PROJECT SCOPE
Digital employee experience in Europe
Use a digital employee experience assessment to understand how employees interact with workplace systems, digital processes and self-service journeys, then define practical improvements around the agreed experience.
The employer chooses the talent, agrees the employee groups, systems, deliverables, timeline and rate, then manages the collaboration directly.
Find employee experience specialists
- Define the employee groups and journeys in scope
- Review workplace tools, systems and digital touchpoints
- Identify friction across important employee tasks
- Prioritise practical experience improvements
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SCOPE
What a digital employee experience assessment can cover
Digital employee experience work can examine how employees use digital tools, complete workplace tasks, access information and move through agreed internal journeys.
Employee experience assessment
Support can include:
- Identifying employee groups
- Mapping important digital touchpoints
- Reviewing workplace systems
- Understanding recurring employee tasks
- Identifying friction and duplication
- Defining improvement priorities
Digital employee journeys
A digital employee journey consultant can help map how employees move through agreed activities such as onboarding, internal requests, information access or recurring workplace processes.
Employee self-service
An employee self-service consultant can review how employees complete agreed tasks through portals, forms, workflow tools or other digital channels.
Workplace systems
The work can include reviewing how employees interact with HR, collaboration, document, knowledge or other agreed workplace systems.
Information access
A consultant can help identify where employees struggle to find the information or guidance needed to complete important tasks.
Workflow experience
Digital workflows can be reviewed from the employee perspective where repeated steps, handoffs or unclear routing affect the agreed journey.
Experience requirements
The work can turn assessment findings into clearer requirements for process, content, system or workflow improvements.
Technology needs
Where the experience depends on existing or future workplace tools, the consultant can help clarify what capabilities the required technology needs to support.
Technology and software selection
Employee experience transformation
An employee experience transformation consultant can organise agreed improvements into a practical sequence across people, process and technology.
WHEN IT HELPS
When businesses use digital employee experience assessment
Digital employee experience work can help when employees need to move through several systems or processes to complete everyday work and the overall experience needs clearer structure.
Understand where employees experience friction
A task may involve several tools, forms or handoffs. An assessment can help identify where the agreed journey becomes difficult or repetitive.
Improve employee self-service
Internal portals and self-service tools can be reviewed where employees need clearer routes for requests, information or routine workplace tasks.
Support wider transformation
Changes to systems and processes can affect how employees work. Employee-experience assessment can help connect transformation decisions with practical day-to-day use.
Prepare the essentials
Useful starting information includes:
- Employee groups in scope
- Important workplace journeys
- Current digital tools
- Existing self-service channels
- Known employee pain points
- Available feedback or research
- The outcome you want from the assessment
DELIVERABLES
Typical scope and deliverables
Digital employee experience work can be structured around assessment, journey analysis, improvement planning and handover.
Getting started
At the beginning of the job, the employer and talent can review:
- Employee groups
- Priority journeys
- Existing systems
- Current self-service processes
- Available employee feedback
- Known experience problems
Assessment and recommendations
The talent develops the agreed employee-experience assessment.
Deliverables might include journey maps, friction findings, experience requirements, prioritised improvements or recommendations for digital workplace changes.
Quality and feedback
The findings can be reviewed with the employer and relevant employees or teams so the agreed priorities reflect the working context.
Handover and continuity
Where useful, include journey documentation, prioritised actions, system requirements and supporting notes that help the employer continue the employee-experience work after the job is complete.
TALENTS
Talents and skills involved
The right experience depends on the employee journeys, workplace systems and amount of transformation work included in the job.
Digital employee experience
Relevant experience can include assessing workplace journeys, digital touchpoints and employee-facing systems.
Employee journey experience
Journey-mapping experience can be useful where the job needs a clearer view of how employees move through important workplace tasks.
Self-service and workflow experience
Some jobs benefit from experience improving portals, forms, employee requests or other internal digital workflows.
Experience level
Reviewing one defined employee journey may require different experience from transforming digital employee experience across several functions or systems.
Choose the experience level that fits the job.
Tools and systems
Include the environment the talent will need to understand.
For example:
- Employee portals
- HR systems
- Collaboration tools
- Knowledge platforms
- Workflow systems
This helps talents understand the working environment before they apply.
Explore role-selection guidance
JOB
How to write the job
A useful digital employee experience job explains the employee groups, journeys, current systems and experience outcome you need.
Describe the outcome
Explain what you want the work to achieve. For example:
- Assess the digital employee experience
- Map an important employee journey
- Improve employee self-service
- Identify workplace-system friction
- Create an employee experience improvement plan
Define the journey scope
List the employee groups, tasks, systems and digital touchpoints included in the job.
Explain which journeys are most important to review.
Add the working context
Include details such as:
- Current workplace systems
- Employee groups
- Existing self-service channels
- Known pain points
- Available feedback
- Planned technology changes
- Access needed for the job
Explain the engagement
State whether you need:
- A digital employee experience assessment
- Employee journey mapping
- Self-service improvement
- Workplace-system review
- Employee experience transformation planning
The employer and talent can refine the scope, timeline and rate after starting a conversation.
EVALUATION
How to compare digital employee experience consultants
Start with relevant employee-experience and transformation work, then discuss how the talent would turn workplace journeys and employee needs into practical improvements.
Relevant employee experience
Look for examples involving workplace systems, employee journeys or internal digital services similar to those included in your job.
Assessment approach
Ask how the talent would understand employee needs, current journeys and the digital touchpoints involved.
Journey thinking
Discuss how the talent would identify friction across systems, handoffs and employee tasks rather than reviewing each tool in isolation.
Transformation understanding
Ask how findings would be turned into practical process, system or experience improvements.
Deliverables and handover
Confirm which journey maps, assessment findings, priorities and supporting recommendations will be delivered at the end of the job.
Talent profiles are reviewed and approved by the VirtualMasst team before employers can see them. The employer still decides which talent is right for the work.
COST
Cost, timeline and engagement factors
The employer and talent agree the rate directly. Several parts of a digital employee experience job can affect the commercial structure.
Number of employee journeys
Reviewing one defined journey can require different work from assessing several workplace experiences.
Employee groups
Different roles, functions or locations may have different needs and digital touchpoints.
Number of systems
Journeys spanning several workplace platforms can add discovery and analysis work.
Existing research
Available employee feedback, journey maps or previous assessments can affect the amount of discovery required.
Assessment depth
A focused review can require different work from a broader employee experience transformation programme.
Stakeholder involvement
Several workplace, technology and business teams can require broader collaboration during the assessment.
Related transformation work
If the job also includes process digitisation, technology selection or change management, define those deliverables separately so the digital employee experience scope remains clear.
Current charges are listed on Pricing.
YOUR NEXT STEP
Find the right talent
Describe the employee groups, workplace journeys, current systems and digital experience problems you want to address. Post the job and start a conversation with talents whose employee-experience and transformation background fits the work.
The employer chooses the talent, agrees the scope, timeline and rate, manages the collaboration and approves the completed work.
Digital transformation change management
Technology and software selection
Find employee experience specialists
YOUR NEXT STEP
Find the right talent
Describe the employee groups, workplace journeys, current systems and digital experience problems you want to address. Post the job and start a conversation with talents whose employee-experience and transformation background fits the work.
The employer chooses the talent, agrees the scope, timeline and rate, manages the collaboration and approves the completed work.
Post a job
Find employee experience specialists