Employee Experience Toolkit

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Recognize and identify potential areas where existing implementation Policies and Procedures require change, or where new ones need to be developed, particularly to facilitate organization growth and product expansion.

  • Innovate and stay ahead of your customers needs while ensuring you are developing solutions that scale and are Forward Thinking.

  • Supervise: act as Product Owner for key employee journeys, and lead a Cross Functional Team on all aspects of end to End Product delivery, from idea to roll out, ensuring objectives are met.

  • Systematize: proactively communicate to clients improvements in utilization of products and services; attempt to minimize future support.

  • Analyze Key Metrics to uncover trends and Root Causes that inform Program Design.

  • Methodize: user centric design approach, as evidenced by considerations for accessibility, Technology Platforms, and contextual storytelling.

  • Coordinate: direct evaluation of existing Security Systems and programs, and implement new or improved projects and procedures to close any identified deficiencies or gaps.

  • Follow established Implementation Processes and implementation guidelines for new clients or New Services to existing clients.

  • Make sure that your project solves complex Customer Service issues by proactively identifying and eliminating Root Cause barriers to accuracy, productivity, and quality.

  • Develop and facilitate formats to gather feedback on strategy and transformation topics and support execution of derived action items.

  • Identify ways to foster the development of high performing diverse teams and leaders.

  • Drive diversity, inclusion, and people culture initiatives in a multicultural environment.

  • Operate like Workplace Services is your business and your product; think like a Product Management and a General management.

  • Manage through change and maintain trust and transparency across levels and functions.

  • Drive, measure, and advise on employee journey effectiveness with teams across the People and Product team.

  • Translate Strategic Objectives into actionable Transformation Initiatives and manage Transformation Initiatives.

  • Establish and facilitate diverse Employee Engagement channels as the appropriate means for communicating with staff and stakeholders depending on the nature and context of different communications.

  • Develop: continually measure and evaluates all Work Processes using Kaizen, lean, DMAIC, and other improvement methods.

  • Develop and implement Program Management KPIs, benchmarks, and measurements.

  • Audit: review, evaluate, and incorporate voice of the Customer Feedback into Program Development.

  • Standardize: when your teams reflect the diversity of your customers, you can better meet needs.

  • Provide employee relations support, thought partnership, and mentoring for employees and management.

  • Provide Strategic Direction and embed Feedback Loops for People Analytics and insights.

  • Ensure you present; lead on the development of analytics to understand the status of the programs.

  • Manage management to provide leaders regular updates on how team is doing.

  • Enter and maintain customer call problem/description detail into Customer Relationship Management System.

  • Ensure you officiate; build on an incredible culture that aligns with your organizations purpose, promise and, values.

  • Drive: map out processes across different programs of work and for business units.

  • Ensure perspective is at the forefront of program / Product Development and deployment.

  • Ensure you guide; lead with expertise in developing and implementing Inclusion And Diversity initiatives.


Save time, empower your teams and effectively upgrade your processes with access to this practical Employee Experience Toolkit and guide. Address common challenges with best-practice templates, step-by-step Work Plans and maturity diagnostics for any Employee Experience 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 specific requirements:

STEP 1: Get your bearings

Start with...

  • The latest quick edition of the Employee Experience 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 999 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 Improvements can be made.

Examples; 10 of the 999 standard requirements:

  1. What is your BATNA (best alternative to a negotiated agreement)?

  2. What Employee Experience events should you attend?

  3. What measurements are being captured?

  4. How will Employee Experience decisions be made and monitored?

  5. What is your Employee Experience strategy?

  6. Are the risks fully understood, reasonable and manageable?

  7. What harm might be caused?

  8. How do senior leaders deploy your organizations vision and values through your leadership system, to the workforce, to key suppliers and partners, and to customers and other stakeholders, as appropriate?

  9. Do you aggressively reward and promote the people who have the biggest impact on creating excellent Employee Experience services/products?

  10. Are pertinent alerts monitored, analyzed and distributed to appropriate personnel?

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 book in PDF containing 994 requirements, which criteria correspond to the criteria in...

Your Employee Experience 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 Self-Assessment and Scorecard you will develop a clear picture of which Employee Experience 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 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 projects with the 62 implementation resources:

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

Examples; 10 of the check box criteria:

  1. Cost Management Plan: Eac -estimate at completion, what is the total job expected to cost?

  2. Activity Cost Estimates: In which phase of the Acquisition Process cycle does source qualifications reside?

  3. Project Scope Statement: Will all Employee Experience project issues be unconditionally tracked through the Issue Resolution process?

  4. Closing Process Group: Did the Employee Experience Project Team have enough people to execute the Employee Experience Project Plan?

  5. Source Selection Criteria: What are the guidelines regarding award without considerations?

  6. Scope Management Plan: Are Corrective Actions taken when actual results are substantially different from detailed Employee Experience Project Plan (variances)?

  7. Initiating Process Group: During which stage of Risk planning are risks prioritized based on probability and impact?

  8. Cost Management Plan: Is your organization certified as a supplier, wholesaler, regular dealer, or manufacturer of corresponding products/supplies?

  9. Procurement Audit: Was a formal review of tenders received undertaken?

  10. Activity Cost Estimates: What procedures are put in place regarding bidding and cost comparisons, if any?

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

1.0 Initiating Process Group:

2.0 Planning Process Group:

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 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 project or Phase Close-Out
  • 5.4 Lessons Learned



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

In using the Toolkit you will be better able to:

  • Diagnose Employee Experience 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 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 investments work better.

This Employee Experience 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.