Next steps for managers after completing the Getting Started Pathway
As a leader, you have the power to accelerate business outcomes while also positively impacting the lives of people at work. Being an effective experience manager is about developing the skills and habits that help you fuel the environment with what employees CRAVE:
- Respect: “Help me feel respected for the work I do.”
- Purpose: “Show me how what I do has purpose, makes a difference, and is relevant to the organization.”
- Relationship: “Help me build stronger connections with people, especially my immediate manager/supervisor."
When people get what they CRAVE, good things happen: employee engagement, the work culture, and customer experiences all improve. So, what can you do? Here is a recipe for success:
- 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: Strategically recognizing employees is the Ultimate Habit™ for fueling the environment with what employees CRAVE. Being recognized demonstrates Respect, builds Relationships, and helps employees see the Purpose of their work. Set a goal of spending 10 minutes a week on strategic recognition. It will become second nature (a habit) before you know it!
- 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! Download the mobile app to make this even 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 the connection 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 will vary. To ensure you are driving employee engagement and business results, focus first on making the above skills consistent.
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