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Melissa Anzman, MBA, CC
Employee Experience & Employee Engagement Solutions for HR Leaders 🚀 Internal Communications & HR Metrics 🎤 Author, Speaker
Melissa Anzman is an accomplished HR leader with a passion for transforming HR teams from being stuck in tactical work to strategically focusing on creating exceptional employee experiences that drive engagement and organizational success.
Melissa Anzman holds an MBA with a specialization in Human Resources Management from the University of Wisconsin and a BA in Communications from the University of Wisconsin-Madison.
With a rich professional background, Melissa has held various key roles in organizations such as Forbes Human Resources Council, bettHR, Conduent HR Services, American Red Cross, Abbott Vascular, Niche Media, American Express Publishing & American Express Business Travel, Time Inc., and HarperCollins Publishers.
As the Managing Director and Lead Consultant at bettHR, Melissa Anzman has helped numerous HR leaders enhance employee engagement, create inclusive cultures, and align HR strategies with organizational goals.
Melissa Anzman emphasizes the importance of intentional employee experiences to drive culture transformation, talent retention, and employee engagement. She excels in creating positive touchpoints for employees that strengthen their connection with the company.
By partnering with Melissa Anzman, HR leaders can shift from tactical HR tasks to strategic initiatives that significantly impact employees, leading to increased engagement and a culture where employees are motivated to contribute.
Through her expertise, Melissa Anzman assists organizations in identifying and addressing gaps in the employee experience, resulting in substantial improvements in engagement levels, retention of talent, and overall organizational success.
To collaborate with Melissa Anzman and leverage her experience in creating impactful employee experiences, HR leaders can reach out via email at [email protected].
Highlights
If you want to move the needle in HR and deliver a great employee experience, then you need to add one simple tool to your daily HR practice.
It’s the K.F.A.T. process.
Here’s a step-by-step guide on how you can use it:
Step 1: Know
For your employees to be at the center of your company’s culture and feeling engaged and bought-in, they need to Know what’s going on. For each email, project, or update - whether by HR, a leader, or you, clearly state what your EMPLOYEE needs to know.
- What is the one critical element they are asking about?
- How can you simply state the situation with as much transparency as possible?
- Do they know why it’s important for them to know or how it impacts their career/life?
Step 2: Feel
When humans process information, we see it through our own lens and attach emotions to the new knowledge. In the absence of intent of the emotions we want employees to connect with, they will fill in the void. Instead, consider how you want your employees to connect or feel about the message.
If this is difficult, consider what they are feeling now - and what potential emotions or impacts they will feel after the message.
For example: if you’re delivering layoff news, their current emotion may be enjoying another day at work or anxiety-ridden because there are so many rumors. After, you want them to not feel blindsided, feel valued as a team member, comforted knowing where to go with questions, and needing space to process.
Your message and word choice should consider this - and even call out the various emotions in your copy, to build connection and help your message be heard.
Step 3: Action
If we need to tell our employees something, then there’s likely an action they need to take. (Hint: there should always be an action if you’re messaging something!). Once they know why it’s important to them, share one next action the employee needs to take - go to a website, view the contact list, follow up with HR, and so on.
Step 4: Touchpoints
Employees interact with so many different systems and people throughout the day, be sure to consider the ways in which the message will be delivered - by platform, medium, and deliver-er. While email may not be your favorite tool, there are others who love it - same goes for all other platforms.
Be sure you’re considering and using multiple touchpoints to convey the message - and that those interactions don’t create more friction, but are seamless for your employees.
Doing a quick five-minute mapping out of the KFAT method before you launch or hit send, will instantly change the way your employees receive the information you are sharing - and has the opportunity to add a positive employee experience to the bank.
And yes... still searching for a better acronym! ;)
#employeeexperience #employeeengagement #hr #hrleadership
Talk about your HR successes/wins every single day.
Somewhere, especially now.
Share: • What worked great • Create a case study of the project • Write down the steps you implemented and look back on the lessons learned • The tiny wins you had - sometimes bigger HR wins have a long tail, look at the everyday actions that together, lead to success • Tell your team members, your fellow HR colleagues, your friends, and your family
By sharing our HR wins - tiny, small, huge, and everything in between - we can change the narrative, collectively.
• We are spreading positivity about work generally, HR specifically • We are redefining what HR can be - not just what some think it is • We are creating a community of positivity - to not only cheer each other on, but also help us when days are hard
👇 Let’s start here. Share a win - of any size - below!
#HR #humanresources #peoplefirst #EX #employeeexperience #leadership #positivity #hrcommunity
