How to Get Partner Buy-In for Employee Experience Initiatives
You know employee experience matters. But convincing skeptical partners? That's harder.
Here's how to build a business case they can't ignore.
Speak Their Language
Partners care about three things: revenue, risk, and reputation.
Don't lead with "employee happiness" or "culture." Lead with commercial impact.
The Numbers They Need
1. Turnover Cost
Calculate what turnover actually costs your firm:
Recruitment fees (typically 20-30% of salary)
Onboarding and training time
Lost productivity (new hires take 6-12 months to reach full productivity)
Lost client relationships
For a 100-person firm losing 10 people annually, this easily hits £500k-£1m.
2. Productivity Impact
Engaged employees are 17% more productive. For a firm billing £10m annually, that's £1.7m in additional value.
Even a 5% improvement is £500k.
3. Recruitment Efficiency
Firms with strong employee experience fill roles 30-50% faster and attract better candidates.
In a tight talent market, this is competitive advantage.
4. Client Impact (a BIG one)
Client satisfaction correlates directly with employee engagement. Disengaged teams deliver worse service.
Scarlettabbott’s World Changers 2025 Report
“Employee experience (EX) is now a critical driver of business performance, yet many organisations face significant challenges in delivering it effectively. Leadership engagement remains a key hurdle.”
Frame It as Risk Management
Poor employee experience is a business risk:
Talent flight to competitors
Reputational damage (Glassdoor reviews matter)
Inability to deliver on growth strategy without people
Partners understand risk. Frame employee experience as risk mitigation.
Show Quick Wins
Don't ask for a massive budget upfront. Propose a diagnostic phase:
"Let's invest £X to understand where we're losing people and why. Then we'll build a roadmap with clear ROI on each initiative."
This feels lower risk and demonstrates you're data-driven.
Use Benchmarks
Partners are competitive. Show them what peer firms are doing.
"Three of our competitors have mapped their employee journey. Two have dedicated employee experience roles. We're behind."
Pilot and Prove
Suggest a pilot with one team or department. Measure before and after:
Engagement scores
Turnover rate
Productivity metrics
Client feedback
Then scale what works.
The Conversation
"We're losing £X annually to turnover. Our engagement scores are below industry average, which impacts productivity and client service. I propose we invest £Y to diagnose the root causes and build a roadmap. Based on industry benchmarks, we should see ROI within 12-18 months through reduced turnover alone."
That's a business case, not a culture pitch.
The Reality
Some partners will get it immediately. Others need proof.
Start with the believers. Build momentum. Let results speak.
Employee experience isn't soft. It's strategy.
And the firms that treat it that way are winning the talent war.
Want to map your employee journey and identify where you're losing people? Our 5-Day Sprint delivers a prioritised roadmap with measurable ROI.