The Ex-Trifecta: Purpose, People and Performance in Perfect Sync

Maigen Rowe, Director of Global Employee Experience, Allegion

Maigen Rowe, Director of Global Employee Experience, Allegion
Maigen Rowe is Director of Global Employee Experience at Allegion, where she leads culture and engagement strategies for a global workforce. With over 20 years in HR and a Gallup-Certified Strengths Coach certification, she blends data-driven insights with a people-first mindset. Her work has helped Allegion earn consecutive Gallup Exceptional Workplace Awards and launch programs that foster inclusive, high-performing environments.

Recognizing Rowe’s people-first leadership and strategic approach to culture-building, this exclusive feature highlights her journey in shaping employee experience at Allegion

Lessons That Shaped A People-First Leader: My Own Journey

The HR world I stepped into after college shaped my career. I began coordinating international assignments for a global automotive company, helping employees and families relocate for multi-year roles. I quickly saw how deeply work and life intertwine—when transitions went smoothly and families felt supported, employees thrived.

That insight deepened in the Mojave Desert. As a relocation specialist for the U.S. Marine Corps in Twenty-Nine Palms, I helped young Marines and families adjust to one of the country’s most remote, demanding bases. When service members knew their families were cared for, they could focus fully on the mission.

At Allegion, I had the chance to bring that mindset to life. As an HR business partner, I built environments where employees felt seen, supported, and empowered. What stood out was how closely the data aligned with what I’d long observed—people perform at their best when they feel valued. That’s the impact I work to make every day.

The Three Lenses of Employee Experience: People, Performance and Culture in Balance

Every decision about employee experiences balances three questions: Is it good for our people? Does it support our goals? Does it strengthen our culture? That framework shapes the engagement and performance we drive.

Being human-centered starts with listening to what employees need— clear expectations, the right tools, and recognition of their contributions. These may seem basic, but when done well, they build trust. But support alone isn’t enough. That’s why we connect experience to measurable outcomes. When people play to their strengths, performance improves, agility increases, and growth follows.

Culture is where it all comes together. Our principle ensures values are seen in action. Whether on the plant floor in Monsampaolo, Italy, or in the Carmel, Indiana office, you’ll feel the same values at work.

These are the lenses I apply— building something lasting for the people who drive our business forward.

Shaping the Journey From Day One: A Data-Informed, People-First Approach

A candidate's first interaction—whether through a job posting, recruiter, or our careers site—sets the tone. That’s why we take a full-journey approach, supporting individuals from application through alum status.

Our 93 percent engagement survey participation rate gives us valuable insight, but we also prioritize real-time feedback to identify moments that matter.

When we noticed lower engagement in employees’ first one to two years, we went straight to the source. New hires said onboarding ended too soon—so we redesigned the process and equipped managers to support new hires beyond the first week, reinforcing that employees are invested in, not just welcomed.

Feedback also revealed gaps in recognition and development. In response, we launched ‘Leadership Unlocked’—a journey for managers at every stage. The program builds mindset, skills, and confidence for meaningful conversations and consistent leadership aligned with each person’s growth goals.

Our core value is simple: “Have a passion for excellence,” ensuring we meet people where they are.

A Culture that Sees the Person Behind the Role: Where Stories of Growth are the Norm

Our value ‘celebrate who we are and enjoy what you do,’ shows up in action daily.

I began as an HR business partner for the Americas, where I saw our culture in motion. A leader recognized my strengths and encouraged me to step into a new, challenging role that stretched me. Today, I engage with employees across the globe to shape programs that make Allegion a place to grow.

What makes it meaningful? Allegion is filled with moments where people are seen for their potential and supported in exploring new paths.

The Gallup Exceptional Workplace Award reflects that culture—where people feel heard, valued, and part of something bigger.

Leaders are central to this culture. We set expectations through our values and leadership behaviors—especially Be Inclusive, a core requirement. Our leaders understand that inclusive environments drive performance, innovation, and retention. And we track progress—with steady gains in inclusion metrics across annual engagement surveys.

Through development programs and tools, we equip managers to build welcoming environments where every voice matters. Inclusion isn’t optional—it’s expected.

Listening Closely, Responding With Purpose

When our people thrive, Allegion thrives.

That’s why we take a data-driven, people-first approach—combining engagement surveys with focus groups, town halls, and one-on-ones to understand what shapes experience.

In my role, I bridge the gap between insight and execution. Whether presenting to leadership or partnering with local teams, I focus on turning data into action.

In 2021, we asked employees: What’s one thing Allegion could do to be more inclusive? Their answers laid the foundation for our evolving strategy. When we saw an engagement gap between hourly and salaried employees, we visited manufacturing sites to understand more. Their feedback shaped targeted action plans—creating a cycle of insight, action, and growth.

Harnessing AI, Honoring People

As Allegion grows through innovation, AI remains central. We help employees embrace it as a performance enhancer, not a replacement. Our data science team builds tools and delivers training for responsible AI use.

We also stay attuned to broader shifts. Global crises and social movements bring uncertainty but also opportunities to listen and adapt. In uncertain times, we focus on clarity, stability, and support—setting expectations, offering resources, and making space for growth.

Our aim is to foster a workplace rooted in trust and compassion—so no matter what’s happening outside, employees feel grounded inside.

Wisdom from Experience: Why the Long Game Matters in Ex

Trendy programs may grab attention, but lasting impact comes from the long game.

"The key is an integrated strategy—blending insights with human-centered execution, aligned with business goals. When companies view employee experience as a performance driver, it becomes powerful."

The best strategies don’t chase short-term buzz. They build sustainable systems that meet employee needs while reinforcing outcomes. That alignment enhances experience and lays the foundation for lasting success.