THE FUTURE OF
ENGAGEMENT FOR HR
BEGINS HERE
A PROXY FOR OUR
THEORY AND PROJECT
rooted in marketing expertise,
tech strategy & HR experience
GROUND ZERO
EX3 Theory is a project we created to advance all things Engagement for HR; Employee EXperience 3.0 Our shared point of view is rooted in a unique combination of marketing expertise, tech strategy and HR experience. The objective in our theory is to unleash HR from the constrained Engagement practices that limit output and results, largely due to a desperately needed communications and engagement technology shift forward, making way for our next task- to empower the CHRO with clear and current visibility into strategic Engagement analytics.
Our mission is to redefine Engagement for HR, and establish new heights for what HR accepts as an industry standard for results. We are introducing a proven, automated, AI-driven engagement technology that will include access to key performance metrics Our platform will improve communications workload efficiency with inspiring results.
This site will serve as our temporary home and be a reference point for our identity. It will also be the only entry-point to our EX3 Proof of Concept journeys. POC.
KNOW ENGAGEMENT
KNOW SUCCESS
Engagement is a sophisticated concept- it's a science.. As a metric, Engagement is the most accurate determinant of ROI. It should be one of HR's most valued strategic indicators. In the context of Engagement as a tactic or a function, it is equally as strategically valuable because it is the most fundamental ingredient to the success of any HR strategy. The level of of success produced by an HR strategy will always come down to this question: How effective was your execution in the areas requiring Engagement? So as a building block to an HR strategy, how does one succeed without effective Engagement?
In hundreds of documented needs assessments, over 70% of HR/Benefits leaders lack sufficient awareness of critical engagement metrics. This is an unacceptable norm.
The strategies and tools we see HR using to communicate are antiquated and laborious, results are dismal, and the experiences likely fall short of the quality your employees engage with outside of work.
We see an opportunity to redefine Engagement for HR, advancing every aspect of it. This includes increasing Engagement IQ, advancing the technology and capabilities, the quality of experiences, delivering more cohesive tech strategies, and empowering the CHRO with insights they need to contribute more strategic impact to their organizations.
TRANSFORMATION
ENGAGEMENT PLATFORM
Our automated engagement platform will deliver a refreshing version of impactful and relevant employee experiences. This will drive operational efficiency and dramatically improve results and ROI on many programs.
EXPERTISE & GUIDANCE
We bring a unique blend of skill sets that include sophisticated marketing expertise, enterprise technology strategy, and HR/Benefits experience. Our services are flexible enough to support a variety of scenarios.
REAL-TIME INSIGHT
Track performance of any program or solution across your stack and roll these metrics up into configurable executive dashboards. Pick and choose which data points matter most along with scheduled reports.
EX3 ENGAGEMENT AUDIT
Recalibrate with expertise
A sensible first step that allows us to demonstrate our expertise in plain english and simple math terms. We will conduct an audit to diagnose strategy and execution gaps, identify unrealized value, and expose inefficiencies or redundancies. We analyze 3 key areas of your business that will include a complete report of findings, and a strategic recommendation outline to secure gaps, optimize efficiency and drive output. will be agnostic with no obligation
Engagement
Your programs and their value, the metrics/results, baselines, practices, standards, targets vs. performance, and the technologies in use
Tech Strategy
The HR vision, tech stack and environment, purpose towards the vision, measuring output, analytics quality, silos, and a revised map
Value Optimization
Vendor Agreements that govern engagement-based solutions are terribly unfavorable for employers. The problem is just one symptom of relying on advisors who lack expertise and proficiency with engagement or technology. We see a substantial opportunity to realize incremental value simply from auditing and right-sizing these contracts, and establishing new standards.
