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. I help organizations build employee experiences that reflect the culture they aspire to.
Every person you hire deserves a red carpet.
I am Myke Mansberger. I help organizations build employee experiences that reflect the culture they aspire to.
Trusted by founders, operators, and scaling organizations.
Why the Experience Breaks Down
Most organizations describe the culture they want. Few actually build it.
Why the Experience Breaks Down
Most organizations describe the culture they want. Few actually build it.
The Problem
Most employee experiences are not designed. They happen. A series of good intentions made by different people at different moments that never got stitched together. The result is an experience that is fine in some places, broken in others, and invisible almost everywhere it matters most. When the experience does not match the promise, people notice. They leave.
The Problem
Most employee experiences are not designed. They happen. A series of good intentions made by different people at different moments that never got stitched together. The result is an experience that is fine in some places, broken in others, and invisible almost everywhere it matters most. When the experience does not match the promise, people notice. They leave.
The Solution
Building it requires more than good intentions. It requires deliberate design across every stage of the employee lifecycle, from the first time a candidate encounters your brand to the day an employee walks out the door. That is the work I do. Structured, specific, and built to be implemented. Not just described.
The Solution
Building it requires more than good intentions. It requires deliberate design across every stage of the employee lifecycle, from the first time a candidate encounters your brand to the day an employee walks out the door. That is the work I do. Structured, specific, and built to be implemented. Not just described.
How I Work
A structured approach to building the employee experience.
How I Work
A structured approach to building the employee experience.
01
Assess
Understand what is actually happening across your employee lifecycle, not what you assume is happening. I evaluate every stage from attraction through alumni and identify exactly where the experience is falling short and why.
01
Assess
Understand what is actually happening across your employee lifecycle, not what you assume is happening. I evaluate every stage from attraction through alumni and identify exactly where the experience is falling short and why.
01
Assess
Understand what is actually happening across your employee lifecycle, not what you assume is happening. I evaluate every stage from attraction through alumni and identify exactly where the experience is falling short and why.
02
Design
Transform the findings into a prioritized roadmap of specific, implementable improvements. Every recommendation is grounded in your organizational context, not a generic framework that does not fit your stage, size, or culture.
02
Design
Transform the findings into a prioritized roadmap of specific, implementable improvements. Every recommendation is grounded in your organizational context, not a generic framework that does not fit your stage, size, or culture.
02
Design
Transform the findings into a prioritized roadmap of specific, implementable improvements. Every recommendation is grounded in your organizational context, not a generic framework that does not fit your stage, size, or culture.
03
Build
Turn the roadmap into reality. I get in the work with you, writing the frameworks, building the systems, enabling the managers, and staying long enough to know whether any of it actually holds.
03
Build
Turn the roadmap into reality. I get in the work with you, writing the frameworks, building the systems, enabling the managers, and staying long enough to know whether any of it actually holds.
03
Build
Turn the roadmap into reality. I get in the work with you, writing the frameworks, building the systems, enabling the managers, and staying long enough to know whether any of it actually holds.
The Process
From honest assessment to deliberate design.
The Process
From honest assessment to deliberate design.
01
Judgment-Free Audit
We start by assessing your current employee experience across the full lifecycle. You get a clear, honest picture of what is working, what is broken, and where the highest-leverage opportunities are.
01
Judgment-Free Audit
We start by assessing your current employee experience across the full lifecycle. You get a clear, honest picture of what is working, what is broken, and where the highest-leverage opportunities are.
01
Judgment-Free Audit
We start by assessing your current employee experience across the full lifecycle. You get a clear, honest picture of what is working, what is broken, and where the highest-leverage opportunities are.
02
Strategic Design
We turn the audit into a prioritized improvement roadmap, specific, sequenced, and scoped to your resources and reality. No generic recommendations. Every action has a clear owner and a clear outcome.
02
Strategic Design
We turn the audit into a prioritized improvement roadmap, specific, sequenced, and scoped to your resources and reality. No generic recommendations. Every action has a clear owner and a clear outcome.
02
Strategic Design
We turn the audit into a prioritized improvement roadmap, specific, sequenced, and scoped to your resources and reality. No generic recommendations. Every action has a clear owner and a clear outcome.
03
Implementation
We build what is on the roadmap together. Frameworks, systems, manager enablement, communication strategies, onboarding programs, performance tools, whatever the work requires.
03
Implementation
We build what is on the roadmap together. Frameworks, systems, manager enablement, communication strategies, onboarding programs, performance tools, whatever the work requires.
03
Implementation
We build what is on the roadmap together. Frameworks, systems, manager enablement, communication strategies, onboarding programs, performance tools, whatever the work requires.
04
Built to Last
Some engagements end at delivery. Others continue as a fractional or advisory relationship. Either way, the goal is the same: you own it when we are done. The work does not leave when I do. It was built to last without me.
04
Built to Last
Some engagements end at delivery. Others continue as a fractional or advisory relationship. Either way, the goal is the same: you own it when we are done. The work does not leave when I do. It was built to last without me.
04
Built to Last
Some engagements end at delivery. Others continue as a fractional or advisory relationship. Either way, the goal is the same: you own it when we are done. The work does not leave when I do. It was 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.
95+
Employee Net Promoter Score. A well-designed employee experience is not just good culture. It is measurable. Organizations that invest in deliberate lifecycle design consistently see employee NPS scores that reflect it.
95+
Employee Net Promoter Score. A well-designed employee experience is not just good culture. It is measurable. Organizations that invest in deliberate lifecycle design consistently see employee NPS scores that reflect it.
95+
Employee Net Promoter Score. A well-designed employee experience is not just good culture. It is measurable. Organizations that invest in deliberate lifecycle design consistently see employee NPS scores that reflect it.
50%
Faster Time to Impact. A well-built onboarding experience cuts the time from first day to full contribution. Organizations that design onboarding with intention routinely cut new hire time to impact from six months to less than three.
50%
Faster Time to Impact. A well-built onboarding experience cuts the time from first day to full contribution. Organizations that design onboarding with intention routinely cut new hire time to impact from six months to less than three.
50%
Faster Time to Impact. A well-built onboarding experience cuts the time from first day to full contribution. Organizations that design onboarding with intention routinely cut new hire time to impact from six months to less than three.
90%
Employee Retention. Organizations with intentionally designed employee experiences consistently achieve 90%+ voluntary retention. The people worth keeping stay because the experience tells them they should.
90%
Employee Retention. Organizations with intentionally designed employee experiences consistently achieve 90%+ voluntary retention. The people worth keeping stay because the experience tells them they should.
90%
Employee Retention. Organizations with intentionally designed employee experiences consistently achieve 90%+ voluntary retention. The people worth keeping stay because 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 do not carry people who do not contribute. They do not take for granted the people who do. Every person on your team is a VIP. The red carpet standard says that the same care and intention you would extend to your most important guest belongs at every stage of every employee's journey. It is not a hospitality metaphor. It is a design requirement.
Every hire is a deliberate choice. Championship teams do not carry people who do not contribute. They do not take for granted the people who do. Every person on your team is a VIP. The red carpet standard says that the same care and intention you would extend to your most important guest belongs at every stage of every employee's journey. It is not a hospitality metaphor. It is a design requirement.
Attract
Before anyone applies, your organization is already making an impression. Your employer brand, job postings, careers page, and sourcing strategy all tell a story. The question is whether it is the right one, and whether the right candidates are finding you or you are finding them.
Attract
Before anyone applies, your organization is already making an impression. Your employer brand, job postings, careers page, and sourcing strategy all tell a story. The question is whether it is the right one, and whether the right candidates are finding you or you are finding them.
Attract
Before anyone applies, your organization is already making an impression. Your employer brand, job postings, careers page, and sourcing strategy all tell a story. The question is whether it is the right one, and whether the right candidates are finding you or you are finding them.
Engage
From the moment someone accepts your offer through every stage of their time with you, onboarding, development, performance, recognition, and internal growth, the experience either reinforces that they made the right choice or quietly plants the seed of doubt. Most organizations do not design this. They assume it.
Engage
From the moment someone accepts your offer through every stage of their time with you, onboarding, development, performance, recognition, and internal growth, the experience either reinforces that they made the right choice or quietly plants the seed of doubt. Most organizations do not design this. They assume it.
Engage
From the moment someone accepts your offer through every stage of their time with you, onboarding, development, performance, recognition, and internal growth, the experience either reinforces that they made the right choice or quietly plants the seed of doubt. Most organizations do not design this. They assume it.
Exit
How an organization handles a departure says more about its culture than almost anything else. The offboarding experience, the exit communication, the final transaction, and what happens to the relationship after someone leaves are not afterthoughts. They are the last chapter of the story every employee tells about you.
Exit
How an organization handles a departure says more about its culture than almost anything else. The offboarding experience, the exit communication, the final transaction, and what happens to the relationship after someone leaves are not afterthoughts. They are the last chapter of the story every employee tells about you.
Exit
How an organization handles a departure says more about its culture than almost anything else. The offboarding experience, the exit communication, the final transaction, and what happens to the relationship after someone leaves are not afterthoughts. They are the last chapter of the story every employee tells about you.
Start the Conversation
Let's work together.
If you are building a People function, designing an employee experience, or trying to make your culture something employees actually feel, I would love to hear what you are working on.
Start the Conversation
Let's work together.
If you are building a People function, designing an employee experience, or trying to make your culture something employees actually feel, I would love to hear what you are working on.
Start the Conversation
Let's work together.
If you are building a People function, designing an employee experience, or trying to make your culture something employees actually feel, I would love to hear what you are working on.