Employee Experience and Employee Engagement Toolkit

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Save time, empower your teams and effectively upgrade your processes with access to this practical Employee Experience and Employee Enagement Toolkit and guide. Address common challenges with best-practice templates, step-by-step work plans and maturity diagnostics for any Employee Experience and Employee Enagement related project.

Download the Toolkit and in Three Steps you will be guided from idea to implementation results.

The Toolkit contains the following practical and powerful enablers with new and updated Employee Experience and Employee Enagement specific requirements:


STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Employee Experience and Employee Enagement Self Assessment book in PDF containing 49 requirements to perform a quickscan, get an overview and share with stakeholders.

Organized in a data driven improvement cycle RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain), check the…

  • Example pre-filled Self-Assessment Excel Dashboard to get familiar with results generation

Then find your goals...


STEP 2: Set concrete goals, tasks, dates and numbers you can track

Featuring 991 new and updated case-based questions, organized into seven core areas of process design, this Self-Assessment will help you identify areas in which Employee Experience and Employee Enagement improvements can be made.

Examples; 10 of the 991 standard requirements:

  1. How would you assess the level of skills and experience of the employees in your organization in charge of cloud strategy and management, development, applications and infrastructure?

  2. How can businesses make the right decisions about which provider to select, what capabilities are needed, and how to plan for a successful telephony and/or call center deployment?

  3. Does leadership positively influence employee engagement, which in turn influences employee retention, which in turn influences higher customer retention and more profits?

  4. Is it feasible to collect data on instruction that will allow you to characterize variation in the instructional experience of individual employees in your organization?

  5. Are employees partners in the design and implementation of learning experiences that are meaningful and equitable and that enable the development of intended outcomes?

  6. What are the most effective culturally relevant teaching practices and professional development for employees to employ to increase employee engagement and learning?

  7. Do employees who experience prosocial motivation together develop shared identities, goals, and missions that reinforce and enhance collective prosocial motivation?

  8. Do general education employees have the skills and training necessary to competently and adequately service inclusion employees in a general education department?

  9. How does your organization leadership give priority to inclusion and consistently promote an ethos of achievement, empowerment, and engagement for all employees?

  10. Which technology, as it relates to digital transformation, are you most interested in your organization pursuing to create a better employee/customer experience?


Complete the self assessment, on your own or with a team in a workshop setting. Use the workbook together with the self assessment requirements spreadsheet:

  • The workbook is the latest in-depth complete edition of the Employee Experience and Employee Enagement book in PDF containing 991 requirements, which criteria correspond to the criteria in...

Your Employee Experience and Employee Enagement self-assessment dashboard which gives you your dynamically prioritized projects-ready tool and shows your organization exactly what to do next:

  • The Self-Assessment Excel Dashboard; with the Employee Experience and Employee Enagement Self-Assessment and Scorecard you will develop a clear picture of which Employee Experience and Employee Enagement areas need attention, which requirements you should focus on and who will be responsible for them:

    • Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix
    • Gives you a professional Dashboard to guide and perform a thorough Employee Experience and Employee Enagement Self-Assessment
    • Is secure: Ensures offline data protection of your Self-Assessment results
    • Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next:

 

STEP 3: Implement, Track, follow up and revise strategy

The outcomes of STEP 2, the self assessment, are the inputs for STEP 3; Start and manage Employee Experience and Employee Enagement projects with the 62 implementation resources:

  • 62 step-by-step Employee Experience and Employee Enagement Project Management Form Templates covering over 1500 Employee Experience and Employee Enagement project requirements and success criteria:

Examples; 10 of the check box criteria:

  1. Closing Process Group: What will you do to minimize the impact should a risk event occur?

  2. Change Request: Will the change use memory to the extent that other functions will be not have sufficient memory to operate effectively?

  3. Procurement Audit: In case of decisions not to conclude a procurement or award a contract, were tenderers informed in writing and on a timely basis of the already stated decisions and grounds?

  4. Risk Register: What should the audit role be in establishing a risk management process?

  5. Scope Management Plan: Have the personnel with the necessary skills and competence been identified and has agreement for participation in the Employee Experience and Employee Enagement project been reached with the appropriate management?

  6. Stakeholder Management Plan: Can you perform this task or activity in a more effective manner?

  7. Assumption and Constraint Log: Is staff trained on the software technologies that are being used on the Employee Experience and Employee Enagement project?

  8. Human Resource Management Plan: Have all involved Employee Experience and Employee Enagement project stakeholders and work groups committed to the Employee Experience and Employee Enagement project?

  9. Activity Duration Estimates: Are measurement techniques employed to determine the potential impact of proposed changes?

  10. Change Request: How are changes graded and who is responsible for the rating?

 
Step-by-step and complete Employee Experience and Employee Enagement Project Management Forms and Templates including check box criteria and templates.

1.0 Initiating Process Group:

  • 1.1 Employee Experience and Employee Enagement project Charter
  • 1.2 Stakeholder Register
  • 1.3 Stakeholder Analysis Matrix


2.0 Planning Process Group:

  • 2.1 Employee Experience and Employee Enagement project Management Plan
  • 2.2 Scope Management Plan
  • 2.3 Requirements Management Plan
  • 2.4 Requirements Documentation
  • 2.5 Requirements Traceability Matrix
  • 2.6 Employee Experience and Employee Enagement project Scope Statement
  • 2.7 Assumption and Constraint Log
  • 2.8 Work Breakdown Structure
  • 2.9 WBS Dictionary
  • 2.10 Schedule Management Plan
  • 2.11 Activity List
  • 2.12 Activity Attributes
  • 2.13 Milestone List
  • 2.14 Network Diagram
  • 2.15 Activity Resource Requirements
  • 2.16 Resource Breakdown Structure
  • 2.17 Activity Duration Estimates
  • 2.18 Duration Estimating Worksheet
  • 2.19 Employee Experience and Employee Enagement project Schedule
  • 2.20 Cost Management Plan
  • 2.21 Activity Cost Estimates
  • 2.22 Cost Estimating Worksheet
  • 2.23 Cost Baseline
  • 2.24 Quality Management Plan
  • 2.25 Quality Metrics
  • 2.26 Process Improvement Plan
  • 2.27 Responsibility Assignment Matrix
  • 2.28 Roles and Responsibilities
  • 2.29 Human Resource Management Plan
  • 2.30 Communications Management Plan
  • 2.31 Risk Management Plan
  • 2.32 Risk Register
  • 2.33 Probability and Impact Assessment
  • 2.34 Probability and Impact Matrix
  • 2.35 Risk Data Sheet
  • 2.36 Procurement Management Plan
  • 2.37 Source Selection Criteria
  • 2.38 Stakeholder Management Plan
  • 2.39 Change Management Plan


3.0 Executing Process Group:

  • 3.1 Team Member Status Report
  • 3.2 Change Request
  • 3.3 Change Log
  • 3.4 Decision Log
  • 3.5 Quality Audit
  • 3.6 Team Directory
  • 3.7 Team Operating Agreement
  • 3.8 Team Performance Assessment
  • 3.9 Team Member Performance Assessment
  • 3.10 Issue Log


4.0 Monitoring and Controlling Process Group:

  • 4.1 Employee Experience and Employee Enagement project Performance Report
  • 4.2 Variance Analysis
  • 4.3 Earned Value Status
  • 4.4 Risk Audit
  • 4.5 Contractor Status Report
  • 4.6 Formal Acceptance


5.0 Closing Process Group:

  • 5.1 Procurement Audit
  • 5.2 Contract Close-Out
  • 5.3 Employee Experience and Employee Enagement project or Phase Close-Out
  • 5.4 Lessons Learned

 

Results

With this Three Step process you will have all the tools you need for any Employee Experience and Employee Enagement project with this in-depth Employee Experience and Employee Enagement Toolkit.

In using the Toolkit you will be better able to:

  • Diagnose Employee Experience and Employee Enagement projects, initiatives, organizations, businesses and processes using accepted diagnostic standards and practices
  • Implement evidence-based best practice strategies aligned with overall goals
  • Integrate recent advances in Employee Experience and Employee Enagement and put process design strategies into practice according to best practice guidelines

Defining, designing, creating, and implementing a process to solve a business challenge or meet a business objective is the most valuable role; In EVERY company, organization and department.

Unless you are talking a one-time, single-use project within a business, there should be a process. Whether that process is managed and implemented by humans, AI, or a combination of the two, it needs to be designed by someone with a complex enough perspective to ask the right questions. Someone capable of asking the right questions and step back and say, 'What are we really trying to accomplish here? And is there a different way to look at it?'

This Toolkit empowers people to do just that - whether their title is entrepreneur, manager, consultant, (Vice-)President, CxO etc... - they are the people who rule the future. They are the person who asks the right questions to make Employee Experience and Employee Enagement investments work better.

This Employee Experience and Employee Enagement All-Inclusive Toolkit enables You to be that person.

 

Includes lifetime updates

Every self assessment comes with Lifetime Updates and Lifetime Free Updated Books. Lifetime Updates is an industry-first feature which allows you to receive verified self assessment updates, ensuring you always have the most accurate information at your fingertips.