Part 1 • The Next Level of the “Employee Experience Coordinator”

Big T Company Culture 4 Comments

Below is an impressive job posting from a Vancouver tech company that makes Law Practice Management software called Clio. It is a peek into the future for the way companies will handle people and culture. It’s forward thinking and it opens up opportunities for those with a creative streak to come alive.

To give you an idea of what they’re all about at Clio, check out this article written by Christopher Yeh, Manager of Talent Development at Clio. It’s about how they are aiming to be a genuinely value based company by actually walking the walk, and not just talking the talk. Scroll down to the section called “Following Through (Or Lack Thereof)“. One line that jumped out of this article was:

“Values only have meaning if they’re being lived and talked about every day. They have to become a core piece of an organization’s culture and life.

Unfortunately for us, we didn’t follow through like we wanted to…”

It takes a big person and/or company to admit where they could have improved on something. Hubris sometimes takes down the best (*cough* Cam Newton 2015 *cough*). But in this case, Yeh shows that he and the company possess humility. This job description for the Employee Experience Coordinator (EEC) is one example of them following through on their commitment. Have a look:

Our Employee Experience team is at the heart and soul of Clio’s culture. We are the champions of workplace experience in each of our offices (in Burnaby, Toronto, and Dublin), stewards of our Clio Values, and the glue that will keep #TeamClio strong as we scale to 250 employees and beyond. We value excellence, transparency, initiative, and offer a culture and environment that Clions rave about (see for yourself on Glassdoor (https://www.glassdoor.ca/Reviews/Clio-Reviews-E713360.htm). If you want to accelerate your personal and professional growth and impact an organization in infinite ways, Clio is the place for you!

You will:

  • Champion employee experience at Clio (because happy employees are high-performing employees!);
  • Create connections and support effective communication across the company, especially with our Global Clions;
  • Live, breathe, and represent Clio’s corporate values and mission to transform the practice of law, for good;
  • Coordinate employee perks and programs, including management and tracking of budget and spending;
  • Promote physical and mental wellness at Clio, and help to coordinate wellness programming (think: yoga, bootcamp, on-site
  • RMT visits, mindfulness programs, and the like!) for all employees;
  • Support organization-wide learning initiatives like Clio Learns and other departmental learning initiatives;
  • Manage our busy social calendar! Help coordinate staff-wide social, corporate, and community events;
  • Support the development and execution of Clio’s philanthropic strategy and volunteer activities.

You should have:

  • A naturally extroverted and magnetic personality;
  • The ability to build relationships quickly and sustain a feeling of belonging within a group;
  • A perpetually positive outlook on life and a can-do attitude when presented with big challenges;
  • A passion for supporting people on their journey to being happy, healthy, and high-performing;
  • Experience public speaking and/or comfort presenting in front of a large crowd;
  • The ability to thrive in a rapidly-changing, fast-moving environment.

Bonus points if you have:

  • 2+ years experience in hospitality, event planning, the performing arts, human resources, or a related field;
  • Up-to-date certifications in First Aid, Serving it Right, Food Safe and the like;
  • Experience working in a fast-growth start-up environment;
  • Tech-savvy aptitude and hobby coding skills.

Party Planning Commitee

So, why is this job important? Sounds like the party planning committee at Dunder Mifflin right?

Trust me when I say that I think it’s waaay beyond that. I look at this more like the entertainment crew on a cruise ship. Since people will be confined to a space for the next x amount of time, you have to do your best to make their experience there fantastic. What’s great about this position is that you’re not looking at it as “they’re only here for two weeks.” You have the chance to build solid relationships with these people. This is not about you, it’s about them.

I’m glad that they’ve included “Experience public speaking and/or comfort presenting in front of a large crowd. It requires courage and forwardness to engage an audience/coworkers.

Have a look at the top hits about common fears on Google. You’ll notice that the number two fear is public speaking. The fact that it’s number two and the fact that they ask for it shows how rare it is to find in someone. Rockin a mic ain’t easy but it sure is one great skill to have.

I love the job description.  I love the concept of it. They cover the people part well and this WILL be standard in companies everywhere. This is the baseline. I would take it even further. Taking steps in growth beyond what the description says. This is where creativity and life experience come in handy.

Here’s what I’d add to the job description:

  • Good understanding and ability to maintain a high level of production quality both in creativity and technically. (Familiarity with Adobe CC or equivalent. Experience in storyboarding concepts and/or graphic design a plus)
  • Crafty and/or construction skills and have a good knowledge of craft and/or construction materials and where to source them

Bonus points for:

  • Being able to dance or play an instrument or both….. More bonus point for doing both at the same time
  • Getting in trouble for taking your toys apart as a kid
  • Rapier wit

In Part 2 of The Next Level, I go into more details about my additions to the job description and how a Next Level EEC would operate. Click here.

Comments 4

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      Author
  1. Hi, Big T. I’ve discussed this with you and was inspired to bring our Employees Ambassador Group to this level (or at least close to it ). However, I was discussing this with a coworker and he said that this level of employee engagement can get exhausting for some people and make them not want to participate at all. This coworker, does and doesn’t keep to himself at lunchtime, does participate in pub nights, Halloween dress up at the office, gives money for gift collection, and so on….but only does so cautiously….as in “Well, who else is in on this?” How do you get people enthused when it’s not in their make-up?

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      Author

      Hi Arjay! Thanks for your comment.

      This is why an EEC should be good at finding out what the people like and what they’re willing to try. This level of engagement only works when everyone is onboard with the company values. And I don’t mean the “mission statement” (pff), I mean the values. Stuff like:

      “Growth, Personal and professional growth across all aspects of our business.” – Procurify.

      Companies should ask themselves “what are our values and are we true to them?”, “how do we maintain and stick to our values?”, etc. Best people to ask? The employees in a safe and open environment.

      At the granular level of events and activities, this is where gumption comes in for an EEC. You MUST be open to setup all types of events and activities for your employees. I’m not into yoga, but as a next level EEC, I would Big T Style research on it. The next few weeks, my Chrome tabs would be lined up on how to organize an awesome yoga session. And since not everyone is into yoga, what about a games night?

      This reminds me about the years when I was a championship DJ. Not everyone will into the genre I’m currently playing. You can’t please all the people all the time, but you can please most of the people most of the time. In other words, have a good rotation on what certain groups of people like to do and make it clockwork.

      But what you’re describing sounds to me like it starts further up. If the people “up top” aren’t doing this for the right reasons then this program will surely fail. The right reasons would be more about caring for the overall wellness for their employees and not for vanity. When they’re on board, they’ll need to hire someone that fits the job description above. If they get that far, they have to support them. There has to be resources allotted both financially and time wise etc. As you see in the article, it’s a full time job. And as an organization grows, so does the department.

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