𝐏𝐞𝐨𝐩𝐥𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 : 𝐓𝐡𝐞 𝐅𝐢𝐫𝐬𝐭 𝐖𝐫𝐨𝐧𝐠 𝐌𝐨𝐯𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐌𝐚𝐤𝐞

When a company brings us in to improve their people experience, the first thing
they often assume is that the process starts with an engagement survey.

There’s a better way to begin.

A survey at that point would be useless.

If you’ve seen the results of any employee engagement survey, you already know
the four topics that consistently show up:

• Employee –manager relationship
• Recognition and rewards
• Learning and development
• Advancement opportunities

We don’t need another survey to confirm that.

Instead, we work with executive teams to 𝐢𝐝𝐞𝐧𝐭𝐢𝐟𝐲 𝟏–𝟐 𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐟𝐨𝐜𝐮𝐬 𝐚𝐫𝐞𝐚𝐬
tied to those four points —something that creates 𝐧𝐨𝐭𝐢𝐜𝐞𝐚𝐛𝐥𝐞 , 𝐦𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥
𝐢𝐦𝐩𝐚𝐜𝐭 quickly.

For the rest of this week, we’ll take a closer look at each of these four areas
individually to focus on why they consistently appear and how you can start
building trust with a few simple, visible wins.

Because if you want honest, constructive feedback, 𝐲𝐨𝐮 𝐡𝐚𝐯𝐞 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐭𝐫𝐮𝐬𝐭
𝐟𝐢𝐫𝐬𝐭 .

That means being clear about what you’re doing.
Transparent about why it matters.
And consistent in how you communicate progress until it becomes part of the
norm.

Only then does a survey have value.

And when we finally do send one, we always lead with this:
“Here’s what’s changed or what’s in progress since the last one.”

That one step says something bigger:
We’re not just collecting data.
We’re 𝐥𝐢𝐬𝐭𝐞𝐧𝐢𝐧𝐠 .
We’re 𝐚𝐜𝐭𝐢𝐧𝐠 .

And people know the difference.

Because when it comes to people experience, 𝐲𝐨𝐮𝐫 𝐟𝐢𝐫𝐬𝐭 𝐦𝐨𝐯𝐞 𝐦𝐮𝐬𝐭 𝐛𝐮𝐢𝐥𝐝 𝐭𝐫𝐮𝐬𝐭 .

𝐖𝐡𝐚𝐭 ’𝐬 𝐭𝐡𝐞 𝐟𝐢𝐫𝐬𝐭 𝐦𝐨𝐯𝐞 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐦𝐚𝐤𝐞𝐬 𝐰𝐡𝐞𝐧 𝐭𝐫𝐲𝐢𝐧𝐠 𝐭𝐨 𝐢𝐦𝐩𝐫𝐨𝐯𝐞
𝐢𝐭𝐬 𝐩𝐞𝐨𝐩𝐥𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 ? 𝐈𝐬 𝐢𝐭 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐭𝐫𝐮𝐬𝐭 — 𝐨𝐫 𝐬𝐮𝐫𝐯𝐞𝐲𝐢𝐧𝐠 𝐭𝐫𝐮𝐬𝐭 ?

𝑆𝑝𝑒𝑐𝑖𝑎𝑙 𝑡𝘩𝑎𝑛𝑘𝑠 𝑡𝑜 𝑆𝑡𝑒𝑣𝑒𝑛 𝐵𝑎𝑟𝑡𝑙𝑒𝑡𝑡 𝑎𝑛𝑑 𝘩𝑖𝑠 𝐵𝑒𝘩𝑖𝑛𝑑 𝑡𝘩𝑒 𝐷𝑖𝑎𝑟𝑦 𝑝𝑜𝑑𝑐𝑎𝑠𝑡 :
𝐸𝑝𝑖𝑠𝑜𝑑𝑒 “𝑄𝑢𝑖𝑡 𝑌𝑜𝑢𝑟 9 𝑡𝑜 5 𝐽𝑜𝑏 𝑤𝑖𝑡𝘩 𝑇𝘩𝑖𝑠 90 𝐷𝑎𝑦 𝑆𝑖𝑑𝑒 𝐻𝑢𝑠𝑡𝑙𝑒 𝑃𝑙𝑎𝑛 !” (30:04)