Next steps for managers after completing the Getting Started Pathway
Being an effective experience manager is a combination of developing the skills and habits for reminding the workforce about the desired experience and the consistency with which he or she does them. Here is a recommended recipe for successfully building skills/habits and doing them consistently:
- Model the company experience: Consider a behavior from the company experience that is less natural and look for opportunities to deliver this behavior well. Your team will be more likely to work on their performance if they see you are dedicated to improving yours.
- Recognize once a week in person or in the platform: Being recognized for actions that others can learn from drives respect, builds relationships, and contributes to employees' feeling relevant. This creates the environment in which employees choose to act in the best interests of the company.
- Comment on recognition posts weekly: Employees have reported that being recognized is important, but that receiving comments from managers (their own or others from different areas) really escalates the impact of recognition. Drive the actions that make the biggest difference to you in just a few seconds! Save the site to your mobile device to make this easier to do.
- Formally recognize at least once a month: Don’t let reviewing and publishing recognition distract you from placing a recognition for others. While your team may benefit from face-to-face recognition, the company will benefit from seeing leadership take part in online recognition and will elevate great work so everyone can learn from it.
- Conduct One-minute Reminders once a week: Publicly discuss a recognition at the start of a regular meeting. Share the impact of doing a specific behavior at the start of a regular meeting. Use words from the company experience to ensure that employees make connections between the actions and the desired experience.
- Reference survey results monthly: As part of your One-minute Reminders, periodically reference the results of your latest survey and remind your team of the focus area you discussed.
While there are other skills to get comfortable doing (Collaborate on Survey Results, Hire for the Experience, Hold Necessary Conversations, Have Quality Customer Conversations), the timing for performing them is more variable. To ensure you are driving employee engagement and business results, focus first on making the above skills consistent.
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