People & Culture Leader. Employee Experience Consultant.
People & Culture Leader. Employee Experience Consultant.
People & Culture Leader. Employee Experience Consultant.
Every person you hire deserves a red carpet.
I am Myke Mansberger, SPHR. I help organizations build employee experiences that reflect the culture they aspire to, whether you call it Human Resources or People Operations.
Every person you hire deserves a red carpet.
I am Myke Mansberger, SPHR. I help organizations build employee experiences that reflect the culture they aspire to, whether you call it Human Resources or People Operations.
Trusted by founders, executives, and scaling teams worldwide.
Trusted by founders, executives, and scaling teams worldwide.
How I Work
Assess, design, build, in that order.
How I Work
Assess, design, build, in that order.
01
Assess
I walk every stage of your lifecycle, from attraction through alumni, to find where the experience falls short and why. You get what's actually happening, which is rarely what you assume.
01
Assess
I walk every stage of your lifecycle, from attraction through alumni, to find where the experience falls short and why. You get what's actually happening, which is rarely what you assume.
01
Assess
I walk every stage of your lifecycle, from attraction through alumni, to find where the experience falls short and why. You get what's actually happening, which is rarely what you assume.
02
Design
I turn the findings into a prioritized roadmap of specific improvements, built around your stage and culture, so you're not bending a generic framework to fit.
02
Design
I turn the findings into a prioritized roadmap of specific improvements, built around your stage and culture, so you're not bending a generic framework to fit.
02
Design
I turn the findings into a prioritized roadmap of specific improvements, built around your stage and culture, so you're not bending a generic framework to fit.
03
Build
I get in the work with you, writing the frameworks, building the systems, and training the managers, and I stay long enough to find out whether any of it holds.
03
Build
I get in the work with you, writing the frameworks, building the systems, and training the managers, and I stay long enough to find out whether any of it holds.
03
Build
I get in the work with you, writing the frameworks, building the systems, and training the managers, and I stay long enough to find out whether any of it holds.
Why the Experience Breaks Down
Most organizations describe the culture they want, and few build it.
Why the Experience Breaks Down
Most organizations describe the culture they want, and few build it.
The Problem
Most employee experiences aren't designed, they happen. Different people make good decisions at different moments, nobody stitches them together, and you end up with an experience that's fine in some places, broken in others, and invisible where it matters most. People notice when it doesn't match the promise, and they leave.
The Problem
Most employee experiences aren't designed, they happen. Different people make good decisions at different moments, nobody stitches them together, and you end up with an experience that's fine in some places, broken in others, and invisible where it matters most. People notice when it doesn't match the promise, and they leave.
The Solution
Fixing it takes deliberate design across the whole lifecycle, from the first time a candidate sees your brand to the day an employee walks out, and that's the work I do. It gets built and implemented, not just described.
The Solution
Fixing it takes deliberate design across the whole lifecycle, from the first time a candidate sees your brand to the day an employee walks out, and that's the work I do. It gets built and implemented, not just described.
The Process
Four steps, from audit to handoff.
The Process
Four steps, from audit to handoff.
01
Judgment-Free Audit
We start with your current experience across the full lifecycle. You get an honest picture of what works, what's broken, and where the biggest opportunities are.
01
Judgment-Free Audit
We start with your current experience across the full lifecycle. You get an honest picture of what works, what's broken, and where the biggest opportunities are.
01
Judgment-Free Audit
We start with your current experience across the full lifecycle. You get an honest picture of what works, what's broken, and where the biggest opportunities are.
02
Strategic Design
The audit becomes a prioritized roadmap, sequenced and scoped to the resources you actually have, and every action has an owner and an outcome.
02
Strategic Design
The audit becomes a prioritized roadmap, sequenced and scoped to the resources you actually have, and every action has an owner and an outcome.
02
Strategic Design
The audit becomes a prioritized roadmap, sequenced and scoped to the resources you actually have, and every action has an owner and an outcome.
03
Implementation
We build the roadmap together, whether that's frameworks, manager enablement, onboarding programs, or performance tools. I use AI where it earns its place, including agents and dashboards built from your own HRIS data, so your People team moves faster and works proactively instead of reactively. Automation isn't the point, making People work visible and strategic is.
03
Implementation
We build the roadmap together, whether that's frameworks, manager enablement, onboarding programs, or performance tools. I use AI where it earns its place, including agents and dashboards built from your own HRIS data, so your People team moves faster and works proactively instead of reactively. Automation isn't the point, making People work visible and strategic is.
03
Implementation
We build the roadmap together, whether that's frameworks, manager enablement, onboarding programs, or performance tools. I use AI where it earns its place, including agents and dashboards built from your own HRIS data, so your People team moves faster and works proactively instead of reactively. Automation isn't the point, making People work visible and strategic is.
04
Built to Last
Some engagements end at delivery and others continue as a fractional or advisory relationship, but you own the work either way, and it's built to last without me.
04
Built to Last
Some engagements end at delivery and others continue as a fractional or advisory relationship, but you own the work either way, and it's built to last without me.
04
Built to Last
Some engagements end at delivery and others continue as a fractional or advisory relationship, but you own the work either way, and it's built to last without me.
By the Numbers
This is what a well-designed employee experience looks like.
By the Numbers
This is what a well-designed employee experience looks like.
45+
Employee Net Promoter Score. A well-designed experience is measurable, and in my professional opinion a deliberately designed lifecycle can get your employee NPS to 45 or higher.
45+
Employee Net Promoter Score. A well-designed experience is measurable, and in my professional opinion a deliberately designed lifecycle can get your employee NPS to 45 or higher.
45+
Employee Net Promoter Score. A well-designed experience is measurable, and in my professional opinion a deliberately designed lifecycle can get your employee NPS to 45 or higher.
50%
Faster Time to Impact. Onboarding built with intention can cut new hire time to impact from six months to under three.
50%
Faster Time to Impact. Onboarding built with intention can cut new hire time to impact from six months to under three.
50%
Faster Time to Impact. Onboarding built with intention can cut new hire time to impact from six months to under three.
90%
Voluntary Retention. Organizations with a deliberately designed experience can reach 90% or higher voluntary retention, because the people worth keeping stay when the experience tells them they should.
90%
Voluntary Retention. Organizations with a deliberately designed experience can reach 90% or higher voluntary retention, because the people worth keeping stay when the experience tells them they should.
90%
Voluntary Retention. Organizations with a deliberately designed experience can reach 90% or higher voluntary retention, because the people worth keeping stay when the experience tells them they should.
The Philosophy
Red carpet in. Red carpet out.
The Philosophy
Red carpet in. Red carpet out.
Every hire is a deliberate choice. Championship teams don’t carry people who don’t contribute, and they don’t take the ones who do for granted, so treat every person on your team like a VIP. The red carpet standard says the care you’d give your most important guest belongs at every stage of every employee’s journey, and it’s a design requirement, not a hospitality metaphor.
Every hire is a deliberate choice. Championship teams don’t carry people who don’t contribute, and they don’t take the ones who do for granted, so treat every person on your team like a VIP. The red carpet standard says the care you’d give your most important guest belongs at every stage of every employee’s journey, and it’s a design requirement, not a hospitality metaphor.
Attract
Before anyone applies, your employer brand, job postings, careers page, and sourcing are already telling a story. What matters is whether it's the right one and whether the right candidates are finding you.
Attract
Before anyone applies, your employer brand, job postings, careers page, and sourcing are already telling a story. What matters is whether it's the right one and whether the right candidates are finding you.
Attract
Before anyone applies, your employer brand, job postings, careers page, and sourcing are already telling a story. What matters is whether it's the right one and whether the right candidates are finding you.
Engage
From the moment someone accepts your offer, onboarding, development, performance, recognition, and growth either confirm they made the right choice or quietly plant doubt. Most organizations assume this part instead of designing it.
Engage
From the moment someone accepts your offer, onboarding, development, performance, recognition, and growth either confirm they made the right choice or quietly plant doubt. Most organizations assume this part instead of designing it.
Engage
From the moment someone accepts your offer, onboarding, development, performance, recognition, and growth either confirm they made the right choice or quietly plant doubt. Most organizations assume this part instead of designing it.
Exit
How a company handles a departure says more about its culture than almost anything else. The offboarding, the exit communication, the final transaction, and the relationship afterward are the last chapter of the story every employee tells about you.
Exit
How a company handles a departure says more about its culture than almost anything else. The offboarding, the exit communication, the final transaction, and the relationship afterward are the last chapter of the story every employee tells about you.
Exit
How a company handles a departure says more about its culture than almost anything else. The offboarding, the exit communication, the final transaction, and the relationship afterward are the last chapter of the story every employee tells about you.
THE NEWSLETTER
First Impressions
A monthly read for People leaders on employee experience, culture, and the moments that shape how people feel about where they work.
Start the Conversation
Let's work together.
If you're building a People function, designing an employee experience, or trying to make your culture something people actually feel, tell me what you're working on.
Start the Conversation
Let's work together.
If you're building a People function, designing an employee experience, or trying to make your culture something people actually feel, tell me what you're working on.
Start the Conversation
Let's work together.
If you're building a People function, designing an employee experience, or trying to make your culture something people actually feel, tell me what you're working on.