[Workshop] Building Buy-in for Experience Efforts

[Workshop] Building Buy-in for Experience Efforts

At Epoch’s Employee Experience Symposium, Omar Ramirez, Co-founder of Collective led an amazing workshop: Building Buy-in for Experience Efforts at our Employee Experience Symposium. View the full recording here. Scroll on for notes! 👇

About Omar

Omar is the co-founder of Collective Inc. He is dedicated to enabling workplace professionals, and helping accelerate progress for our collective industries.


Generating Buy-In from Leadership

Why Leadership Buy-In Matters

Getting leaders to support your ideas is crucial for success within an organization. However, it can be challenging to overcome obstacles like cultural differences, using different tools, and communicating effectively with different stakeholders. Nonetheless, leadership buy-in can help an organization’s: 

  1. Alignment: When leaders and employees work together towards a common goal, the organization becomes more effective.
  2. Authority: Actions and support from leaders hold significant influence within the organization in creating a sense of trust.
  3. Influence: By putting everyone behind the same cause, you increase your ability to connect with more people.
  4. Resources: With leadership buy-in, you can allocate resources to ensure that your investments yield the best results.

Silo-Breaking Strategies

  • Communicating Clearly & Effectively
  • Leverage Champions and Influencers
  • Address Resistance and Obstacles

Common Tools and Techniques

  • Gap Analysis: Conduct a thorough analysis to identify the gaps between the current situation and the desired future state. This analysis provides a roadmap for bridging those gaps.
  • Journey Mapping: Visually map out the employee journey to identify the different touchpoints and areas where improvements can be made. 
  • Benchmarking: Evaluate where you stand among your peers. This allows you to identify strengths, weaknesses, and areas for improvement. Remember, every company’s employees have unique needs, so don't rely solely on benchmarking.

Gap Analysis

A gap analysis needs to be measurable using KPIs. Utilize both historical data (lagging KPIs) and future indicators (leading KPIs) to track progress. Here are the different elements of gap analysis: 

  • Scope and Data: Define what you are analyzing and how you can measure it. 
  • Current vs. Future: Assess the current situation and determine where you want to be in the future.
  • Root Identification: Understand the underlying causes of the identified gaps.
  • Craft a Plan: Develop a plan that outlines the actions needed to bridge the identified gaps. Identify the people, resources, and champions required for successful implementation.

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