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.
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.
DEX is driven by the mission to let all line-of-business applications 'speak' to one another. This allows organizations to create multiple front-ends for any one applications, some of which can even speak to multiple systems. Organizations can then create or purchase applications that are tailored better to each business process and target audience. The big driver to allow this 'speaking' to one another is called APIs or Application Programming Interface.
An example could be leave requests. A manager and a regular employee have different needs when thinking about leave requests. The employee wants to:
The manager on the other hand needs to:
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.