All Inspiring Employee Experience Quotes from 21 Industry Experts 
All Employee Experience

Inspiring Employee Experience Quotes from 21 Industry Experts 

Author: Jana Velevska Last updated: March 5, 2024 Reading time: 9 minutes

Employee Experience is one of the hottest topics among HR and other professionals around the world. Learn about what some of the world’s most influential experts have to say about Employee Experience.

Employee experience is important for driving motivation, engaging employees in the workplace, and enabling employees to be the best versions of themselves.

In this blog, we will share some of the most inspiring EX quotes from some of the well-known industry leaders in this field. 

What Is Employee Experience and Why It Matters 

Employee experience captures the unique perspective of being an employee of a specific company. Organizations with excellent employee experiences score record-breaking engagement, performance, morale, and satisfaction in the workplace.  

Employee experience is important, as it plays a crucial role in employee engagement, determines whether employees feel valued and have a sense of belonging, and contributes to business success. Creating a positive employee experience is important if you want to create caring and robust connections that can further motivate engaged employees.

Without a doubt, EX is one of the most important topics among business leaders, human resources, and other professionals.  

Let’s see what some of the leading experts in this field have to say about employee experience. In the following sections, you can read some of the most inspiring employee experience quotes.  

Employee Experience Quotes

Josh Bersin, Founder, and Dean, Josh Bersin Academy 

“Employee Experience is a company-wide initiative to help employees stay productive, healthy, engaged, and on track. It’s no longer an HR project. It is now an enterprise-wide strategy, often led by the CHRO in partnership with the CIO. And it deals with all the day-to-day issues employees face at work. 

At its core, EX is all about delivering an easy-to-use platform of tools that makes work productive. Today, the EX strategy includes safe workplace protocols, office scheduling, employee learning, and, of course, all the other HR issues, including pay, leave, well-being, and benefits. 

You should define and design your Employee Experience, not just monitor it. The CEO should think about EX as one of the most important design issues in the company. Done well, the EX program drives employment brand, productivity, engagement, retention, and customer success.” 


Lisa G. Morris, Founder and CEO, XPLOR 

“Employees logically expect transparency, authenticity, simplicity, and relevance. They expect an experience that delivers on a compelling employer brand promise and the expectations it sets.” 

Tom Haak, Director, HR Trend Institute 

“Consciously designing the employee experience, taking the individual needs, preferences, and capabilities of people into account is important. Technology can help to map these needs, preferences, and capabilities. In designing the hybrid workplace, for example, we should look at the type of work, the personality of people, and the home situation.  

People in creative and innovation jobs benefit from “casual collisions”, and when you work out of your home office, you don’t have a lot of casual collisions. But fortunately, there are already tools that can enhance casual collisions in the virtual world.” 


Volker Jacobs, Founder and CEO, TI People 

A successfully managed Employee Experience (by applying the “Design, Share, Measure, Act” concept) increases engagement, which has a direct impact on attraction and retention, as well as work productivity. That again translates into increased revenue. In addition, operating costs can be decreased by designing experiences that give time back to managers, employees, and HR staff.” 


Jacob Morgan, Keynote & TED Speaker, 4x Best-Selling Author 

“Culture is about the feeling that employees get working for you as a leader and for your organization; it’s the “vibe” you get when you walk in the door, and it’s the mood and the tone that the workplace sets.

It’s the leadership style, the sense of purpose your employees feel, the organizational structure, and the people that make up your organization. It’s not written and it’s not stated yet it is one of the most important elements of creating and designing the employee experience.  

Culture is 40% of the overall employee experience.” 


Natal Dank, Co-founder of PXO Culture 

“HR’s work becomes human-centric, building user-friendly solutions, driven by the needs and feedback of the business. We co-create solutions directly with our people and validate each stage of development with their feedback and experience of work. 

Jobs have fragmented, and even whole careers have disappeared (and new ones appeared) as industries quickly evolve. Digitalization creates a personalized and enriched customer journey within the marketplace (e.g. Netflix, Amazon), so employees now demand the same personalized experience at work, full of moments that matter for people and brand.” 


Dave Ulrich, Co-founder & Principal, The RBL Group

“Employee experience has become a critical element of the work experience as employees believe (find meaning), become (learn and grow), and belong (connect with others). Employee experience is a lead indicator of customer experience and investor confidence.”

“With the increased turmoil around us, many have had to discover their personal efficacy by defining and redefining what success means. Instead of tracking public activity (e.g., for me that included meetings attended, flights taken, goals accomplished), success has become more about private reflections on values recognized and realized (e.g., caring for and reaching out to others, learning new skills).”


John Ryan, CEO of Healthy Place to Work 

“Depending on your stage in the employee journey, different aspects of the employee experience will be more important. If you’re experiencing a high trust relationship you’ll be predisposed to viewing your overall experience in positive terms.” 


Richard Branson, Founder of Virgin Group

“By putting the employee first, the customer effectively comes first by default, and in the end, the shareholder comes first by default as well.”


Anne m. Mulcahy, Former chairperson and CEO of Xerox Corporation

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, and more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”

Harvey Mackay, American Businessman and Author

“Employee loyalty begins with employer loyalty. Your employees should know that if they do the job they were hired to do with a reasonable amount of competence and efficiency, you will support them.”

Jack Welch, Former CEO and Chairman of General Electric 

“There are only three measurements that tell you nearly everything you need to know about your organization’s overall performance: employee engagement, customer satisfaction, and cash flow… It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”


Satoru Iwata, A Businessman and Video Game Programmer

“I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world.”


Howard Schultz, former CEO and Chairman of Starbucks Coffee

“Treating employees benevolently shouldn’t be viewed as an added cost that cuts into profits, but as a powerful energizer that can grow the enterprise into something far greater than one leader could envision.”


Steve Jobs, Former CEO of Apple

Technology is nothing. What’s important is that you have faith in people, that they’re basically good and smart, and if you give them tools, they’ll do wonderful things with them.”


Kathryn Minshew, CEO and co-founder of The Muse

“This is a big sea change because when I started working 14 years ago, it was very clearly communicated that if you left a new job in under two years, it was a big red flag on your resume. “But now we’re seeing that, collectively, almost everyone has let go of that. Almost any candidate can have one very short-term stint and simply explain it as it wasn’t a values fit.”


Ken Blanchard and Scott Blanchard, American Author, and Business Professional

“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.”


Shep Hyken, Customer Service Expert

“To be the best place to buy, you must be the best place to work. Treat your employees the way you want your customers to be treated, maybe even better.”

Ron Friedman, Award-winning Psychologist

“Studies indicate that happy employees are more productive, more creative, and provide better client service. They’re less likely to quit or call in sick. What’s more, they act as brand ambassadors outside the office, spreading positive impressions of their company and attracting star performers to their team.”


Jeff Bezos, Founder, Executive Chairman, and Former President and CEO of Amazon

“Work-life harmony.” I know if I am energized at work, happy at work, feeling like I’m adding value, part of a team, whatever energizes you, that makes me better at home. It makes me a better husband and a better father. Likewise, if I’m happy at home, it makes me a better employee and boss.”


Geoffrey L Cohen, Professor of Psychology

“Another way to foster a sense of belonging for employees is to form teams that are encouraged to engage in collective problem-solving. This affords regular opportunities for all members of the teams to express their views and contribute their talents.

But leaders of these teams should establish the norm that colleagues treat each other with respect, making room for everyone in discussions and listening thoughtfully to one another. As we saw with high-status students leading the way in establishing an antibullying norm in schools, managers, as the highest-status members of a team, can set powerful norms.

A key goal is to foster what leadership scholar Amy Edmonson calls psychological safety, which she describes as “the belief that the environment is safe for interpersonal risk-taking.”


The world of HR is ripe with thought leaders ahead of their time. Thanks to terrific individuals, organizations can rethink their people practices and brace themselves for the Future of Work.