<aside> 👣 Welcome to Phase 3! Let’s recap on the things you’ve don’e so far. You should have:

Phase 1 ✅ Communicated what you’re doing & why

✅ Surveyed & Interviewed your team

✅ Understood two things from that data:

• Top 3-5 EVP pillars
• Top ‘opportunity’ areas to improve PX.

Phase 2 ✅ Started to embed this thoroughly internally

✅ Reviewed & assessed your hiring & talent attraction assets & processes

• Career Sites, Job Ads, Handbooks
• Interview Processes

✅ Aligned them with your newly discovered EVP to ensure truly authentic, ‘whole-self’ messaging to candidates

If you haven’t done this yet, we’d suggest jumping back into Phase 1: Discovery & Data Gathering or Phase 2: Embed & External Activation first. Otherwise, read on!

This is where it gets really fun. The final step in this playbook is all about doing three things:

🎯 Taking the improvement opportunities you discovered in Phase 1: Discovery & Data Gathering and creating an open PX-improvement roadmap to start work on elevating your EVP even further.

🎯 Adopting a ‘build in public’ mindset as a People team, documenting & sharing what you’re building & elevating and sharing it with the world. This is the most authentic type of content you could possibly create for candidates looking at your company.

🎯 Creating a ‘reality check’ feedback loop with new hires so you can stay close to understanding how much the lived experience in your company compares to the ones being messaged externally.

Ready to dive in? One more time then!

Remember: Adam & John at Open Org are always on hand for a coffee ☕ if you need a sounding board on this.

</aside>

Table of Contents

🍿 Watch This

https://www.loom.com/share/5b8b22d287ac40c4b6fd08331a5414ce?sid=2810382a-536c-4dfb-bc6b-3e02f720090d

<aside> 🆘

If you want help designing, and running this we can help. Book your free 30min coaching call with us here

We’d love to help 🙏

</aside>

🧰 What You Need

• The elevation opportunities from the data you collected in Phase 1: Discovery & Data Gathering
• A way of creating an internal people roadmap with these. This can be done with almost anything but we’d suggest making it open internally (and maybe externally 👀). Examples of tooling we’ve seen used to build these:
  • Kanban board on Notion
  • Project Management Software (e.g. Asana, Monday.com)
  • Even on a basic level, Google Docs or Slides!
• A ‘build in public’ mindset! And a way to document & share the work you are doing in the open. That could be:
  • A Blog (e.g company or medium.com)
  • LinkedIn Account!
• A way to collect data & feedback from recent hires about their lived experience in your business. That might be:
  • Surveys (e.g. Typeform)
  • Interviews

🗺️ Building an Open PX Roadmap

****Remember back in Phase 1: Discovery & Data Gathering you spent time collecting data from your team? You’ve already made use of that to surface EVP pillars, but this is now your opportunity to think about how you continue to build & elevate your EVP, and the beauty of our approach is you already have your opportunity areas right in front of you

Image: Example results from a previous EVP project we supported on. Results <7 were identified as opportunity areas for improvement, which informed their PX roadmap.

Now you need to:

1️⃣ Identify the problems being faced in each area that needs attention (e.g. what’s holding this score back?)

• You’ll likely have good signal on this through a combination of personal knowledge, survey feedback, interview feedback. ****