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 create 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 create employee experiences that reflect the culture they aspire to, whether you call it Human Resources or People Operations.
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Trusted by founders, executives, and scaling teams.
Trusted by founders, executives, and scaling teams.
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, so you get an accurate picture of what’s happening.
01
Assess
I walk every stage of your lifecycle, from attraction through alumni, to find where the experience falls short and why, so you get an accurate picture of what’s happening.
01
Assess
I walk every stage of your lifecycle, from attraction through alumni, to find where the experience falls short and why, so you get an accurate picture of what’s happening.
02
Design
I turn the findings into a prioritized roadmap of specific improvements, shaped 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, shaped 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, shaped 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 Experience Needs Design
The culture people can feel in their first week is the one somebody built on purpose.
Why Experience Needs Design
The culture people can feel in their first week is the one somebody built on purpose.
The Problem
The best employee experiences have someone overseeing the whole thing, from the first email a candidate gets to the last day on the job. When nobody does, every manager makes reasonable decisions on their own and the result is great in some places, rough in others, and invisible where it matters most. People notice when the experience matches the promise, and the ones worth keeping stay.
The Problem
The best employee experiences have someone overseeing the whole thing, from the first email a candidate gets to the last day on the job. When nobody does, every manager makes reasonable decisions on their own and the result is great in some places, rough in others, and invisible where it matters most. People notice when the experience matches the promise, and the ones worth keeping stay.
The Solution
Fixing it means designing every stage, from the first time a candidate sees your brand to the day an employee walks out, and then building it with you.
The Solution
Fixing it means designing every stage, from the first time a candidate sees your brand to the day an employee walks out, and then building it with you.
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 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 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 have, and every action has an owner and an outcome.
03
Implementation
We put the roadmap in place together, whether that's frameworks, manager enablement, onboarding programs, or performance tools. Where AI helps, I bring it in, including agents and dashboards that run on your own HRIS data, so your People team moves faster and its work is visible to the business.
03
Implementation
We put the roadmap in place together, whether that's frameworks, manager enablement, onboarding programs, or performance tools. Where AI helps, I bring it in, including agents and dashboards that run on your own HRIS data, so your People team moves faster and its work is visible to the business.
03
Implementation
We put the roadmap in place together, whether that's frameworks, manager enablement, onboarding programs, or performance tools. Where AI helps, I bring it in, including agents and dashboards that run on your own HRIS data, so your People team moves faster and its work is visible to the business.
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 keeps working 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 keeps working 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 keeps working without me.
By the Numbers
What a healthy organization measures.
By the Numbers
What a healthy organization measures.
45+
Employee Net Promoter Score. It shows how likely your people are to recommend working there, and 45 or higher is a strong score.
45+
Employee Net Promoter Score. It shows how likely your people are to recommend working there, and 45 or higher is a strong score.
45+
Employee Net Promoter Score. It shows how likely your people are to recommend working there, and 45 or higher is a strong score.
50%
Faster Time to Impact. It shows how long a new hire takes to contribute fully, and good onboarding cuts it from six months to under three.
50%
Faster Time to Impact. It shows how long a new hire takes to contribute fully, and good onboarding cuts it from six months to under three.
50%
Faster Time to Impact. It shows how long a new hire takes to contribute fully, and good onboarding cuts it from six months to under three.
90%
Voluntary Retention. It shows how many people choose to stay, and a healthy organization keeps 90% or more of them.
90%
Voluntary Retention. It shows how many people choose to stay, and a healthy organization keeps 90% or more of them.
90%
Voluntary Retention. It shows how many people choose to stay, and a healthy organization keeps 90% or more of them.
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 gives you something concrete to measure each one against.
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 gives you something concrete to measure each one against.
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 are all chances to confirm they made the right choice, and the best ones are designed that way on purpose.
Engage
From the moment someone accepts your offer, onboarding, development, performance, recognition, and growth are all chances to confirm they made the right choice, and the best ones are designed that way on purpose.
Engage
From the moment someone accepts your offer, onboarding, development, performance, recognition, and growth are all chances to confirm they made the right choice, and the best ones are designed that way on purpose.
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.
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A newsletter for People leaders on employee experience, culture, and the moments that shape how people feel about where they work. Every issue comes with a free resource, and subscribers get it the moment the issue goes out.
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by Myke Mansberger
by Myke Mansberger
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.