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Energy Workforce & Technology Council 90th Anniversary
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Members Discuss the Employee Experience in 2022 & Beyond

Members discussed the employee experience during the final session of a labor market series in partnership with PwC.

This episode of the series, sponsored by the Human Resources Committee, was moderated by Energy Workforce COO Molly Determan and Advisory Board Member and HR Chair Bonnie Houston, NOV, with speakers Justin Hall, Transformation Partner, Edie Reid, Director – Workforce of the Future, and Jesse Nava, Human Capital Consultant, all with PwC. The session was sponsored by Strategic Partners Chevron and Schlumberger.

Hall kicked off the meeting by explaining the concept of “moments that matter.”

“These are moments that impact an employee’s organizational experience most significantly throughout their day, year and career. These moments span both personal and professional lives, and organizations utilize these moments to create a positive, holistic employee experience.” Justin Hall, PwC

Hall noted these moments within the employee lifecycle begin with recruiting, continue through development and onto the review and transition process.

Hall asked what does a good employee experience look like in 2022 and beyond? He noted the way companies work has changed, and so have the employees’ needs and expectations. Employees now expect organizations to meet them where they are in life and provide customer-like choices in their career.

“Engaging in employee listening is essential to gain insight into your employee’s experiences. Seamless technology, personalized total rewards, flexibility of time and place, and shared purpose and value are a few expectations of employees in 2022.” Justin Hall, PwC

Nava focused on cases that impact the employee experience. To adapt to today’s evolving work landscape, he said, it is important to drive the following: talent acquisition, people development and managing the blurred work/life balance line. He said a flexible application process is important to adhere to each candidate for employment. This can include:

  • Leveraging your HCM software, platform overlays and popular career sites to facilitate an abbreviated application and interview process.
  • Giving candidates the opportunity to envision themselves at the organization through a full 3D immersion — inviting candidates to a virtual offer showroom where they can learn more about life at your organization, benefits and perks.

Nava said PwC has implemented personal career journeys for their employees with the heart of the strategy being flexibility and choice.

“This is building a future where employees will personalize their careers – from choosing their learnings, assignments they work on, the hours they work, where they work and the benefits they need. The employees at PwC will be supported by different career paths, and development curricula.” Jesse Nava, PwC

Moments that matter are impactful, Nava said, and companies can choose whether those moments have a positive or negative impact.

“When you are able to create a positive impact for your employees, they will remember,” Nava said.


For more information on joining the Energy Workforce Human Resources Committee, contact COO Molly Determan.


Roni Ashley, Director Operations, writes about the Energy Workforce’s membership, workforce development and more. Click here to subscribe to the Energy Workforce newsletter, which highlights sector-specific issues, best practices, activities and more.



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