Digital Employee Experience (DEX)

Also known as: Digital Workplace Experience, Digital Transformation Experience

Definition of DEX

The Digital Employee Experience is like a measuring stick for all the applications employees need to use on a daily basis. Are they easy and intuitive to use for users or do they make tasks difficult to complete and require frequent workarounds or copious amounts of training and orientation? The clue to a good DEX is in the word 'experience', emphasizing the need to create a succinct way to complete tasks end-to-end in the most efficient way possible.

Why is Digital Employee Experience relevant?

Workplace applications can suffer from either making regular tasks very tedious, or infrequent tasks too hard to complete. Sometimes applications suffer from a double trap where power users find the application is not useful enough and are forced to find specialized tools to use alongside them; meanwhile a novice or occasional user could be too overwhelmed with the unintuitive UI the application present them with.

What applications are DEX ready?

DEX is driven by the mission to let all line-of-business applications 'speak' to one another. This allows organizations to either create multiple front-ends for an application, or create a front-end that can speak to more than one application in the backend. (For example a CRM front-end could now incorporate inputs from bookkeeping and helpdesk applications for better context.)

DEX applications allow organizations to create or purchase applications that are better tailored to different audiences or lines of business. The big driver to allow this 'speaking' to one another is called APIs or Application Programming Interface.

In the event organizations create these DEX applications themselves, they're called microapps.

What is an example for Digital Employee Experience

An example could be leave requests. A manager and a regular employee have different needs when thinking about leave requests. The employee wants to:

  • see how much leave allowance they have
  • request more leave
  • learn about relevant policies

The manager on the other hand needs to:

  • see all leave requests in order to approve them
  • process the requests individually, i.e. by adjusting shift schedules
  • communicate with the employee in case of questions

For a singular HR application that is a tall order and threatens to leave both parties feeling frustrated by making the easy tasks too hard and the hard tasks to longwinded.

Cue DEX. If leave requests are simply managed by a 'man in the middle' database that's easily accessible via APIs, then the organization can create two front-ends to better suit each target audience.