In the complex tapestry of modern business, customer satisfaction stands as a beacon of success and sustainability. It’s the pulse that measures how effectively a company meets the needs and expectations of its clientele. 84% of companies that embark on the journey to enhance their customer experience witness a corresponding uplift in revenue. This statistic is not just a number. It’s a testament to the integral role customer satisfaction plays in the commercial symphony.

But the path to elevating customer satisfaction is paved with questions. What mechanisms can businesses leverage to amplify their customer satisfaction scores? Which strategies unlock the doors to enhanced customer loyalty and business growth? 

Echoing the wisdom of Sir Richard Branson, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” 93% of content employees are more inclined to exert extra effort for their company’s customers. This symbiotic relationship between employee well-being and customer satisfaction is the cornerstone of a successful business strategy.

In this context, the question that arises is this. How can companies cultivate an environment that not only nurtures their employees but also, by extension, enhances their customer satisfaction? 

The Law of Congruent Experience

At the heart of enhancing customer satisfaction lies a crucial, often overlooked factor: the well-being and satisfaction of your employees. Tracy Maylett, in his insightful book “The Employee Experience: How to Attract Talent, Retain Top Performers, and Drive Results,” introduces a pivotal concept—the Law of Congruent Experience. This law posits a straightforward yet profound idea. Employees will inevitably project the quality of their own experiences with an organisation onto their interactions with customers. In simpler terms, a contented and well-supported employee is far more likely to deliver exceptional customer service.

So, what exactly do employees seek from their workplace? The answers might be as diverse as the workforce itself, but certain universal desires emerge as central. The modern employee’s expectations can be distilled into four key areas:

  1. Flexibility
  2. A positive company culture
  3. Supportive colleagues
  4. Inspiring leadership.

What do employees need?

The global pandemic has been a catalyst for change in how we perceive and engage with our work. The shift towards remote and hybrid work models has not only been a revelation, but a demonstration of a broader range of possibilities for work-life balance. Employees have tasted the benefits of increased flexibility and are looking for more of it in their professional lives. This shift is not just about convenience. It’s about acknowledging and accommodating the evolving needs of the workforce, which, in turn, can significantly boost morale and productivity.

Yet, the implications of failing to meet these expectations are stark. Contact centre roles, notorious for their high attrition rates, offer a glimpse into the consequences of neglecting employee well-being. Stress, isolation, inadequate support, and inflexible work arrangements are just a few of the factors driving employees away. But this issue is not confined to contact centres. It extends to all frontline staff who represent the face of your company to the world. These are the individuals who directly shape CX, and their dissatisfaction or disengagement can have a profound impact on how your customers perceive your brand.

The cost of high employee turnover extends beyond the immediate expenses of recruitment and training. It includes the lost productivity during onboarding, the impact on team morale, and, most critically, the degradation of customer service quality. However, not all dissatisfied employees will leave. The phenomenon of “Quiet Quitting,” where employees disengage without formally resigning, alongside the presence of actively disengaged employees who can spread negativity, poses a significant threat to organisational health.

Concrete Actions You Can Take

Understanding the foundational role that employee satisfaction plays in customer satisfaction invites a critical question. What concrete steps can organisations take to enhance their employees’ experience, thereby indirectly boosting customer satisfaction? While the specifics may vary across different business contexts and industries, there are several universally applicable strategies that can significantly contribute to this goal.


The global pandemic served as a catalyst for a widespread reevaluation of work models, demonstrating the feasibility and benefits of remote and hybrid arrangements. This experience has fundamentally shifted employees’ expectations towards desiring greater flexibility in their work. Organisations can respond to this by offering more flexible working conditions, whether through remote work options, hybrid models, or flexible working hours. This approach not only acknowledges the changing landscape of work-life balance but also signals to employees that their well-being is a priority, thereby enhancing their motivation and commitment to the organisation.


A common grievance among employees in many sectors is the feeling of being micromanaged, which can significantly dampen motivation and job satisfaction. Conversely, empowering employees by entrusting them with autonomy over their work and the decision-making process in customer interactions can foster a sense of ownership and accountability. This empowerment leads to more engaged employees who are likely to deliver a higher quality of customer service, as they feel directly responsible for the outcomes of their actions.


Encouraging a collaborative work environment goes beyond merely facilitating teamwork; it involves creating a culture where employees feel valued and supported by their peers and superiors. This sense of belonging can significantly enhance employee satisfaction, which, in turn, positively affects their interactions with customers. A collaborative culture fosters innovation and problem-solving, enabling employees to offer more effective solutions to customer issues, thereby improving the overall customer experience.


The role of leadership in shaping employee experience cannot be overstated. Leaders who are inspirational, supportive, and communicative can create a work environment where employees feel empowered to express their ideas and concerns. This kind of positive leadership not only enhances employee engagement and satisfaction but also models the behaviours that employees, in turn, exhibit in their interactions with customers. Leaders who prioritise the well-being of their team and actively contribute to a positive company culture set the tone for the entire organisation, influencing how employees treat each other and, by extension, the customers.

Final thoughts

In recognition of important observances such as Stress Awareness Month, World Day for Health at Work, and Employee Appreciation Day, there is no better time for organisations to reflect on the critical importance of employee well-being. Implementing these strategies not only contributes to a more positive employee experience but also catalyses improvements in customer satisfaction.

By embracing the principles of the Law of Congruent Experience, companies can foster a virtuous cycle where satisfied employees lead to delighted customers. This cycle will drive sustainable growth and success in today’s competitive business landscape.

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