THE STRATEGIC HR COACH

What's Your

Employee Experience ROI?

18 questions. One clear picture of whether your employee experience strategy is actually driving business results.

This 3-minute assessment will help you evaluate how strongly your employee experience strategy connects to revenue, decision-making, leadership, and measurable business outcomes.

Every people leader in our org, not just HR, can explain, without notes, how our current staffing decisions affect revenue or output this quarter. *

HR has a standing seat in strategic and operations meetings where real business decisions get made, not a guest invite when "people stuff" comes up. *

If HR disappeared for a month, operations leaders would notice a gap in decision-making, not just a backlog of paperwork. *

We can produce, right now, a dashboard connecting turnover, engagement, or time-to-hire to actual dollars, not just headcount. *

Our last HR initiative had a measurable business outcome attached to it before we launched it, not one we backfilled after. *

The CFO trusts HR's numbers enough to put them in a board deck without double-checking them first. *

Our CEO would describe HR as a co-owner of business results, not a service department that handles "people stuff." *

HR gets consulted before a major business decision is made, not afterward to manage the fallout. *

In the last 90 days, HR proactively brought the CEO a business solution that didn't start with a people complaint. *

Every HR initiative running right now is tied, in writing, to a specific strategic business goal, not just "culture" or "morale." *

Managers across the org can name the top two business priorities HR is working to support this year. *

We've killed at least one HR program in the last year because it no longer served where the business is headed. *

We've built at least one employee experience solution this year that a manager couldn't have thrown together on their own, real IP, not a template. *

Our onboarding, feedback, or development experience was rebuilt based on employee input sometime in the last 12 months. *

We use AI or data tools to design faster, better people solutions, not just to write policies faster. *

HR spent more time this month coaching and strategizing than chasing compliance, scheduling, and paperwork. *

Our leaders would say working with HR made them a better business leader, not just a more compliant one. *

If a headhunter called our best manager tomorrow, something HR did this year is a real reason they'd stay. *

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Copyrights 2026 | The Strategic HR Coach™ | Reanette Etzler, PHR

✉ [email protected] | ✆ 530-520-5775 | Terms & Conditions

Copyrights 2026

The Strategic HR Coach™ | Terms & Conditions