Clarify the need
You have been asked or tasked to address People Experience in your organisation. Is there genuinely a need for this intervention? If so, what implications does it have for your organisation? And more importantly, where and how should you start this journey?
During the Need Phase, we collaborate to:
- Formally define your People Experience challenges and priorities.
- Help you transition from intuition to conviction that a People Experience intervention is the best solution.
- Determine the scope and scale the assessment phase.
Your organisation will benefit from:
- A diagnostic of your People Experience challenges and priorities.
- Recommendations on whether a People Experience intervention is the right solution for you.
- Recommendations on the scope and scale of the assessment phase.
Ask your people
You are encountering People Experience gaps in specific workforce segments or at various stages of the Work Experience Lifecycle©. Do you have a proper diagnostic to determine where to begin your People Experience journey? Which geography, workforce category, or HR service should be prioritised?
During the Assessment Phase, we collaborate to:
- Run a diagnostic to identify areas where People Experience can be enhanced for your workforce (e.g., per business, geography, workforce persona) and determine which areas of the Work Experience Lifecycle© should be prioritised (i.e., from pre-hire to re-hire).
- Define and agree on what People Experience means for your organisation and what should fall under that umbrella.
- Build an evidence-based case for change, highlighting the potential outcomes if People Experience is (not) addressed in high-priority areas.
In short, we define the problem statement and the case for change, if any, for addressing People Experience in your organisation.
Your organisation will benefit from:
- A comprehensive diagnostic of your organisation's performance in terms of People Experience.
- Validation of the specific areas where adjustments are required to enhance People Experience.
- A shared definition and vision of what People Experience means for your organisation.
- Validation of an evidence-based case for change to support the necessary improvements.
Focus your priorities and actions
Defining your People Experience strategy involves focusing on a limited set of priorities that are translated into a set of impactful initiatives. Getting alignment and sponsorship from key stakeholders on your People Experience Strategy may prove to be the most challenging aspect.
During the Strategy Phase, we collaborate to:
- Develop a People Experience strategy and roadmap.
- Create People Experience initiative charters.
- Establish the People Experience mandate, governance, positioning, and resourcing.
- Validate the evidence-based case for change.
Your organisation will benefit from:
- People Experience Strategy.
- People Experience Strategy Roadmap.
- People Experience Strategy Value Case.
- People Experience Strategy Ownership & Governance.
Close the experience gaps
Activating and executing your people experience strategy will require a skill set that differs from your day-to-day projects and activities. You are likely to face shortages in terms of capabilities and experience.
During the Activation Phase, we collaborate to complement your team and address your specific needs.
Your organisation will benefit from:
- Strategic mentoring on program and change management.
- End-to-end People Experience sprints.
- Assessment and selection of external implementation partners with the best value for money.
- Quality assurance of work performed by both internal and external stakeholders.