sometimes, if the employer isn’t well-known, you might want to describe the company in a sentence or two to give the hiring manager context.
• Location. The general location, such as the city and state/country where you worked, is more than enough information.
• Employment Dates. Write down the approximate timeframe of your employment. There’s no need to give exact dates since the standard format for this is mm/yyyy.
• Responsibilities and Achievements. The core of each work experience entry is what you achieved while you were there. List your responsibilities and achievements in bullet points instead of paragraphs to make them easier to read. Use 5-6 bullet points for newer job entries and 2-3 for older ones.

Here’s an example of a work experience section that includes all of the above:

Want to know more about other resume sections? Learn how to write a resume with our detailed guide!

You know what to include in your work experience section, so let’s talk about how to include it.

First things first - your work experience section should always follow a reverse chronological order . Add your latest work experience at the very top, and work your way backward.

Hiring managers aren’t interested in what you did ten years ago. Instead, they’d rather know what you’ve been up to right before applying for this specific job.

That being said, if you have a lot of experience, you shouldn’t include every single job you’ve ever had.

Your resume is supposed to be one page long , so feel free to omit any summer gigs or part-time jobs to free up space. It’s also extremely important that your work experience is easy to find and that the information is well-structured and readable.

Here’s an example of how to format your work experience section:

Making Your Work Experience Stand Out

Now that you know how to list your work experience, you need to describe it in a way that makes you stand out from other candidates.

We’ve divided this process into several steps, starting with:

#1. List Achievements Instead of Responsibilities

Too many resumes focus on the day-to-day tasks in the work experience section.

The thing is, hiring managers already know what those responsibilities are. They’re the ones who write the job ads, so you won’t impress them by telling them you did just what they would expect you to do.

For example, if you’re a QA engineer, your responsibilities could include:

• Identifying software bugs.
• Ensuring test coverage for all features.
• Making detailed reports on product quality.

These same responsibilities show up in 99% of QA engineer resumes out there.

So, if you want to stand out from the crowd, you want to focus on your most impressive achievements instead. Show the hiring manager how you helped your previous employer and the difference you made while you were there.

Let’s compare how the same work experience entry looks like when we use achievements and when we use responsibilities:

• Increased test coverage by 25% by implementing new automated test suites.
• Reported and triaged over 100 high-priority defects ahead of major releases.
• Executed manual test cases across web and mobile applications.
• Logged defects into bug-tracking systems as they were encountered.

But there are some fields where there aren’t that many achievements you can mention in your resume. For example, if you’re a server , serving 120+ patrons a night, or earning a lot of tips aren’t achievements that look good on your resume.

Your daily tasks probably include:

• Taking orders, serving food and beverages, and ensuring customer satisfaction.
• Preparing tables for meals, including setting up items such as linens, silverware, and glassware.
• Assisting in opening and closing the restaurant, including cleaning duties and setting up for the next service.

In this case, it’s okay to focus on responsibilities instead. You can still distinguish yourself by following the rest of our tips on how to make your work experience shine.

#2. Tailor Your Work Experience to the Job

If you want your resume to go from “okay” to "outstanding," what you need to do is tailor it to the specific job you’re applying for. 

The hiring manager doesn’t need to know details about every job you’ve had or about the skills you gained in a different field. 

So, your work experience should reflect what the job requirements are. This way, you’re more likely to really catch the hiring manager’s attention and land a job interview .

Here’s an example of a well-tailored job ad:

As you can see from the picture, it’s easy to figure out what the most important requirements for the role are. 

So, to tailor your resume to this ad, you need to show how you meet every one of these job requirements.

Let’s look at an example of how the same work experience would be tailored differently according to different job ads.

Say, you were an advertising intern.

Here’s what your work experience would look like when you’re applying for a position as a social media assistant:

INTERNSHIPS

Marketing Intern

Full Picture Company

New York, NY

09/2023 - 12/2023

• Analyzed various social media platforms for trending content.
• Managed company social media accounts.
• Posted interesting content on the company's Facebook page, increasing engagement by 25%.

Pretty easy, right? Now, let’s look at what the same work experience entry would look like for a job as a content writer .

• Assisted the Marketing Manager in writing press releases and new blog posts, which increased web traffic by 25%.
• Created engaging content for email marketing campaigns and boosted newsletter subscriptions.
• Revitalized old blog posts with updated information and SEO optimization, improving organic search rankings by 30%.

The internship is still the same but this way, the experience you’re focusing on is tailored to the job you’re applying for. The hiring manager can immediately see your most important skills for the job and the value you could bring to their team.

#3. Add the Right Amount of Work Experience

If you’ve had a lot of jobs so far, you might be wondering if they all belong on your resume.

The answer is usually no. Your full, detailed work history belongs on your CV instead of your resume .

The hiring manager only wants the most recent and relevant information, not your full life story.

So, the amount of work information your resume should include depends entirely on your level of experience.

Let’s break it down:

• No Experience. If you’re currently looking for your very first job , you simply won’t have any jobs to fill in your work experience section. In that case, we recommend skipping this section and instead focusing on any experience gained in clubs, extracurricular activities , volunteering, and other projects.
• Entry-Level. When you’re applying for an entry-level job, you can list most of your work experience so far. Likely, some of it won’t be relevant, but it still shows the hiring manager that you have some work experience, and that’s better than none.
• Mid-Level. At this level, you should only mention relevant work experience. Don’t waste precious space listing old internships or jobs you had as a teenager .
• Senior-Level. You only need to list up to 15 years of relevant work experience. You might even need a two-page resume to apply for an executive position at this stage, but only if you have too much relevant work experience to fit onto a single page.

#4. Optimize for the Applicant Tracking System (ATS) Software

Before the hiring manager reads your resume, it has to make it to them.

The fact is that 70% of resumes get discarded before the hiring manager even reads them.

That’s because most companies use specialized Applicant Tracking Software (ATS) to go through hundreds of resumes and automatically filter out ones that don’t have what the hiring manager is looking for.

Unfortunately, this means that if a resume is missing a specific skill or isn’t formatted in a way that the ATS can process , it gets rejected immediately.

So, how can your work experience make the cut?

Here are a few tips:

• Don’t go over one page. The ATS can have a limit on how long a resume is allowed to be, so we recommend always sticking to a single-page resume.
• Format everything carefully. Don’t give your resume sections quirky names. Your work experience section should be titled “Work Experience,” not “The Journey So Far.” If you try being too creative, the ATS might not recognize what that section is and reject you.
• Tailor carefully to the job ad. If you want to beat the ATS, you need your resume to be as tailored to the job ad as possible. Include as many relevant keywords as you can in your work experience section. Just make sure they’re all used in a logical context since the hiring manager is supposed to read them, too.
• Keep everything in an active voice. Describe your previous jobs with clear and specific language. (E.g.: Instead of “A team of ten people was managed by me,” say “Managed a team of ten people” ).
• Use power words and action verbs. Hiring managers don’t want to hear how you “were responsible” for this or “helped with” that. Make your work experience pop by using impactful language like “spearheaded,” “designed,” “conceptualized,” and more.

Choose one of our ATS-friendly resume templates to make sure your resume passes the test.

Where to Place Work Experience on Your Resume

The work experience section should always be one of the first sections on your resume, along with the skills section.

Typically, it comes just after your resume header , so that the hiring manager can read it immediately after your resume headline .

If you are using the reverse-chronological resume format, work experience should go at the top of your resume. This way, hiring managers can quickly evaluate your qualifications based on your most recent roles.

However, if you’re using a different resume format, such as functional or combination resume formats, you can make an exception. These resume formats emphasize skills over work history, so you could move your work experience further down, towards the middle of your resume.

Recent graduates are another exception to this rule

Suppose you’re a student with minimal professional experience. In that case, you can put your education section on top instead of your work experience section to emphasize your academic achievements and show that you’re ready to put your knowledge to good use.

Want to learn about the other popular resume formats ? Check out this article to see which one is right for you.

Complimentary Resume Sections

While your work experience might be the single most important section of your resume, at the end of the day, it works in sync with the rest of it.

Other resume sections , like your resume summary or certifications, can show the hiring manager how experienced you are and how much industry know-how you bring to the table.

So, here are a few other resume sections that come into play if you want to back up your work experience and increase your chances of getting an interview:

#1. Resume Summary

A resume summary is a short section at the top of your resume that highlights your most relevant skills and achievements related to the job.

In 2-3 simple sentences, a good resume summary tells the hiring manager:

• Your years of experience in that type of role.
• Your top qualifications or impressive accomplishments.
• What kind of responsibilities you’re familiar with.
• What your motivation for the position is.

By summarizing the core of your work experience upfront, your resume summary lets the hiring manager know what they can expect from the rest of your resume. So, when done well, an eye-catching resume summary can make you stand out from the crowd.

Here’s an example of a resume summary:

Another important section is devoted to your most important skills.

The skills section lets you list abilities that supplement your work experience, and it should be divided into two categories:

• Hard Skills. These include technical skills, tools, and specific knowledge that’s directly applicable to the role.
• Soft Skills. These can be personality traits or interpersonal skills that demonstrate how you work with others and how well you’d fit into the company’s team.

Along with your work history, the skills section helps employers quickly evaluate your credentials and relevant expertise for the position. While your work experience highlights skills in context, the skills section provides an easy-to-reference summary.

Make sure the skills you list on your resume align with what the employer is looking for. Use the job description as a reference to pinpoint the keywords you should add to your resume .

Here’s an example of a skills section on a resume:

#3. Certificates

Professional certificates and coursework can show your commitment to continuous learning and honing your skills.

Listing certificates on your resume allows you to showcase specialized knowledge and skills that might not be evident from your work experience.

For example, say you’re applying for a position as an SEO content marketer.

If you’re experienced in digital marketing but don’t have formal work experience with SEO, that could be a problem. However, listing a certificate from an SEO course can tell the hiring manager that you have the necessary knowledge to take on the role.

Relevant certificates can provide evidence of your advanced skills, industry expertise, or any other necessary qualifications for the role. They can back up your skills and distinguish you from other candidates with similar work experience.

Depending on the context, any certificates you have can either be listed in the education section or a dedicated resume section.

If the certificates are more recent and different from your formal education, we recommend listing them separately. Here’s an example:

#4. Personal Projects

One of the best ways to show your passion and dedication is through your projects.

Hiring managers love candidates who do cool stuff in their spare time.

If any personal passion project you’ve been working on is relevant to the role you’re applying for, make sure to add it to your resume. It can back up the skills and experience on your resume, and help you stand out from other applicants.

For example, if you’re applying for a job as an animator , any published flash animation videos on YouTube are a great addition to your resume.

However, personal projects should only be listed if they’re relevant. If you’re looking for a job as an architect , your incredible cosplay sewing abilities just won’t cut it.

Here’s an example of a personal projects section:

11 Real-Life Examples

Not sure how to list work experience for your field?

Check out the practical work experience in these resume examples for different professions:

#1. Marketing Executive Resume Example

Check out our full guide to writing a marketing executive resume here.

#2. Teacher Resume Example

Check out our full guide to writing a teacher resume here.

#3. Cashier Resume Example

Check out our full guide to writing a cashier resume here.

#4. Software Engineer Resume Example

Check out our full guide to writing a software engineer resume here.

#5. Career Change Resume Example

Check out our full guide to writing a career change resume here.

#6. Illustrator Resume Example

Check out our full guide to writing an illustrator resume here.

#7. Esthetician Resume Example

Check out our full guide to writing an esthetician resume here.

#8. Stay-at-Home Parent Resume Example

Check out our full guide to writing a stay-at-home parent resume here.

#9. University Graduate Resume Example

Check out our full guide to writing a university graduate resume here.

#10. University Student Resume Example

Check out our full guide to writing a university student resume here.

#11. High School Graduate Resume Example

Check out our full guide to writing a high school graduate resume here.

Work Experience Section FAQs

Are you still wondering about something related to your resume’s work experience? Check out the answers to these popular questions about listing work experience on a resume:

#1. What If I Don’t Have Any Work Experience?

If you don’t have any work experience, there are two things you should consider: first, hiring managers don’t expect candidates for entry-level roles to have a ton of experience, so you don’t have to worry too much.

And second - there are plenty of ways to make an impressive resume even without any professional experience .

For example, if you're a recent graduate, you can focus on highlighting your education, relevant coursework or extracurricular activities.

Include any internships, volunteer roles, or student organizations that show you have the skills necessary for the job.

You can also highlight universal skills like communication , teamwork, problem-solving, and computer skills . If you use a strategic approach, your lack of work experience won’t hold you back from writing a great resume.

#2. Can I List an Internship Instead of Work Experience?

Yes, you can list internship experience on your resume instead of work experience.

Internships provide valuable on-the-job training and give you exposure to a professional work environment, so they’re always a great thing to add to your resume.

Like work experience, internships allow you to gain important skills, learn about a particular industry or role, and build accomplishments you can use to show potential future employers. 

Internships can be a vital resume section for candidates with less experience, such as students, career changers, or stay-at-home parents re-entering the workforce, since they show hiring managers you have enough relevant hands-on experience to succeed at the job.

#3. How Can I Explain an Employment Gap on My Resume?

The key to managing a gap in your work experience section is to address it briefly and positively on your resume or cover letter .

In a line or two, explain what happened and move on without dwelling on it, since employment gaps are relatively common and can happen for different reasons.

For example, if you had to take a year off to recover from a medical issue, just say so in your resume without going into details. The important thing is that you’re now better, ready to resume work, and the hiring manager knows it won’t be a problem.

If you have a short employment gap, you can probably skip the explanations. Simply list the start and end dates for each role without explaining the time in between. A couple of months between jobs is perfectly normal, and hiring managers aren’t likely to ask about it.

#4. What If My Work Experience Isn’t Relevant?

If you're applying for a job and none of your work experience is relevant, it’s a bit more complicated.

As a general rule, any work experience is better than no work experience. Most soft skills are applicable across industries, so you can focus on them in your resume.

If you’re an entry-level candidate, you might want to leverage other areas to show the hiring manager that you’re a good fit for the role.

For example, if you want to be a graphic designer but only have experience in customer service , emphasize your art education, portfolio work, and personal projects instead. If you’ve taken any more recent courses related to the field, you can list them before your work experience.

However, if you’re an experienced professional looking to change careers , things are a little different.

For a career change, you need to articulate your transferable skills and show how your previous experience can help you in this new role.

Let's say you're a sales professional interested in marketing. You could highlight skills like communication, market analysis, client relationship-building, and goal-oriented achievements that show your valuable marketing skills.

Key Takeaways

You’ve made it to the end!

Now, you’re all set to write a flawless work experience section.

But before you go, let’s recap what we talked about:

• Always list your work experience reverse-chronologically so the hiring manager can see what your most recent achievements and experiences are.
• If possible, focus on work achievements over day-to-day tasks. This way, you can immediately show the hiring manager what you’ve done for your previous team and what the value of hiring you would be.
• Carefully format your work experience so it passes the ATS and so that the hiring manager can easily read it.
• Instead of paragraphs, use bullet points to describe your previous jobs. For newer experiences, 5-6 bullets are good, but for older ones, 2-3 bullet points are enough.
• If you don’t have work experience, use this section to list your internship, volunteer experience, personal projects, or extracurricular activities. Treat them the same way you would treat work experience, and list your responsibilities and achievements in bullet points.
• Make sure the other sections in your resume complement your work experience for a flawless job application.

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• Case studies
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Employee experience journey map: A complete guide + example + template

Today, we are all obsessed with the experience of the customer. However, only some seem to care about employee experience. This makes no sense whatsoever.

It is common to think that customers are the drivers of our business. And while this is true, imagine what would happen if all employees from your company decided to take a couple of days off, stay home, and watch Netflix? This would be a disaster. Yet, many companies still don't see the importance of designing a better employee experience.

• 1 What is an employee journey?
• 2 Benefits of employee journey mapping
• 3 Employee experience journey mapping
• 4 What to map?
• 5 Employee journey stages
• 6.1 Start with employee experience research
• 6.2 Produce an employee persona
• 6.3 Map the employee experience journey
• 7 What’s next?
• 8 Wrapping up

What is an employee journey?

Put simply, an employee journey is the complete experience an individual has while they're employed at an organization, starting from the day they apply for the job until the day they leave. Such a journey includes every interaction they have with the organization, whether it's having a conversation with a manager, participating in a training session, or attending a team meeting. Think of it like a story that unfolds over time, each chapter representing a different part of the work life.

For example, consider Steve, who just got a job at a technology firm. His employee journey starts with applying for a job, getting an interview invitation, and having the interview. Then he has the second interview and receives the job offer, which moves Steve to the next stage — his first day of work, where he's welcomed by his colleagues and continues as he works on projects, receives feedback, and grows his skills. 

Over the years, Steve might get promoted, switch to different roles within the company, or take part in special programs. His journey captures all these experiences right up until his retirement party or the moment he leaves the company, capturing the entire arc of his career at the firm.

Benefits of employee journey mapping

Why is it essential to know the state of your employees’ journeys and improve them? Many smart companies all over the world are using a very effective idea. They treat their employees really well, just like they do with their customers. 

They've figured out that this is super important. In this paragraph, we'll explain why this is a big deal and how it can make companies much better in today's world.

Here are a few down-to-earth points as to why you should take employee experience seriously:

• Employee engagement means customer success. Did you know engaged employees are almost 90% less likely to leave their company compared to employees who have a low level of engagement? Leave alone the fact that engaged employees are a lot more productive.
• Employees come at a great cost . And it’s not just about money. Customers do not interact with CEOs. They interact with front-desk staff, customer support, sales, you name it. Mistakes of these people may seriously damage your company’s reputation. That alone is a good reason to start thinking about designing a better employee experience.
• Word of mouth. Finally, just like a great customer product, an outstanding employee experience gets spread by word of mouth. It becomes one of the ways you attract talented people to the company.
• Enhanced onboarding and retention. By understanding the employee journey, organizations can create a more structured and engaging onboarding process. This will help new hires become productive more quickly and feel a greater sense of belonging, which can reduce turnover rates.

Now that we’re on the same page regarding the importance of designing a better experience for employees at a company, it’s time to proceed to actionable to-dos.

Read also: Case study on improving the employee journey

Employee experience journey mapping

One of the proven approaches to analyzing, understanding, and enhancing the employee experience and employee journeys is a great technique called customer journey mapping.

Not familiar with this subject? Check out our complete guide on creating a customer journey map .

The idea behind this technique is fairly simple: you take the journey people take when interacting with your business and break it down into stages. The next step is to look at each stage from different angles to get a complete picture of what the experience of this particular person may look like. In other words, a map of your employee’s journey helps you see through the eyes of your customer or, in our case, through the eyes of employees. 

There’s another similar technique called employee experience mapping. These two techniques are often used interchangeably, but it should be noted that experience mapping takes a broader view. It goes beyond chronicling the stages an employee goes through, delving into the qualitative aspects of an employee's daily life within the organization, their experience with it. This encompasses, for example, the emotional experiences of employees at various touchpoints, like participating in daily team meetings, using the company’s tools and technologies, or during interactions with leadership.

What to map?

First, it’s important to decide which part of the employee experience journey you want to start with. At this point, there are a couple of routes you may take:

• High-level mapping. Obviously, it simply would take too much time to map the entire journey, as the employee lifecycle is way too long for one map. Unless you want to start with a high-level map and dive into details later as you dig more information. The downside of a high-level approach is that you won't get a lot out of it. The formula is fewer details = fewer insights.
• Focus on a specific part of the journey. It would be a whole lot easier to start with something like onboarding. The best part about onboarding is that if you are an HR, you have just enough knowledge to take the first steps.
• Identify the most problematic stage and start with it. However, it’s not that easy to tell which part is the most problematic without running research.

Employee journey stages

As we’ve touched the employee journey stages, let’s consider some of the common ones to give you an idea of what to include in your employee experience journey map.

• Attraction. This is the beginning of the journey, where potential employees first encounter the company brand or job opening. They form initial impressions about the company culture and values, and these impressions are often influenced by the company website, social media presence, and employer reviews.
• Recruitment. The potential employee actively considers the job opening and applies for a position. This stage may encompass submitting applications, attending interviews, and communicating with the company's hiring team.
• Hiring. This is when you make the job offer, and the candidate accepts it. 
• Onboarding. The new employee starts their job, they get oriented and integrated into the organization. They learn about company policies, may undergo training for their specific role, and start building relationships with the team and managers.
• Development. This stage involves the employee's growth within the organization. It includes receiving feedback, pursuing professional development opportunities, and potentially participating in mentoring or coaching programs.
• Advancement. This is when the employee moves up within the company hierarchy through promotions or transfers. 
• Exit. This is the final stage of the employee journey when the employee leaves the organization, whether for retirement, a new job, or other reasons. The exit process can include such substages as exit interviews, knowledge transfer, and the employee's transition out of the company.

Looking for more information about employee journey stages to add to your model of journey map? Check out our deck of cheat cards to look deeper into the stages and substages of employee journeys.

Three steps in designing an employee journey map

Now, we will cover the basic steps for creating a full-fledged, true-to-love employee journey map.

Start with employee experience research

Employee research, often referred to as employee surveys or employee feedback programs, is of paramount importance for organizations across various industries. 

It involves collecting, analyzing, and acting upon feedback from employees to gain insights into their experiences, attitudes, and needs within the workplace. Here are some key reasons why employee research is important:

• It enhances employee engagement. By understanding what engages or disengages employees, organizations can take targeted actions to boost engagement.
• It supports informed decision-making. Employee research provides quantifiable insights, allowing leaders to allocate resources more effectively and prioritize initiatives that matter most to employees.
• It helps measure progress. By conducting surveys periodically, organizations can track progress over time. They can see how their efforts to address employee concerns and improve the workplace have translated into tangible results.

In other words, employee research is a strategic tool that empowers organizations to create better workplaces, improve employee satisfaction, increase productivity, and drive overall success. It aligns the interests of employees and employers, contributing to a positive organizational culture and sustainable growth. 

So, you should always start with profound research. Otherwise, what exactly are we going to put on that map? And when it comes to interviewing employees, some really nice factors contribute to great research:

• Employees are easy to get in touch with, and such research is inexpensive compared to customer research. Imagine a situation where you have to bring a bunch of customers for a focus group or an interview. Each has a different time availability and level of involvement. Plus, chances are they might want to have something in return. Whereas, employees are almost always there and ready to share their thoughts over a cup of coffee.
• You have lots of data already. If you’ve been working in the company for a while, there’s probably enough information for you to start with employee journey mapping. And you can always talk to the HR department to get this information.
• Co-creation opportunities. There is nothing better than inviting coworkers for a journey mapping workshop . And again, it’s much easier within a company than when you’re trying to bring in real customers.

In addition to employee feedback and interviews, it may also be helpful to review internal audit reports to gain a better understanding of potential areas for improvement in the employee experience journey.

Surely, there will be a conflict of interests and ethics issues, so be ready to get creative!

Before doing any kind of research, make sure you come up with a list of sources. They can be:

• Employee feedback. If you are an HR, chances are you have a lot of info on hand that can be used for employee experience mapping.
• Interviews with employees. Trust me, they have so much to say, and chances are they wanted to say it years ago.
• Interviews with managers. They observe employees and are able to give you a whole different perspective on things.
• Polls and surveys. Those can give a lot of quantitative data. And the best part is that polls can be anonymous.

Produce an employee persona

To truly empathize with employees, it’s vital to create an employee persona. It is a made-up person that is based on real employees. It should have some basic description as well as some of the details you found during the research phase: goals, motivations and frustrations, some background, and maybe even skills.

Meet Michael, our example, a young finance professional in the heart of NYC. With a year's experience under his belt, he aspired to land a job in a prestigious firm. Living with his brother's family in their cozy apartment, he found solace in their company but yearned for his own space. His daily routine includes job hunting between work, and his mind is always set on reaching the top of the corporate ladder.

You can have one, two, or multiple personas depending on your needs. To create your own persona, here's our guide with examples of how to create a persona in 7 steps .

Map the employee experience journey

Now, after the research has been done and personas have been created, it’s time to put everything on a map. The way you map an employee experience journey is the following:

• Define the stages you need for your map

If we talk about the journey part that covers a new employee onboarding, there will be stages like awareness, research, first contact, phone screening, job interview, the hiring process, the first day, the list goes on. It is very likely that some stages will have multiple substages (especially the hiring process and job interview).

• Decide on map layers or sections

These are layers of data you want to have on your map. Some of the commonly used journey map layers include employee goals, employee expectations, emotional experience, process, channels, touchpoints, and problems.

For each stage you defined, fill in the map sections with data about this stage. For example, write down the goals of the employee persona as well as their expectations or describe the process the employee persona goes through at each stage.

Feel free to add anything that can benefit you in the search for employee experience insights. If you feel like adding some quotes from real employees — it's great. Want to add a photo of the workplace for a new employee? Go ahead! 

In fact, if you're mapping employee experience in our journey mapping tool , multiple sections will help you capture all the details you might want to have in your map!

• Find flaws and come up with solutions

Once you see the whole picture, you can start looking for roadblocks that prevent employees from, for example, getting the best onboarding experience.

Once you put roadblocks on the map, you can come up with ideas and solutions. In the end, you will have a map that looks somewhat like this:

What’s next?

Once the journey map has been created, it serves as a valuable foundation for a positive employee experience. To ensure that their experience continually improves and stays aligned with the evolving needs of your company, consider the following actions:

• Collect ongoing feedback. Encourage employees to provide feedback throughout their journey. This can be done through surveys, one-on-one discussions, or anonymous feedback channels. This feedback should be used to identify pain points and areas for improvement.
• Regularly update the map. As processes and procedures change within your organization, update the map accordingly. This ensures that it remains an accurate reflection of the journey and can guide improvements effectively.
• Implement quick wins. Identify low-hanging fruit or quick wins based on the map insights. These are small, immediate changes that can significantly improve the experience without requiring extensive resources or time.
• Prioritize key touchpoints. Focus on the most critical touchpoints in the journey that have the greatest impact on the employee experience. Allocate resources and efforts to improve these areas first.
• Involve cross-functional teams. Collaborate with HR, IT, training, and other departments to address issues and implement changes. A cross-functional approach ensures a holistic perspective and comprehensive solutions.
• Set clear objectives. Define specific goals and objectives for improving the employee experience. This provides a clear direction for change initiatives and helps measure their success.
• Training and development. Invest in training and development programs for managers and mentors involved in onboarding. Equip them with the skills and knowledge needed to support the company’s employees effectively.
• Leverage technology. Use technology to streamline and automate parts of the onboarding process. This can reduce administrative burdens and create a more seamless experience for new hires.
• Monitor progress. Continuously monitor the impact of changes on the employee experience. Key performance indicators (KPIs) should be tracked and analyzed to ensure that improvements are achieving the desired outcomes.
• Employee involvement. Involve new employees in the co-creation of their onboarding journey. Seek their input and preferences to tailor the process to individual needs.
• Celebrate successes. Acknowledge and celebrate successes and improvements at different stages of your employees’ journey. Positive reinforcement can motivate teams to keep making enhancements.
• Stay compliant. Ensure that the onboarding process remains compliant with all relevant laws and regulations. Regularly review and update documentation as needed.
• Communication and transparency. Maintain open and transparent communication with employees regarding changes in the onboarding process. Provide clear explanations and expectations to manage their experience effectively.

Remember, journey mapping is not a one-time activity; it should evolve alongside your company's growth and changing needs. By actively listening to employee feedback, making data-driven decisions, and continually refining the onboarding experience, your organization can create a positive and impactful journey for new employees from day one.

Wrapping up

Mapping the employee experience is undoubtedly a challenging undertaking, one that demands a significant amount of effort, time, and resources. However, the rewards that come with creating an exceptional workplace environment and a satisfied workforce are simply too compelling to ignore.

Good news: we have a library of free templates, including employee experience map templates, which you can use for high-level mapping. Either download a PDF file and print it out or create a map in our Journey Mapping Tool, tweak it as you like, and then export it to show all the insights you came up with! 

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Thanks for the map. It’s a great template to start with for my company’s employee journey.

You’re welcome, Chris! We also have templates for remote employee journey and an employee journey mapping whitepaper with expert advice. Be sure to check those out and happy mapping!

Thank you for these employee journey mapping examples. Our problem is not so much with onboarding but with keeping people from leaving after 6-8 months. Do you have any advice on how to improve retention in the long run?

Hi Tarik, you’re welcome! We do have some employee experience examples you could use for better retention, and a detailed breakdown of common stages people go after the probation period is over: annual performance evaluation, office events, paternity leave, skill upgrading, etc.

You can find them all in our filled-out template called “End-to-end employee journey map” right here: https://uxpressia.com/templates/education-and-career

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3 words to describe my career journey – upward, learning, evolving.

At Access, we take pride in our award-winning work environment and people-first culture . Each of our team members professional paths and personal stories are valuable and significant in contributing to our success today. I sat down with Matt Ringgenberg , an IT Account Executive who enjoys his ever-changing and never dull workdays.

Open Communication Is the Key to Grow & Explore

Did you explore other job roles in access systems before you became an account executive.

“Yes, I started off in telemarketing where I eventually managed a small team. The company is always growing, so I moved around to at least 5 different positions to explore and help as needed.

I developed my passion for IT, when I was an IT Service Coordinator for 4 years. I wanted to be on the front-line of the business cycle, meeting and servicing our customers. So, I decided to bring the conversation personally to my manager and the President of Access Systems, Shane Sloan, to express my interest in exploring. After a few meetings and training sessions, I landed at my current role, and the rest is history.

As an employee, the role transitions in the past 9 years really speak to the endless career possibilities and options at Access. If you think your skills and traits would be better suited in a different role, speak with your manager! They will help you guide and mentor you on how to make it happen.”

Why Did You Choose to Change Positions & Not Companies?

“Each role change within the company has helped me build on my knowledge of the entire company, and how it operates. Being an Account Executive now, I can paint a holistic picture with confidence to a new potential customer.

Existing relationships are also one of my biggest considerations. My managers were and are all so supportive while being realistic through all my role transitions. They have been helping me to build my goals and chart a plan to achieve them. Whenever I speak to my family about my career and the culture at Access, they really can’t say the same about the companies they work for.

I went back to college to obtain my Bachelor’s degree a year ago, and Access has entrusted me with flexibility and helped to balance my schedule. I was both working and going to school full time, Steve Ames, who I just started working with, literally told me not to work so long into the night, so I wouldn’t be burnt out. I appreciate their care for our personal life situations and goals which allows us to work to our full potential .

With the growth that I’ve witnessed each year at Access, I believe that it’s important to invest into a workplace that I’ll always be able to grow in so many different directions. There isn’t a reason for me to look elsewhere when I can look within, especially with plenty of support and opportunities around me!”

Dedicated Leaders Keep Cultures Connected

What do you like the most about your job.

“The culture and people that I work with! It’s an epic blend between a corporate setting and small, connected community. Some of the best people I’ve met since moving to Des Moines nine years ago, I met them at Access Systems.

I know it may sound cliché, but I am always impressed by our “work hard and play hard” mentality. My recent top 2 moments are definitely, when I landed on a few of my first large sales (so rewarding and exciting to see the months of hard work come to fruition) and our team outing weekend ( such a fun weekend and a great bonding experience with the people you work with every day). Not to mention, my all-time favorite, the annual company Christmas party. I’m also hoping to earn a spot to our Presidents Club trip to Cabo, Mexico this year!

I honestly also stay around because of the people, especially the leaders of our company. Shane Sloan, he isn’t your normal CEO. I have some of the most candid conversations with him just like I would with any of my friends or family. The Vice President of IT, Mitch Henry, I can testify that he has had my back through thick and thin professionally and personally. Last but not least, my manager, Steve Ames, always goes the extra mile to ensure that I have what I need to succeed and grow as a sales executive.”

Two Things I Need to Succeed Here – Integrity & Strong Work Ethic 

What is the biggest change in your personal & professional life after working at access.

“I have literally grown into an adult while working at Access. I was fresh out of college after getting my Associates degree when I started back in 2010. It has shown me the ropes on how business is conducted -- honestly and correctly. Having integrity, being loyal and trustworthy became even more important to me, as those are my personal core values as 

What Advice Would You Give to Young Professionals who Are Choosing the Right Fit to Grow their Career?

“The amount of work you put in is the amount of praise and reward that you get back. There are days where things are great, and there are days that are very challenging as with any job. Keep in mind that you want to choose a company that will give you support to help you through any obstacles thrown at you.

Look for a place where the opportunities for advancement are endless! If you’re looking for a challenging yet rewarding career, then Access is the place for you. With the way our company is expanding, what you start out doing may not be what you do in 2 years. Get planted here at Access and watch your career grow!”

We Are Expanding our Team!

Workplace culture should be one of the top factors to consider when looking for a new job, especially for young professionals. Matt’s investment of talent and time at Access has rewarded him with the best opportunities, coworkers and lifestyle.

Want to work hard, play hard and invest in yourself like Matt? We are #YourAccessToMore Career Possibilities! Join us today!

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Employee experience journey mapping - A complete guide

Employee experience journey mapping might sound like a mouthful, but it's basically just a fancy way of saying, "Let's figure out what our employees are going through and how we can make it better."

It's like a treasure map, but instead of gold, we're searching for how to make employees happy throughout. But why??

As the entrepreneur and businessman J. Willard Marriott once said, ”Take good care of your employees, and they'll take good care of your customers, and the customers will come back.”

So sit back, relax, put on your adventure hats and grab a cup of coffee (or your preferred beverage of choice) because we are about to explore the employee experience journey, dream up ways to make it better, and discover the secrets of mapping out this process.

Table of contents:-

What is the employee journey?

What is employee journey mapping, what are the benefits of employee journey mapping, how an employee journey map can help you, employee onboarding journey map, how to leverage employee journey mapping to create value, the dos and don'ts of employee journey mapping, what are the stages of the employee journey, what is employee experience, what is an employee experience journey, four steps for mapping the employee experience, how do you create an employee experience journey map, personas for employee journey mapping, the employee journey from the employee’s perspective, employee journey mapping touchpoints, common mistakes that companies make while mapping employee journey, how culturemonkey can improve the employee experience.

Every employee goes through a unique journey in your company, from their first day of onboarding to the last day they walk out the door. But have you ever thought about what that journey looks like? And more importantly, have you thought about how you can improve it?

An employee journey can make all the difference in retaining top talent , boosting employee engagement , and improving productivity. In fact, studies have shown that companies with a strong focus on employee experience outperform their competitors by 122% . So, why aren't all companies putting more focus on the employee journey?

Employee journey mapping is a process of identifying all the touchpoints and interactions an employee has with your company, from the moment they apply for a job to their last day in the office.

A positive employee journey can lead to more engaged and productive employees . When employees feel supported and valued, they're more likely to go above and beyond in their work. And that's a win-win for everyone.

Employee journey mapping is the process of mapping out all the touchpoints an employee has with your company, from their first day of onboarding to their last day in the office.

It's a way of understanding and improving the employee experience by mapping out their interactions with the company from the moment they first hear about the organization as a potential employer to their eventual departure.

But why should you care about employee journey maps? For one, it helps you identify pain points in the employee experience that could be driving employees away. Maybe your onboarding process is too lengthy, or your employees aren't getting enough feedback or recognition for their hard work.

It helps organizations develop a comprehensive and holistic view of the employee experience, which is critical for improving employee engagement and retention.

Employee journey mapping is like a treasure map, leading you to a trove of benefits. It's a strategic tool that enhances every aspect of your organization, from employee satisfaction and productivity to attracting and retaining top talent.

With a well-crafted journey map, you're on the path to creating a workplace where everyone thrives, and success is just around the corner.

• Enhanced productivity: A well-designed Employee Journey Map helps streamline processes and remove obstacles that can hinder productivity. When employees encounter fewer roadblocks and can navigate their roles more efficiently, they become more productive. This not only benefits your employees but also positively impacts the bottom line.
• Increased retention rates: High employee turnover can be a significant drain on resources. Employee journey mapping helps create a supportive and fulfilling work environment. When employees feel well-integrated and valued, they're more likely to stay with your organization. Lower turnover rates mean cost savings in recruitment and training.
• Talent attraction: A positive Employee Experience Journey becomes a magnet for top talent. Word-of-mouth recommendations from your content employees can be a powerful recruitment tool. A great reputation for employee experience can draw in the best and brightest in the industry.
• Clearer communication: Mapping out the journey helps identify communication gaps. Effective internal communication is key to a successful organization. By understanding where the challenges lie, you can implement strategies to improve communication , ensuring everyone is on the same page.
• Enhanced employee development: Through journey mapping, you can pinpoint opportunities for skill development and growth at every stage of the employee experience . This encourages continuous learning and personal development , which can lead to higher job satisfaction and career advancement.
• Better decision-making: Employee journey maps provide valuable data and insights. With this information, you can make informed decisions about the employee experience. Whether it's resource allocation, policy changes, or organizational improvements, you have a clear path to follow.
• Strengthened company culture: Mapping the employee journey allows you to align every stage with your company's values and culture. It's an opportunity to ensure that your culture is not just a buzzword but a real, living experience for your employees.

By gaining a deeper understanding of the employee journey and identifying pain points and opportunities for improvement, organizations can increase employee engagement and retention rate , which can lead to a more productive and successful workforce.

Here are some other key reasons why you should be focusing on mapping out the employee journey in your company:

Improves employee experience:

By mapping out the employee journey, you can identify pain points and areas where improvements can be made. This helps create a more positive, supportive work environment that retains top talent.

Increases employee engagement:

When employees feel supported and valued, they're more likely to go above and beyond in their work. Mapping out the employee journey and addressing pain points can help increase employee engagement and motivation.

Boosts productivity:

A positive employee journey can lead to more engaged and productive employees. By addressing pain points and creating a more positive work environment , you can improve productivity and drive success .

Improves retention:

Retaining top talent is crucial for the success of any company. By creating a positive and supportive work environment through employee journey map, you can reduce turnover and retain top performers .

Enhances employer branding:

A positive employee journey can also enhance your employer branding. When employees feel supported and valued, they're more likely to share their positive employee experiences with others, both online and offline. This can help attract top talent and improve your company's reputation.

Provides valuable insights:

Employee journey mapping provides valuable insights into the employee experience. By understanding employees' touchpoints and interactions with your company, you can identify patterns and trends that can inform future decisions and improvements .

Fosters a culture of continuous improvement:

Employee journey mapping is an ongoing effort to identify pain points and make improvements. By fostering a culture of continuous improvement , you can create a workplace that's always striving to be better.

Expedites onboarding:

When you map the employee journey, it significantly accelerates the onboarding process. New hires can seamlessly navigate through their initial days, feeling more integrated and confident from the get-go.

Promotes inclusivity:

Employee journey mapping also fosters inclusivity . It ensures that the employee experience is uniform and supportive across various departments and roles, creating a workplace where everyone feels equally valued and respected.

Strengthens leadership development:

Your journey map can become a powerful tool for leadership development. By recognizing the stages where leadership plays a vital role, you can tailor training and support to nurture the next generation of leaders within your organization.

Enhances well-being initiatives:

A well-crafted employee journey map integrates well-being initiatives. This ensures that employees are not only professionally fulfilled but also mentally and emotionally supported, resulting in a healthier and happier workforce.

Picture this: You've just welcomed a talented recruit to your team. What's next? The employee onboarding journey map is your treasure map, guiding you through the intricate process of making them feel right at home.

So, what exactly is an employee onboarding journey map? It's like a step-by-step guide, detailing the entire onboarding process, from pre-hire to post-orientation. It's a strategic approach that ensures your new team members embark on a voyage of learning, growth, and engagement.

The journey begins with pre-boarding, where you start connecting with your new hires before their first day. Then, there's the orientation – the grand "Welcome Aboard" moment. After that, it's all about training, skill development, and team assimilation. Finally, the journey continues with regular check-ins and performance evaluations.

Creating a tailored journey map is the key to employee retention and productivity. It ensures everyone's on the same page, expectations are clear, and the road to success is well-paved.

Understanding how to make the most of employee journey mapping is essential for modern HR professionals and business leaders. In this guide, we'll explore not only the fundamental steps in leveraging this tool but also delve into additional ways to extract maximum value from it.

Here are some key ways to leverage employee journey mapping to create value!

Identify key touchpoints

The first step in leveraging the employee journey map is to identify the key touchpoints in the employee experience. This includes everything from recruitment to onboarding , training, performance review/management, and offboarding.

Collect data

Once you've identified the key touchpoints, it's time to collect data on the employee experience. This can include employee feedback , employee surveys, and data on employee turnover, productivity, and employee engagement .

Analyze the data

After collecting data, it's important to analyze it to identify pain points and areas where improvements can be made. Look for patterns and trends that can inform future decisions.

Map out the journey

Once you clearly understand the employee experience, it's time to map out the journey. This can be done using a variety of tools, such as journey maps, employee personas, and empathy maps.

Identify opportunities for improvement

With the employee journey mapped out, it's easier to identify areas where improvements can be made. Look for pain points and areas where the employee experience could be improved and prioritize the most critical ones.

Implement changes

Once you've identified areas for improvement, it's time to implement changes. This can include everything from streamlining the recruitment process to improving communication and recognition programs .

Continuously monitor and improve

Employee journey mapping is not a one-time process. It's important to continuously monitor the employee experience and make improvements as needed. This can include collecting ongoing feedback from employees, analyzing data, and making changes to improve the employee experience.

Enhance training and development

The employee journey map can highlight specific points where training and development play a crucial role. Use this information to revamp training programs, offer skill-building opportunities, and ensure that employees have the resources they need to succeed.

Facilitate cross-department collaboration

Employee journey mapping can uncover areas where different departments need to collaborate more effectively . Foster a culture of cross-departmental teamwork to eliminate silos, improve communication, and enhance the overall employee experience.

Customize employee experiences

Tailor the employee experience based on individual preferences and needs. Use data from the employee journey map to offer personalized career paths, flexible work arrangements, or unique benefits, providing employees with more customized experiences.

Implement recognition and rewards

Recognize and reward employees for their contributions at key touchpoints in the employee journey. Acknowledging their achievements can boost motivation and job satisfaction , leading to a more positive overall experience.

Employee journey mapping is a potent tool for creating a fulfilling, engaging workplace. If you follow the dos and avoid the don'ts, you're on the right path to crafting an experience that keeps your employees happy, productive, and loyal.

The Dos: Crafting a stellar employee journey map

• DO understand your employees: Before you even put pen to paper or fingers to the keyboard, take the time to truly understand your employees. Gather insights through employee engagement surveys, interviews, and feedback. Recognize their needs, desires, and pain points, and ensure these insights drive your map.
• DO define clear stages: Your map should be divided into clear, distinct stages. Start with the recruitment phase and then move through onboarding, professional development, and everyday work experiences. Clearly define the key milestones in each stage.
• DO include employee input: Employee involvement is paramount. Encourage your employees to participate in the mapping process. They can provide invaluable insights into their experiences and suggest improvements that can make the journey more engaging and fulfilling.
• DO align with company culture: Each stage of the journey should be intricately woven into your company's culture and values. It's crucial that employees feel connected to your organization's mission and vision throughout their journey.
• DO keep it dynamic: Employee journey mapping isn't a one-and-done exercise. It's a living, breathing document that should evolve with time. Regularly assess the effectiveness of each stage and make adjustments based on employee feedback and changing needs.
• DO measure outcomes: Establish key performance indicators (KPIs) to gauge the success of your employee journey map. Are employees more engaged? Is turnover decreasing? Are you attracting top talent? Use measurable outcomes to evaluate the map's effectiveness.

The don'ts: Pitfalls to avoid

• DON'T make it too complex: Simplicity is your best friend. Avoid overcomplicating the mapping process. Keep it clear and easy to understand so that everyone in your organization can follow and benefit from it.
• DON'T neglect employee feedback: If you're not actively seeking employee input, you're missing out on a goldmine of insights. Neglecting their feedback can lead to an inaccurate representation of their experiences and needs.
• DON'T stick to the status quo: An employee journey map isn't effective if it merely replicates current processes. Don't be afraid to challenge the status quo and make necessary changes for a better employee experience.
• DON'T forget continuity: The journey shouldn't end with onboarding. It's a continuous process, and all stages should seamlessly connect. Don't isolate the onboarding process from daily work experiences; instead, ensure a smooth transition.
• DON'T set it in stone: An inflexible map can become a hindrance. Don't treat your employee journey map as a final, unchangeable document. Embrace adaptability and be open to refining and adjusting the journey as your organization grows.
• DON'T ignore data: Ignoring data is one of the gravest mistakes you can make. Employee journey mapping relies on insights and measurable outcomes. Neglecting the data you gather can lead to a skewed perception of your employees' experiences.

Here are the stages of the employee's journey, in brief:

• Application: If potential employees decide your organization is the right fit, they will typically apply for a position. This involves submitting a resume or application and potentially going through pre-employment screening and assessments.
• Interview: After submitting an application, the potential employee may be invited to interview for the position. This stage involves assessing the candidate's fit for the role and evaluating their skills and experience.
• Onboarding: If the candidate is selected for the position, they will move into the onboarding stage. This involves training and orientation to the company culture , policies, and procedures for the new employee.
• Development: Once an employee is onboarded, they will move into the development stage. This involves ongoing training and development to improve their skills and advance their career.
• Performance: The performance stage involves ongoing performance management, including setting goals, providing feedback , and evaluating performance.
• Recognition: Employees thrive on recognition , and it's important to make it a key stage in the employee journey. This includes both formal recognition programs and informal feedback and praise from managers and colleagues.
• Retention: The retention stage is where employees decide whether they want to stay with the organization or leave. During this stage, it's important to provide a positive workplace culture that values and respects employees.
• Career advancement: In the career advancement stage, employees seek opportunities for growth within the organization . This may involve taking on more responsibilities, pursuing promotions, or exploring lateral moves to develop new skills and expand their career horizons.
• Wellness and well-being: As employee well-being becomes a focal point for many organizations, a dedicated stage for wellness initiatives is crucial. This stage involves supporting employees' physical and mental health, providing resources for work-life balance, and promoting a culture of well-being.
• Separation: Finally, the separation stage involves an employee leaving the organization, whether voluntarily or involuntarily. This can involve offboarding, exit interviews , and evaluation of the employee's tenure with the company.

By understanding the stages of the employee journey, people leaders can better identify pain points and opportunities for improvement and create a positive and productive workplace culture that drives success.

Whether you're just starting or have been in the game for years, taking a strategic approach to the employee journey is key to achieving your HR goals . So, get out there and prioritise the employee journey in your organization.

So, what exactly is employee experience (EX)? In a nutshell, it's the collective impression your employees have of their time at your company. It's the sum of every interaction, from the first "You're hired!" to the farewell handshake. It's the vibe, the culture, the perks, and the way you support their growth.

Think about it. Imagine two companies side by side. One treats its employees like cherished family members, nurtures their talents, and offers a fantastic work environment. The other is all about squeezing every drop of productivity, ignoring well-being.

The first one? That's the kind of employee experience that leaves employees excited to show up each day. It fosters loyalty, sparks innovation, and boosts performance. The second one? Well, let's just say it might struggle with high turnover and disengaged employees .

Creating a positive employee experience isn't just a "nice-to-have" anymore; it's a strategic imperative. It involves understanding your team's needs, fostering a vibrant company culture, and investing in their development and well-being.

The key takeaway here is that employee experience goes way beyond the paycheck. It's about nurturing a work environment that makes people thrive, fosters their happiness, and, in return, drives your organization to greater heights.

The journey typically kicks off with the very first encounter, the recruitment phase. From there, it's a thrilling ride through onboarding, professional development, and everyday work experiences. It's the highs and lows, the laughter and challenges, all rolled into one grand story.

Creating an exceptional employee experience Journey isn't just a buzzword. It's a strategic move that can set your company apart. When your employees feel valued, engaged, and appreciated, they become your best brand advocates, boosting your reputation and attracting top talent.

Imagine your workplace as a theme park – you're the designer, and the employees are your guests. You get to create the rides, attractions, and overall ambiance. The more memorable and enjoyable the journey, the longer they'll stay on this thrilling ride with your company.

In a nutshell, the employee experience Journey is all about crafting a remarkable, fulfilling adventure for your employees. So, let's embark on this journey of creating a workplace where everyone feels like they're in the heart of an exhilarating adventure!

Mapping the employee experience is your secret recipe for a workplace where employees thrive and businesses flourish. So, get ready to set sail on this transformative journey to create an exceptional workplace experience.

Step 1: Define the stages

Begin by breaking down the employee journey into stages. Start with the recruitment and onboarding phase, move on to professional development, and finally, the ongoing work experience. Each stage has its unique challenges, goals, and opportunities to shape the employee's experience.

Step 2: Employee insights

Next, gather insights directly from your employees. Conduct surveys, interviews, and feedback sessions. Ask about their aspirations, and pain points on moments that matter to them. This not only helps you understand their perspective but also makes them feel heard and valued.

Step 3: Design the experience

With a deep understanding of each stage and employee insights, it's time to design the experience. This involves creating a clear path with defined touchpoints. For example, in the onboarding phase, ensure a warm welcome, comprehensive training, and a buddy system for support. Tailor each stage to align with your company's culture and values.

Step 4: Continuous improvement

The employee experience Journey isn't set in stone. It's a dynamic process that requires continuous improvement. Regularly assess the effectiveness of each stage, gather feedback, and make necessary adjustments. This keeps your experience fresh, relevant, and aligned with your employees' evolving needs.

Creating an employee experience journey map can be daunting, but it doesn't have to be. With a little bit of planning and organization, you can create an effective employee journey map that will help you improve the overall employee experience in your organization.

Here are 5 pointers on how to create an employee experience journey map:

• Define your employee personas: To create an employee journey map, you need to understand your employees. Start by defining your employee personas. These are fictional representations of your employees based on characteristics such as their job title, department, age, gender, and experience.
• Visualize the journey: Create a visual representation once you've mapped out the employee journey. This can be a flowchart, a timeline, or any other visual that helps you understand the journey.
• Set goals: Set specific, measurable goals for improving the employee experience. This could include reducing turnover, increasing employee engagement , or improving the employee onboarding process.
• Develop a plan: Once you've identified areas for improvement and set goals, develop a plan to achieve them. This may involve making changes to processes, implementing new technologies, or providing additional training to employees.
• Test: Implement your plan and test the changes you've made to the employee experience. Collect feedback from employees to ensure that the changes are having a positive impact.

By following these 5 pointers, you can create an effective employee journey map that will help you identify areas for improvement and set goals to achieve them. Remember to continuously monitor and improve the employee experience to ensure that your organization is providing the best possible environment for its employees.

But what are the personas of employees?

Personas play a crucial role in employee journey mapping as they help create a clear picture of the employees going through different journey stages. A persona is a fictional character that represents a group of employees with similar goals, needs, and behavior patterns.

Creating personas for employee journey maps is crucial in ensuring you accurately map the employee experience.

Here are some pointers to create personas for employee journey mapping:

• Research: Start by researching your employees and gathering data on their needs, behaviors, and pain points. You can collect this data from surveys, interviews, and focus groups.
• Segment your employees: Based on the data collected, segment your employees into different groups with similar needs, behaviors, and pain points.
• Give them a name: Once you have segmented your employees, give each group a name that represents them.
• Create a backstory: Create a backstory for each persona that outlines their journey, starting from their first interaction with the company to their current stage.
• Identify their goals: Identify the goals and motivations of each persona. This will help you map out the touchpoints that can help them achieve their goals.
• Understand their pain points: Identify the pain points for each persona. This will help you map out the touchpoints that can alleviate their pain points.
• Add a face: Add a visual representation to each persona to make them feel more real.
• Use personas to create empathy: Use personas to create empathy among the team and to help them understand the needs and pain points of different employees.
• Continuously update personas: The needs and behaviors of employees change over time, so it’s important to continuously update your personas to ensure they accurately represent your employees.
• Use personas to guide decision-making: Use personas to guide decision-making throughout the employee journey mapping process. This ensures that decisions are made considering the employee’s needs and pain points.

By using personas, you can create a more accurate and empathetic employee journey map that will help you improve the overall employee experience.

Have you ever thought about the employee journey from the employee's perspective?

As people leaders, it's important for us to put ourselves in our employees' shoes and understand how they experience their journey within the company.

From the day they first apply for a job to their last day of work, every touchpoint an employee has with the organization can impact their overall experience. This includes the hiring process, onboarding, performance evaluations, and even their exit interview.

As employees, they want to feel valued, respected and appreciated for the work they do. They want to feel like they're part of a team that is working together to achieve common goals. They want to have the resources and support they need to perform their job to the best of their abilities.

However, there are also challenges that employees face, such as navigating complex processes, dealing with office politics, and managing work-life balance. These challenges can impact employee engagement , motivation, and overall employee satisfaction with their job.

By listening to our employees' feedback and concerns, we can identify areas of improvement and make changes to enhance their journey within the organization. This benefits the employees and leads to increased productivity , retention , and a better company culture overall.

"It's not the destination, it's the journey"? Well, in the world of employee experience , that journey is known as the employee journey map. And just like any journey, it's made up of various touchpoints that shape an employee's experience.

What are these touchpoints, you may ask? They're every interaction an employee has with the company, from the moment they first hear about the job opportunity to the day they leave the company. These touchpoints can be divided into three categories:

• Pre-hire touchpoints: This includes any interaction the employee has with the company before being hired, such as the application process, interviews, and pre-employment testing.
• Core touchpoints: These are the primary interactions employees have during their employment, including onboarding, training, performance reviews, and development opportunities.
• Post-employment touchpoints: Even after an employee leaves the company, there may still be interactions to consider, such as exit interviews, alumni networks, or opportunities for rehiring.
• Culture integration touchpoints: Culture integration touchpoints involve the ways employees become acclimated to the organization's culture. For example, this could include participation in company-wide events, team-building activities, or orientation sessions that emphasize the company's values and mission.
• Employee wellness program touchpoints: Employee wellness programs are a crucial touchpoint for promoting the well-being of your workforce. This includes initiatives like offering fitness classes, mental health resources, or wellness challenges that encourage a healthy lifestyle.

Some examples of specific touchpoints to consider at each stage include:

• Pre-hire: Job postings, career fairs, recruiter emails, initial phone screens, skills assessments, and reference checks.
• Core: Onboarding materials, orientation sessions, team introductions, benefits enrollment, regular check-ins with managers, skills training, and company events.
• Post-employment: Exit surveys, alumni networks, rehiring programs, referrals, and employee retention programs to keep former employees engaged and connected to the company.
• Culture integration: As part of culture integration touchpoints, you could organize regular team-building events, such as off-site retreats or virtual team-building activities, to help employees connect with their colleagues and foster a sense of camaraderie. 
• Employee wellness programs: Wellness challenges, such as step competitions or nutrition initiatives, can encourage a healthy lifestyle, allowing employees to engage with and benefit from the company's wellness program.

By considering each touchpoint in the employee journey, companies can gain valuable insight into areas where they can improve the employee experience and opportunities to retain top talent and create a more positive workplace culture .

Employee journey mapping is a powerful tool to improve the overall employee experience and to identify areas for improvement in the HR department.

However, not all companies get it right. Here are some common mistakes that companies make while mapping the employee journey:

Skipping important touchpoints

Companies often forget to include critical touchpoints in the employee journey. These touchpoints can be small but essential in shaping the employee experience. For example, companies may forget to include touchpoints such as job offer acceptance, onboarding, or the first 90 days of employment.

Not involving employees

Employee journey mapping should be a collaborative effort between HR and employees. However, companies often forget to include employees in the process. By not involving employees, companies miss out on valuable insights that can help improve the overall employee experience.

Focusing on the positives only

Employee journey mapping should include both positive and negative experiences. Companies often make the mistake of only focusing on positive experiences, such as promotions or salary increases. However, it's equally important to identify negative experiences such as difficult coworkers, lack of recognition, or inadequate training.

Not linking to business outcomes

Employee journey mapping should be linked to business outcomes, such as employee engagement , retention, and productivity. Companies often forget to measure the impact of employee journey mapping on these critical business outcomes.

Assuming one size fits all

Employee journey map should be tailored to the needs of different employee personas. Companies often make the mistake of assuming that one size fits all. However, the employee experience varies based on the job role, department, and location.

Not prioritizing improvements

Employee journey maps should not just be a one-time exercise. Companies often make the mistake of not prioritizing improvements based on the impact they will have on the overall employee experience. Identifying quick wins and prioritizing improvements based on their impact on business outcomes is essential.

Not measuring success

Employee journey maps should be measured to track progress and identify areas for improvement continually. Companies often make the mistake of not measuring success, which makes it difficult to assess the impact of the employee journey map exercise.

Overcomplicating the process

Employee journey mapping should be a clear and straightforward process. However, some companies make the mistake of overcomplicating it with excessive detail or complex tools. This can lead to confusion and make it challenging to implement improvements effectively.

Neglecting technology

In the digital age, technology can streamline the employee journey mapping process and make it more accessible. Neglecting to use digital tools or software can be a significant oversight, as it can make data collection and analysis more efficient.

Lack of consistency

Consistency is crucial in mapping the employee journey, but some companies make the mistake of varying their approach for different departments or job roles. This inconsistency can result in an unequal employee experience, leading to disparities in engagement and satisfaction.

Not addressing turnover

Some companies focus solely on the current workforce and overlook the importance of understanding the journey of employees who have left the organization. Analyzing the reasons for their departure can provide valuable insights for reducing turnover in the future.

Ignoring the remote work experience

With the rise of remote work, it's essential to include touchpoints related to the remote employee experience in your journey map. Companies that fail to do this miss the opportunity to create a holistic employee journey that considers the unique needs of remote workers.

Companies need to avoid these common mistakes to create an employee journey map that truly reflects the employee experience and drives real results for the business.

Well, well, well, folks! We’ve come to the end of our journey mapping adventure. It’s time to put those maps to use and transform the employee experience. But wait, before you go, let me summarize the highlights of our journey together.

Firstly, we learned what employee journey mapping is and how it can improve the overall employee experience. We also explored the different stages of the employee journey and how to create an employee journey map.

We didn't forget about personas and how to incorporate them into our journey maps to make the employee experience more personal and relevant.

But wait, what about the mistakes companies often make? We can't forget those. We talked about the common mistakes companies make when mapping employee journeys so that you can avoid them and create a successful journey map.

Now, here’s where CultureMonkey comes in. The platform has everything you need to create a seamless employee experience journey map. With CultureMonkey, you can collect anonymous feedback at every stage of the employee lifecycle , identify gaps in your employee experience, and take action to improve the overall employee experience.

CultureMonkey offers a wide range of features, including pulse surveys , manager effectiveness surveys , eNPS , onboarding surveys, exit surveys, employee engagement surveys , and much more. With all these tools at your fingertips, you can take control of the employee experience and transform it into something amazing.

So there you have it - a complete guide to employee experience journey mapping. So take the time to understand their journey and use that knowledge to create a workplace they love. Happy mapping!

Employee experience journey mapping FAQs

How to design an employee journey map/steps to create an employee journey map.

To design an employee journey map, you should begin by identifying the employee journey stages, including pre-hire, onboarding, development, and separation. Then, create a list of touchpoints or interactions that an employee has with the organization at each stage. Finally, gather employee feedback through surveys , interviews, and focus groups to better understand their experiences.

What is experience journey mapping?

Experience journey mapping is the process of creating a visual representation of a person's journey as they interact with a company. It involves identifying all the touchpoints and interactions a person has with a company and mapping them out to understand the experience. The goal of experience journey mapping is to identify pain points and opportunities for improvement.

Is Journey Mapping an Agile approach?

Employee Journey Mapping is not necessarily an Agile approach but can be used in Agile methodology. It involves visualizing an employee's experience with the organization and identifying touchpoints where the company can improve the employee's experience. The Agile approach focuses on iterative and collaborative work to deliver value to the end-users.

What is the difference between workflow and journey map?

A workflow is a visual representation of a specific process, while an employee journey map is a comprehensive illustration of an employee's overall experience within the organization. A workflow focuses on a specific set of tasks and their sequence, while an employee journey map tracks the employee's interactions and experiences at different touchpoints within the organization.

Employee journey examples

Employee journey examples include the different touchpoints and experiences an employee goes through while working for a company, such as the recruitment process, onboarding, training, performance reviews, and career development opportunities. Other examples can include employee benefits, work-life balance , and company culture . By mapping out these different touchpoints, companies can identify areas for improvement.

Santhosh is a Sr. Content Marketer with 2+ years of experience. He loves to travel solo (though he doesn’t label them as vacations, they are) to explore, meet people, and learn new stories.

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A Guide to Employee Journey Mapping

• 08 Dec 2022

A business is only as strong as its employees—a sentiment that’s top of mind for human resources professionals and people managers amid mass resignations.

As the so-called “Great Resignation” has employees leaving jobs at chart-topping rates , you not only need to retain existing employees but compete with other organizations for top talent.

One way to proactively identify areas for improvement and create value for existing and prospective staff members is through employee journey mapping. Here’s a primer on what it is and how to leverage it to create value.

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What Is Employee Journey Mapping?

Employee journey mapping is the process of visualizing the employee experience from hire to exit. Its goal is to determine areas for improvement and opportunities for value creation so you can retain and attract stellar employees and motivate them to do their best work.

Benefits of the employee journey mapping process include:

• Visualizing each employee’s experience at your company
• Illuminating holes or areas for improvement in your current employee experience
• Enabling more accurate job descriptions
• Informing budget allocation for initiatives that boost retention and engagement

Each of these helps increase employee satisfaction—thus increasing their motivation and quality of work —and your company’s competitive edge in the talent search.

To understand how to use the employee journey map to create value for employees, first explore the basics of value creation.

The Basics of Value Creation

In the online course Business Strategy , Harvard Business School Professor Felix Oberholzer-Gee explains how to create value using a tool called the value stick.

The value stick has four components:

• Willingness to pay (WTP) : The maximum amount a customer is willing to pay for a company's goods or services
• Price : The actual price of the goods or services
• Cost : The cost of the raw materials required to produce the goods or services, or employee compensation
• Willingness to sell (WTS) : The lowest amount suppliers are willing to receive for raw materials, or the minimum employees are willing to earn for their work

There are two ways to gain a competitive edge and attract the best talent: Offer higher compensation (raise the employee’s cost) or make the job more attractive (lower the employee’s WTS).

Lowering an employee’s WTS means they’re willing to accept less compensation. To do this, you need to make the job more attractive and create value.

Value creation not only pays off in terms of employee retention; it can impact the customer experience, too.

“In many services businesses, there’s a strong link between WTS and WTP,” Oberholzer-Gee says in Business Strategy . “By lowering WTS—by making work more attractive—we increase employee engagement, and this then leads to better customer experiences.”

Here are five steps to leverage employee journey mapping to create value.

Related: A Beginner’s Guide to Value-Based Strategy

How to Leverage Employee Journey Mapping to Create Value: 5 Steps

1. define and select employee type.

The first step in the employee journey mapping process is defining employee types, or personas, and selecting which to map first.

If your organization has many roles, you should map a journey for each persona; for example, an “entry-level data analyst” or a “new-hire mid-level marketing manager.”

Some parts of the process will be the same for all employees; others will vary based on job function and level.

2. Map the Employee Journey

The next task is documenting the selected persona’s journey throughout their time at your organization. This can be done in a list format or by drawing a timeline and mapping the journey visually.

This step requires thorough brainstorming to account for as many aspects of the persona’s experience as possible.

It can be helpful to think of the persona’s experience in stages. Use the following example, and tweak it to fit your organization:

• Hiring stage: From job posting to signed offer letter
• Onboarding stage: From day one to ramped up and fully acclimated
• Development stage: Developing skills while performing daily responsibilities
• Progression stage: Opportunities to advance their career within the company
• Offboarding stage: From resignation letter to exit interview

Some organizations operate on a strict schedule for role progression. If this applies to yours, use time as map markers instead of process stages. For instance:

• Before the first day
• One year in
• Two years in
• Eventual offboarding

After defining map markers, list each persona’s planned experience for each stage. This may seem daunting, given the number of factors that influence the employee experience. To make it easier, start by listing processes already in place.

For instance, under the “onboarding stage,” you could list:

• Receive a laptop and a company ID card
• Gain access to email, the project management system, and necessary accounts
• Go on an office tour
• Attend mandatory training

Next, list any added social or culture-building aspects of the experience, such as:

• Receive a company-branded T-shirt and a water bottle on the first day
• Get treated to lunch by the manager and team during the first week
• Attend meet-and-greets with senior leadership and members of each team

More in-depth journey maps include a list of resources needed to make each line item possible—for instance, the platform to conduct onboarding training or a budget for lunches with new hires.

While not every interaction can be documented, each step of the employee journey is important to their overall experience at your company and, ultimately, whether you retain them.

During this process, you may realize there are holes in the journey maps for some roles; for instance, if you don’t currently have practices in place for the development or progression stages. Note these so you can use them in step four when identifying value-creation opportunities.

3. Factor in Employee Feedback

Gathering employee feedback is a general best practice, but it can also play a useful role in assessing current employee journey maps.

There are many options for gathering feedback, including anonymous surveys, private interviews, and physical or virtual suggestion boxes. Other valuable sources of insight include exit interviews with people who leave your company and online reviews from current or former employees on sites like Indeed and Glassdoor .

Map employee feedback to the specific stage or time frame it applies to and notice patterns that emerge. Which stages have the most positive or negative feedback? Are there any general sentiments that could be addressed in a specific stage?

For example, perhaps you observe that employees commonly note in their exit interviews that their job description didn’t match up with their day-to-day tasks. In such cases, you can map that feedback to the hiring stage and use it to create job listings that more accurately reflect roles’ responsibilities.

4. Identify Value Creation Opportunities

Once you’ve mapped the persona’s journey and tracked feedback to each stage, identify areas for value creation. Remember that the two ways to create value for employees are increasing compensation (raising their cost) or making the job more attractive (decreasing their WTS).

Opportunities for value creation can include:

• Holes in the employee journey: Are you providing enough support during the onboarding process? Are professional development opportunities available? Is there a pathway for career advancement within your company for each role?
• Feedback about specific benefits: Benefits can include typical perks (such as vacation time and wellness budgets) or intangibles (like an increased sense of control or flexibility of work location or schedule).

5. Revise the Journey Map

Once you’ve identified opportunities to create value, prioritize and apply them. This can be a long process requiring budget allocation and organization-wide shifts.

Once changes have been implemented, revise the journey maps to include new elements. After you’ve gone through the process once, you can periodically reassess and update the journey maps to adapt to employees’ changing needs and values.

Creating Value for Employees

Creating a competitive employee experience is vital to any business strategy . Without strong, satisfied employees, no organization can reach its goals.

Armed with knowledge of the value stick and the employee journey mapping framework, you can create meaningful value for your employees and attract new ones.

If you’re interested in diving deeper into value creation, consider taking Oberholzer-Gee’s course, Business Strategy . It’ll equip you with a broader picture of how to factor the employee experience into your overall business strategy to create value for your customers, firm, employees, and suppliers to achieve success.

Want to learn more about how to create value for employees? Explore Business Strategy , one of our online strategy courses , to gain the skills to create organizational value. Not sure which course is the right fit? Download our free flowchart .

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Employee Experience: Understanding and Elevating It

Explore the vital aspects of employee experience, including strategies for boosting engagement.

The employee experience encompasses all the many touchpoints a worker may have with your organization, from their recruitment to exit.

It can be tempting to think that creating an outstanding employee experience isn't worth the valuable resources they require, but research suggests otherwise. According to a recent Gallup study, for instance, businesses that prioritized employee engagement saw an 18 percent lower turnover rate than those that didn't. Furthermore, their research further disclosed that teams exhibiting strong engagement observe a significant 10 percent enhancement in customer ratings and an 18 percent sales difference [ 1 ].

In this article, you'll learn more about the employee experience and how to elevate it, including some actionable steps you can take and resources you can leverage to actually achieve it.

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What is employee experience?

Employee experience (EX) refers to how an employee feels about their total interactions with an organization, from the moment they apply to a job to the time they leave it. Key elements of the employee experience include an organization's work environment, culture, technological infrastructure, and overall hiring process.

A positive employee experience has been linked to lower employee turnover, better work performance, and even increased profits, among other things. In contrast, a negative employee experience can often contribute to higher employee turnover, poor work performance, and lower profits. Overall, then, a great employee experience benefits both workers and employers alike.

Did you know?

In 2020, the US Department of Veterans Affairs (VA) introduced an Employee Experience (EX) journey map targeting their employees who serve veterans. Derived from the feedback of over 11,000 VA employees across 33 geographic regions, this map aims to empower employees, attract top-tier talent, and enhance the VA's position in federal agencies’ workplace satisfaction assessments [ 2 ].

What is employee experience management?

Employee experience management refers to the strategic shaping of the interactions an employee has with an organization, starting from their recruitment to their exit.

A dedicated employee experience management role overseeing the development, implementation, and refinement of the employee experience can profoundly influence a firm's overall work environment. Common tasks performed by an EX manager include supervising employee surveys, monitoring key performance indicators (KPIs) like employee retention, and developing programs to increase employee engagement.

Gartner, a leading global research and business consulting firm, provides a broader perspective on the topic by recommending that employers ask the following questions on every employee engagement survey [ 3 ]:

Do you feel inspired by your team to do your best work?

Do the company's business decisions show we have your best interests in mind?

Do you know whom to go to for help when something unexpected happens?

How would you describe our company's informal processes and structures?

To what degree do you have the right information to make correct job-related decisions?

What is your level of satisfaction with how our company manages our business and people?

Do you feel your team collaborates well, and why?

Does your team help you succeed in your job duties?

Does our company communicate well with all employees?

Read more : Your 2024 Guide to Employee Retention

What are the benefits of a positive employee experience?

Enhancing the employee experience can yield numerous benefits for your organization. Below, we outline a few notable outcomes you may experience as a result of an improved employee experience:

1. Enhanced productivity

Engaged employees act as drivers of amplified productivity. According to a study by Gallup, for example, business units with high engagement levels experience an 81 percent decrease in staff absences and a 14 percent uptick in productivity [ 1 ].

2. Greater customer satisfaction 

Employee experience (EX) and customer experience (CX) correlate. In a survey conducted by the global market intelligence firm IDC, 85 percent of participants agreed that enhancing employee experience and increasing employee engagement increase revenue, customer satisfaction, and customer experience [ 4 ].

3. Increased retention rate

Happier employees stay for longer. According to Gallup’s 2023 State of the Global Workplace Report, 41% of unengaged employees worldwide said improving their company’s engagement and culture would improve their workplace and make it a better place to stay [ 5 ].

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How to improve the employee experience 

Here are five essential practices you should consider to improve the employee experience at your organization:

1. Set up an employee journey map.

You can utilize an employee journey map to visualize the various phases an employee traverses during their time with your company. This technique lets you identify pain points and critical moments requiring employee feedback.

2. Streamline recruitment processes.

First impressions matter. By optimizing your recruitment process, you can ensure that candidates' initial interactions with your company are positive and impactful. Examples of improvements you might consider include streamlining application procedures, providing transparent communication about job roles and expectations, and delivering prompt feedback on job applicants' progress.

3. Conduct timely surveys. 

Incorporating surveys and people analytics allows you to comprehensively understand your workforce's needs and desires. Through active engagement with your employees, you can make informed decisions that lead to a more productive and motivated workforce.

4. Offer swift employee support. 

Ensure your staff knows managers are there to help by streamlining their workflow processes using employee experience tools. For instance, by embracing technology and automation, you can expedite essential tasks, such as requesting information, accessing training materials, or submitting requests for assistance.

5. Prioritize employee well-being.

Explore the possibility of introducing health and fitness initiatives, establishing on-site gyms and health clinics, and supplying nourishing snacks. These measures can help foster your employees’ physical, mental, and emotional well-being. 

How to pick the right employee experience platform

Several platforms for managing employee experience exist, such as Lattice, Motivosity, and 15Five. The following pointers can help you select the right one for your organization:

Ease of use : Prioritize user-friendly platforms for both employees and HR personnel.

Multi-channel access : Opt for solutions that provide easy accessibility across various communication channels to cater to individual employee preferences.

Integrated data flow : Platforms that enable seamless interaction with your business segments can help streamline your data processes.

AI support: Artificial intelligence-enabled platforms proactively identify your employee's preferences, behaviors, and needs.

Robust security : Verify that the platform provider adheres to stringent security protocols and industry standards.

Customization : Your organization's needs and culture are unique, and the platform should be adaptable to reflect these distinctive values and workflows.

Enhance the employee experience with Coursera

Invest in your employee experience by offering skills training and professional development with Career Academy from Coursera. Featuring a curated catalog of guided tutorials and projects focused on high-value digital skills and tools, Career Academy offers competitive career development opportunities with training programs from industry leaders like Google, Salesforce, Intuit, Meta, and Ashok Leyland, among many others.

Explore Coursera for Business to learn how to provide the technology training your business needs to be competitive. 

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Article sources

Gallup. “ Employee Engagement vs. Employee Satisfaction and Organizational Culture , https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx.” Accessed June 13, 2024.

VA. “ VA publishes federal government’s first Employee Experience journey map , https://news.va.gov/press-room/va-publishes-federal-governments-first-employee-experience-journey-map/.” Accessed June 13, 2024.

Gartner. “ 9 Questions That Should Be in Every Employee Engagement Survey , https://www.gartner.com/smarterwithgartner/the-9-questions-that-should-be-in-every-employee-engagement-survey#:~:text=9%20key%20employee%20engagement%20survey%20questions.” Accessed June 13, 2024.

IDC. “ Employee Experience and Customer Experience – What is the Connection? https://blogs.idc.com/2021/09/17/employee-experience-and-customer-experience-what-is-the-connection/.” Accessed June 13, 2024.

Gallup. “ State of the Global Workplace: 2023 Report , https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx.” Accessed June 13, 2024.

This content has been made available for informational purposes only. Learners are advised to conduct additional research to ensure that courses and other credentials pursued meet their personal, professional, and financial goals.

Top 10 Positive & Impactful Synonyms for “Work Experience” (With Meanings & Examples)

By Alexis Ingram

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Professional history, employment record, and job tenure—positive and impactful synonyms for “work experience” enhance your vocabulary and help you foster a mindset geared toward making a positive impact. So, we had to ask: What are the top ten positive & impactful synonyms for “work experience”?

The top 10 positive & impactful synonyms for “work experience” are professional history, career background, employment record, vocational training, job tenure, professional exposure, industry experience, practical experience, work tenure, and employment history. Using these synonyms helps you enhance both your communication and psychological resilience in several meaningful ways.

In the table below, you can see all these top ten synonyms including their descriptions, why they are positive and impactful synonyms for “work experience,” and example sentences that highlight how you can use each of these. We’ll then also share ten benefits of why you should use these synonyms, ten interesting facts about the word “work experience,” and a brief history of the development of our alphabet.

A | B | C | D | E | F | G | H | I | J | K | L | M | N | ‍ O | P | Q | R | S | T | U | V | W | X | Y | Z

Here Are the Top 10 Positive & Impactful Synonyms for “Work Experience”

Our list of positive & impactful synonyms for “work experience” help you expand your vocabulary and enhance both your communication and psychological resilience in several meaningful ways ( you can read more about it in the next section ).

That’s why it’s so important to focus on synonyms that can be used in a positive and impactful way.

Work : be engaged in physical or mental activity in order to achieve a result; do work Experience : practical contact with and observation of facts or events | encounter or undergo (an event or occurrence) Oxford Dictionary

Our top ten synonyms for “work experience” exemplify the beauty of our language—their meaning is not just fixed but can be shaped by the context they are used in. 

10 Benefits of Using More Positive & Impactful Synonyms

Our positive & impactful synonyms for “work experience” help you expand your vocabulary and enhance both your communication and psychological resilience in several meaningful ways:

• Encouraging Positive Framing : Using positive synonyms allows for a more optimistic and affirmative way of expressing thoughts. This can influence not only the speaker’s or writer’s mindset but also positively impact the audience’s perception and reaction.
• Improving Emotional Intelligence : Learning different positive synonyms helps in accurately expressing emotions. This aids in emotional intelligence, as one can more precisely convey feelings and understand the emotions of others.
• Enhancing Persuasive Communication : In persuasive writing and speaking, using positive synonyms can be more effective in convincing an audience, as people generally respond better to positive language.
• Broadening Emotional Vocabulary : A range of positive synonyms enriches your emotional vocabulary. It’s one thing to say you’re “happy” and another to express that you’re “elated,” “joyful,” or “content.” Each word carries a unique emotional hue.
• Creating a Positive Atmosphere : The use of positive language can create a more constructive and encouraging atmosphere in both personal and professional settings. This can lead to better teamwork, more effective communication, and improved interpersonal relationships.
• Enhancing Creative Writing : For those engaged in creative writing, a repertoire of positive synonyms can help in vividly depicting scenes, characters, and emotions, making the narrative more engaging and lively.
• Improving Mental Health and Well-being : Regularly using and thinking in terms of positive words can influence one’s mental state and outlook on life. Positive language has been linked to greater well-being and a more optimistic outlook.
• Improving Cognitive Flexibility : Expanding your vocabulary with positive synonyms enhances your cognitive flexibility. This means you become more adept at thinking creatively and adapting your language use to different situations. The mental exercise involved in learning and using a variety of positive words can also contribute to overall cognitive health, keeping your mind sharp and responsive.
• Building Social Skills and Empathy : When you have a variety of positive words at your disposal, you’re better equipped to offer compliments, encouragement, and empathetic responses in social interactions.
• Facilitating Conflict Resolution : In situations of conflict, the use of positive language can help de-escalate tension. Having a range of positive synonyms allows for more constructive and diplomatic communication.

Overall, your use of positive synonyms not only broadens your vocabulary but also positively influences your thought processes, emotional expression, and interpersonal interactions.

10 Interesting Facts About the Phrase “Work Experience”

Let’s take a step back and have a look at some interesting facts about the word “work experience” .

• Etymology : The term “work” comes from the Old English “weorc,” meaning a physical or mental effort or activity directed toward the production or accomplishment of something. “Experience” derives from the Latin “experientia,” meaning trial, proof, experiment, or knowledge gained by repeated trials.
• Historical Context : “Work experience” as a concept has been formalized in educational and professional settings, particularly over the last century, as part of career development.
• Educational Integration : Many educational systems incorporate work experience programs to help students understand work environments and apply academic knowledge practically.
• Economic Impact : Economists view work experience as a critical factor in improving employability and potential earnings, thereby contributing to economic growth.
• Psychological Effects : Gaining work experience is often associated with improved self-esteem and confidence, as individuals build skills and prove their capabilities in real-world settings.
• Global Variations : The importance and structure of work experience vary globally, influenced by cultural, economic, and educational factors unique to each country.
• Legislation and Policy : In many countries, laws and policies regulate work experience to ensure fair treatment, adequate learning opportunities, and the safety of participants, especially minors.
• Impact on Career Progression : Work experience is a crucial resume component, often determining hiring decisions and career advancement opportunities.
• Shifts in Value : The value placed on work experience has shifted in various industries with changes in technology and business practices, sometimes favoring skills or education over traditional work histories.
• Cultural Representation : In media and literature, work experience often symbolizes a rite of passage or personal growth phase, reflecting its deep cultural significance in shaping professional identities.

A Brief History of Our Alphabet

The story of our alphabet has a rich and compelling history , beginning with ancient civilizations and carrying forward into the present day.

The history of our modern alphabet is a fascinating journey that spans several millennia and cultures. It’s commonly referred to as the Latin or Roman alphabet, and here’s a brief overview of its evolution:

• Phoenician Alphabet (circa 1050 BCE) : The story begins with the Phoenician alphabet, one of the oldest writing systems known to use a one-to-one correspondence between sounds and symbols. This Semitic alphabet had about 22 consonants, but no vowels, and was primarily used for trade.
• Greek Alphabet (circa 800 BCE) : The Greeks borrowed and adapted the Phoenician script. Crucially, they introduced vowels, making it one of the first true alphabets where each symbol represented a distinct sound (both vowel and consonant). The Greek alphabet had a significant influence on the development of other alphabets.
• Etruscan Alphabet (circa 700 BCE) : The Etruscan civilization in Italy adapted the Greek alphabet to their own language. While Etruscan was largely replaced by Latin, their version of the alphabet was a key predecessor to the Roman one.
• Latin Alphabet (circa 700 BCE – Present) : The Latin alphabet emerged from the adaptation of the Etruscan script. Ancient Rome used this alphabet, and it spread across Europe as the Roman Empire expanded. The original Latin alphabet did not contain the letters J, U, and W. These were added much later along with other modifications to suit different languages and phonetic needs.
• Modern Variations : Today, the Latin alphabet is the most widely used alphabetic writing system in the world. It has undergone various changes to accommodate different languages and sounds. For instance, English—among other languages—added letters like ‘J’, ‘U’, and ‘W’, while other languages incorporate additional characters like ‘Ñ’ in Spanish or ‘Ç’ in French.

This evolution reflects not just linguistic changes but also cultural and historical shifts, as the alphabet was adapted by different societies across centuries.

Final Thoughts

Expanding your vocabulary is akin to broadening your intellectual horizons and enhancing your capacity to express your thoughts and emotions with precision. By embracing additional synonyms for “work experience,” you’re not just learning new terms, but you’re also gaining nuanced ways to communicate positivity and impact.

The more words you have at your disposal, the more accurately and vividly you can paint your thoughts into speech and writing. So, by growing your vocabulary, especially with positive and impactful words, you’re empowering yourself to engage more effectively and inspiringly with the world around you.

• Society for Personality and Social Psychology: Why a Simple Act of Kindness Is Not as Simple as It Seems: Underestimating the Positive Impact of Our Compliments on Others
• Journal of Personality: Psychological Resilience and Positive Emotional Granularity: Examining the Benefits of Positive Emotions on Coping and Health
• David Sacks: Letter Perfect: The Marvelous History of Our Alphabet From A to Z
• Impactful Ninja: Positive & Impactful Words Starting With A
• Impactful Ninja: Positive & Impactful Words Starting With B
• Impactful Ninja: Positive & Impactful Words Starting With C
• Impactful Ninja: Positive & Impactful Words Starting With D
• Impactful Ninja: Positive & Impactful Words Starting With E
• Impactful Ninja: Positive & Impactful Words Starting With F
• Impactful Ninja: Positive & Impactful Words Starting With G
• Impactful Ninja: Positive & Impactful Words Starting With H
• Impactful Ninja: Positive & Impactful Words Starting With I
• Impactful Ninja: Positive & Impactful Words Starting With J
• Impactful Ninja: Positive & Impactful Words Starting With K
• Impactful Ninja: Positive & Impactful Words Starting With L
• Impactful Ninja: Positive & Impactful Words Starting With M
• Impactful Ninja: Positive & Impactful Words Starting With N
• Impactful Ninja: Positive & Impactful Words Starting With O
• Impactful Ninja: Positive & Impactful Words Starting With P
• Impactful Ninja: Positive & Impactful Words Starting With Q
• Impactful Ninja: Positive & Impactful Words Starting With R
• Impactful Ninja: Positive & Impactful Words Starting With S
• Impactful Ninja: Positive & Impactful Words Starting With T
• Impactful Ninja: Positive & Impactful Words Starting With U
• Impactful Ninja: Positive & Impactful Words Starting With V
• Impactful Ninja: Positive & Impactful Words Starting With W
• Impactful Ninja: Positive & Impactful Words Starting With X
• Impactful Ninja: Positive & Impactful Words Starting With Y
• Impactful Ninja: Positive & Impactful Words Starting With Z

Alexis Ingram

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A small team’s journey through digital maturity

Digital.gov is where federal employees go for advice and best practices in human-centered web design.

So you might think that Digital.gov’s community feedback processes have always run like a well-oiled machine. But in truth, Digital.gov has faced the same challenges as many other teams when it comes to delivering digital services. Still, we are pleased with how our feedback channels have scaled, matured, and improved with effort.

By starting with small, attainable efforts, we are able to break down big, lofty goals into smaller, achievable tasks. Here are some ways you can follow in our footsteps.

Strong user feedback infrastructure

Today, Digital.gov uses robust community feedback operations, including a Touchpoints survey, data from the Digital Analytics Program and other web analytics tools, a user research initiative, and post-event and community-wide feedback surveys.

In late 2023, we worked with GSA’s Office of Customer Experience to design a large survey of our community members, which resulted in feedback from 504 people. We used the results to enhance our connection with and participation among community members. For example, we began hosting new events for specific communities of practice and working with community leaders to increase community members’ satisfaction.

Building the capacity for user feedback

Five years ago, community-wide surveys for about 8,000 members across seven communities would have been more than we could handle. Back then, we were a much smaller team; at one point only one person supported Digital.gov. As the team grew, we were able to strategically scale our customer feedback processes.

We started by implementing a simple Touchpoints feedback form that featured a “thumbs up/thumbs down” prompt on each page. Over time, we worked to add an open-ended text box for folks to tell us what they thought about a specific page on the site. We were able to organize responses in a spreadsheet, and outline standard operating procedures. It was an easy place to start because this kind of survey doesn’t require Office of Management and Budget approval under the Paperwork Reduction Act (PRA).

Revising our feedback form made it easier to identify where to make improvements to site content. For example, we discovered low satisfaction ratings on blog posts that were more than five years old. In response, we created an alert banner that is automatically added to blogs that are more than five years old. The banner, which explains that links may be broken due to the age of the content, serves to improve user trust and reduces the number of customer support requests.

New policies brought new challenges

By the time the Office of Management and Budget (OMB) issued M-23-22, Delivering a Digital-First Public Experience in September 2023, Digital.gov was well-positioned to develop evidence-based strategies for implementing the new policy guidance. However, we had to work fast because the community expected us to respond as soon as the memo came out — and at that point, Digital.gov’s own staff was still reading and absorbing the memo’s contents.

“It was the ‘fly the plane while you’re building the engine’ problem that so many small teams face,” says Ammie Farraj Feijoo, product manager for Digital.gov at GSA’s Technology Transformation Services (TTS). Customer experience, Ammie says, best practices encourage “you be honest with customers about what you can provide. Don’t set their expectations too high; be honest about what you’re doing, when, and how. We had to be forthright and vulnerable about where we were in the process of responding to M-23-22.”

Thanks to the human-centered infrastructure the Digital.gov team put in place before M-23-22 was released, we managed to quickly conduct interviews with agency leaders who needed support implementing recommendations in the memo. “One thing we heard,” Ammie remembers, “is that users needed help understanding the context of the memo, including a focus on the big-picture goals, and the why.” We realized that government teams would be best motivated by focusing on the human needs and frustrations that the policy guidance seeks to address through its hundred-plus requirements.

“ Users can’t find what they actually need on websites. Leaders [in the digital space] need to realize this memo is about the people we’re here to serve. Our websites need to add value, be easy to use, fast, and accessible for our users. ” —Digital.gov community member

Helping the federal community adapt

This insight shaped a transformation in our team’s communications approach: “We stopped talking about the memo itself and started talking about what is being done for the public,” Ammie explains.

The post-memo user interviews were accompanied by a large content audit, which showed that many older blog posts already on the site contained evergreen content that could be adapted to help teams navigate the current challenges they’re facing as they pursue more user-centered approaches to government web strategy.

We responded by setting up redirects from old blog posts to new content. We’re also improving templates, adjusting Digital.gov’s information architecture, and — of course — publishing new content about M-23-22, other web and digital policies, and what these requirements mean for agency web teams and the public.

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Based on her experience at Digital.gov, Ammie hopes that other teams won’t let their current capacity control their aspirations for the future. “Don’t make the excuse that you’re a small team,” she advises. “Do what you can with what you have. Collect the data, analyze it, show what you can do with the right resources, and keep pushing the envelope.”

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David Ellison is taking control of Paramount. Now the real work begins

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Tech scion David Ellison battled hard to get Paramount Global.

The Skydance Media chief executive first made overtures last summer to Paramount’s nonexecutive chair, Shari Redstone, then spent months negotiating and renegotiating a deal acceptable to Redstone, Paramount’s board and the company’s shareholders.

Now that he’s clinched the company through a complicated, multipronged transaction valued at more than $8 billion, the real work begins. Ellison is set to become the company’s chief executive, while former NBCUniversal Chief Executive Jeff Shell will be president (Shell left his old job after acknowledging an “inappropriate relationship” with a colleague).

The legacy media and entertainment company has major challenges Ellison will need to address quickly to get Paramount back on the right footing, once the deal closes during the first half of next year.

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Like many entertainment companies, Paramount is facing a decline in theatrical box office revenue as audiences haven’t returned to movie theaters with the same frequency as before the COVID-19 pandemic. Add to that Paramount’s particular woes with its money-losing streaming business as well as its heavy investment in cable networks that face challenges from cord cutting and declining advertising dollars, and it’s clear there is a lot for Ellison and his investors to fix.

“There really are amazing assets in this company,” said Jessica Reif Ehrlich, senior media and entertainment analyst at Bank of America Securities. “They just haven’t been managed well.”

For example, Paramount Pictures’ historic Melrose Avenue studio is valuable, as is Paramount’s broadcast network CBS. Some of the company’s cable networks, which include Nickelodeon, BET and MTV, have prized content and recognizable names. But they’re shells of what they used to be, Reif Ehrlich said.

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“Every part of the business is under siege at this moment,” she said. “They really do need to resolve what they will be and have a clear point of view and way to achieve that as soon as possible.”

Paramount’s heavy debt load

First and foremost is paying down Paramount’s debt. Part of the company’s balance sheet problem will be addressed with a $1.5-billion cash infusion from Skydance, RedBird Capital Partners and the private equity firm KKR.

Getting Paramount on solid financial footing is key to its future success.

“This is very much about the fact that David Ellison and Skydance have had a 15-year relationship with Paramount,” RedBird Capital founder Gerry Cardinale said in an interview. “So it made it a lot easier to look at a strategic recapitalization, as opposed to just doing a deal.”

Paramount’s three current co-CEOs have already embarked on a $500-million cost-cutting plan that will continue as the Skydance transaction unspools. That plan involves evaluating the sale of certain Paramount assets, potentially including BET, as well as an unspecified number of layoffs. During an investor presentation Monday, Skydance executives said they had identified as much as $2 billion in “cost efficiencies” that would help increase cash flow.

Kenneth Leon, research director at CFRA Research, sounded cautiously optimistic about the plan in a note to investors.

“We think the new company has major opportunities for content production and distribution, but the challenges of competing in today’s disruptive movies and entertainment industry remain,” he wrote.

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Cable networks: Asset and liability

It’s no secret that linear television revenue is declining as more customers cut the cord and abandon their traditional cable and satellite packages. But though the financial returns are diminishing, the cable networks are still making money for Paramount. That makes them an important asset to keep managing — strategically.

Last year, Paramount’s TV media segment, which includes CBS and the cable networks, brought in about $20 billion, or 68% of the company’s total revenue, according to its annual report. But that was about an 8% decrease compared with 2022.

Things were slightly better in the first fiscal quarter of 2024, when TV media brought in $5.2 billion in revenue, an increase of 0.7% compared with the same period a year ago.

“The linear business declining is not necessarily a bad story for Paramount,” said Laurent Yoon, senior analyst at Bernstein. “It’s already reflected in the stock price, and it’s not Paramount’s problem alone. There’s not much they can do. They just have to manage the decline.”

During Monday’s investor call, Skydance and RedBird executives touted the value and reach of CBS, noting that the network was a “driver” for the company.

The studio: A new shine on the crown jewel?

As one of Hollywood’s first studios, 112-year-old Paramount Pictures is the crown jewel of the company. That’s certainly how Sumner Redstone, Shari’s late father, saw it.

It has churned out such landmark films as “The Godfather,” “Chinatown” and “Breakfast at Tiffany’s,” while moving into the modern age with franchises like “Top Gun” and “Star Trek.” But the company’s studio business has been a mixed bag of late.

Paramount’s filmed entertainment segment, which includes Paramount Pictures, its animation arm, Nickelodeon Studios and Miramax, brought in about $3 billion in revenue last year, down 20% from the previous year, according to regulatory filings. For the three-month period ending March 31, Paramount’s filmed entertainment sector revenue totaled $605 million, up about 3% from last year.

In some respects, the studio is being hit by the same external forces battering the rest of the entertainment industry — the 2024 box office receipts are not reaching the levels they did last year and fall far short of pre-pandemic levels. But the studio’s creative strategy needs to be rethought, as well as film budgets, said Reif Ehrlich of Bank of America.

Rethinking the studio strategy means leaning into franchises, Shell said in an interview.

“In Hollywood, you really make money when you have big franchises and are able to monetize them, and they really have not done that very effectively at Paramount,” Shell said. “For example, there’s no ‘Top Gun’ theme park ride anywhere in the world.”

If the studio’s finances were optimized — meaning if it cut back on expenses — it could be a $3-billion to $4-billion business with a potential for a 10% to 15% margin, said Yoon of Bernstein.

“Paramount obviously has a great heritage when it comes to moviemaking,” he said. “It feels like they should do better, but they’re not. But it does have the potential to stabilize.”

Ellison also said the Skydance deal would bolster the combined company’s animation capabilities, allowing Paramount to expand its family entertainment business.

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Paramount+: The struggles of streaming profitability

The foray into the streaming business has been a costly one for Paramount. The company was late to join the so-called streaming wars, lagging behind competitors Netflix and even Disney, and then spent heavily on the service.

Even so, the company is struggling to add subscribers, leading to about $2 billion in losses for Paramount+ since launch. In the first fiscal quarter of 2024, however, the company’s streaming division reported revenue of nearly $1.88 billion , up 24% compared with a year earlier. The segment’s quarterly loss was $287 million.

Ellison laid out a plan Monday for tech upgrades to the Paramount+ service , including improved ad technology and a better algorithmic recommendation engine that could help reduce subscriber churn and increase users’ time on the platform.

One option currently being explored by the company is a joint venture for the streaming service, Paramount executives have said. Having a partner could help Paramount turn a profit in streaming, Yoon said.

Such a partnership would not be unprecedented. In May, Warner Bros. Discovery and the Walt Disney Co. said they would join together to offer a new streaming bundle this summer that would allow subscribers to access Max, Disney+ and Hulu in the same deal. Separately, Disney, Warner Bros. and Fox are preparing to launch a streaming venture for sports.

“It’s generally believed at this point that Paramount+ could be profitable in 2025, but ‘profitable’ is relative,” Yoon said. “Is it a dollar or is it a billion? They need to make sure the margin increases.”

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David Ellison’s goal for Paramount: Make it a ‘media and technology’ company

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So the Paramount and Skydance deal is back on track. What happened and what’s next?

July 3, 2024

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July 2, 2024

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Oppenheimer's Josh Hartnett Explains Why It Was 'Refreshing' To Work With Christopher Nolan

It was a different experience for the veteran actor.

Being a film actor is a job that generally requires a lot of patience. On a set, any given shot has a lot of people performing specific tasks, and there is a great deal of repetition thanks to both multiple takes and multiple angles that ensure the director gets everything they want before taking the material to the editing room. Of course, different filmmakers work different ways, and for Josh Hartnett on the set of Oppenheimer , he was impressed by the efficiency and speed of Christopher Nolan .

Hartnett, best known for movies like The Faculty and Black Hawk Down , is in the midst of a career renaissance, and The Hollywood Reporter recently caught up with him about his recent work. The actor is in The Bear Season 3 (now streamable with a Hulu subscription ) and he is in M. Night Shyamalan 's new film Trap (in theaters this August), but he also reflected on his experience working with the Oscar-winning Christopher Nolan in the making of Oppenheimer . He told the trade,

I’ve never shot anything, including micro-budget independent films, that shoot as quickly as Chris [Nolan] does. I find that refreshing. He’s not overly precious. The scripts are written really specifically, and the actors are all so dialed into their characters that he gets what he wants immediately, and then just shoots a little coverage and he’s done.

It's worth noting that a director knowing exactly what they want can also make things considerably more difficult on set. The classic example, of course, is Stanley Kubrick , who had clarity of vision but was a perfectionist that demanded dozens of takes to get exactly what he wanted. Christopher Nolan evidently doesn't work in that same kind of extreme way.

In Oppenheimer , Josh Hartnett plays Ernest Lawrence, a key nuclear physicist who was a part of the Manhattan Project, and he shares scenes with Best Actor winner Cillian Murphy and Matt Damon – two actors who both had prior experience working with Christopher Nolan prior to his 2023 biopic. Harnett recognized the trust that his co-stars had in the director, adding,

You can tell watching those actors on that set, that they really trust the process and it’s done an extraordinary thing for them. I also think the show is breaking ground insofar as the tension of the show, in a way that feels organic. You can’t come in and not know what you’re doing otherwise you’ll get left behind.

Since making his big screen debut in 1998's Halloween H20 , Harnett has had the opportunity to work with some notable directors, including Sofia Coppola , Michael Bay , Robert Rodriguez , Ridley Scott , and Brian De Palma. One key thing he acknowledges about the best of those he's worked with is that they are open to collaboration and don't fall too far down the rabbit hole with on-set details. Said Harnett,

All of the really talented directors I’ve worked with, they’re willing to trust their collaborators. They’ve got such a clear vision, and it seems to be only the directors who are unsure of their vision that want to micromanage too much. There aren’t many top-notch directors who are overworking the dough, as it were.

How will things work out with Josh Hartnett's collaboration with M. Night Shyamalan? We'll find out soon, as Trap is set for release on August 9 and sees the actor playing a serial killer trying to evade police capture during a pop music concert. And if you're looking to rewatch Christopher Nolan's Oppenheimer , you can presently stream it with an Amazon Prime subscription .

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American runner Weini Kelati's Olympic journey from Eritrea to Paris is a childhood dream in the making

Before Weini Kelati was running 10,000 meters to a finish line, she was running long distances to school in Eritrea.

Born in Tsada Christian, a small village in the central region of Eritrea, Kelati, 27, said it wasn't unusual for kids to walk four to five hours to get to school every day — or to run, if they were tardy.

Running would eventually take her far beyond the African country to Oregon, where her journey to become an American Olympian started 10 years ago and where that dream was cemented last month with a first-place finish at the U.S. Olympic Team Trials. 

Stream every moment and every medal of the 2024 Paris Olympics on Peacock, starting with the Opening Ceremony July 26 at 12 p.m. ET.

Kelati’s father died when she was young, and she watched her mother struggle to raise her family. She knew she wanted to help her, but the "how" didn't become clear until middle school.

"In sixth grade I was in a PE class and sitting down and watching what everybody was doing," Kelati said. "And my teacher comes to me and he said, 'You need to run because that’s how you earn grade.'"

Kelati was confused — after all, she had run to school earlier that day and was sore. But her coach told Kelati to run as fast as she could, and she uncovered a hidden talent, outrunning her classmates and even older kids.

Kelati started competing, but to her, the sport was always about more than just winning a medal or getting on a podium. It was a way to help her family.

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"Even though the life I had was a very hard one, she wanted me to stay close to her," Kelati said of her mother. "She was just like: 'It doesn't matter. If we didn't have anything, I just wanted you to be with me.'"

Eritrea gained its independence four years before Kelati was born, after a decadeslong war with Ethiopia. It is one of the least developed countries in the world, according to the United Nations , and one of the most repressive, restricting freedom of expression, opinion and faith, according to Human Rights Watch . The country has never held elections.

Kelati said that when her running prowess took her to the World Junior Championships in Eugene, Oregon, in 2014, she saw an opportunity to stay in the U.S. and help her family from abroad. Afraid of being stopped, she didn't tell anyone about her intentions.

Seeking asylum

Kelati beat her personal record during that race. Her mind, however, was not on crossing the finish line, but on an Eritrean flag she saw from the stands.

Eritreans are a tight-knit community. An Oregon family who had heard about the Eritrean athletes competing in the event came to the track to cheer them on. 

Kelati saw their flag and ran to them. She said she told them she wanted to stay in America and asked them for help.

"Back home it's very safe to just go with any family and ask them like, 'Hey, can I stay with you?' It’s fine," Kelati said. "Here I thought it was the same thing the first day when I landed, but it wasn’t."

After they realized Kelati was serious about staying, the family agreed to help. They bought her a cellphone, which she used to call home and tell her mother she was seeking asylum in the U.S. 

"I had to call and tell her when I made my decision," Kelati said. "I let her know. And she cried a little bit. But that was OK."

It would be eight years before Kelati saw her again.

Through a relative, Kelati found a cousin she didn’t know she had in Leesburg, Virginia, who took her in. She said she told her cousin she wanted to find a job to help her mother, but her cousin insisted that she should enroll in school.

She could get paid to run, her cousin told her, if she worked hard in high school and earned a scholarship to college. 

Eventually Kelati gave in, enrolling in Heritage High School in Leesburg. Even though she didn’t speak any English, she soon found a home on her track and field team .

She was recruited to the University of New Mexico, where she won the 2019 NCAA Division I cross country championships, and she eventually went pro.

Back in Eugene

In 2021, a couple of days before the trials for the delayed Tokyo Olympics, Kelati got big news: The country that she had sought refuge in was claiming her as one of its own. She was getting U.S. citizenship.

In the excitement of becoming a citizen, Kelati said, she didn’t sleep well or account for the heat awaiting her during the trials that year. She was forced to drop out almost three-quarters through the 10,000-meter race, watching her Olympic dreams for Tokyo fly away.

Kelati said she was frustrated, but in the three years since then, she has changed her mindset. She said she tried to stop focusing on results, instead learning to trust her training. When the 2024 trials rolled around, she found herself on the track in Eugene again.

Kelati said she blocked all the memories that usually come flooding back when she is in Eugene and focused on the race. One foot after the next, she ran the 10,000 meters for half an hour at a steady pace. 

As she neared the last few laps, it was clear she was in the top three — necessary to secure her Olympic spot — but, she said, her competitive spirit took over. Kelati pushed and outran Parker Valby and Karissa Schweizer, momentarily falling back into second place but ultimately beating them by tenths of a second to take first place.

Kelati is Paris-bound, but her job isn't done.

"I just want to race hard and have the best results in my life," she said. "I wanted to be one of the runners that I used to watch in TV, you know?"

Even though she will compete in red, white and blue, Eritrea remains close to Kelati's heart. The close-knit Eritrean community that as a young girl helped her navigate a foreign country and find her way to Olympic glory has rallied around her. In the days since the trials, she said, she has heard from Eritreans all over, cheering her on.

"I'm so thankful for everyone that supported me and followed my journey," she said.

Ten years after her journey to become a U.S. Olympian began, Kelati thinks back to when she was in middle school and saw, for the first time, Olympic runners crossing the finish line. 

She’s one of them now, and she hopes she will be an example to people watching her.

"I hope this inspires them," she said. "If you don’t give up on what you wanted to achieve in life, I know you can live your dream one day."

Raquel Coronell Uribe is a breaking news reporter.