Why GapTalk?

GapTalk ™ comes from a persistent pattern I’ve seen in organizations: employers often intend one experience, but employees live another. Leaders often aim to do the right work, however, intention doesn’t always translate into experience.

GapTalk ™ is about naming that gap and creating space to listen and talk honestly about what’s happening, and use those insights to shape better employee experiences. It’s where I share the work, thinking, and conversations that focus on closing the distance between intent and experience.

That belief shapes everything you’ll see below.

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My Work Sits at the Intersection of Strategy, Culture, and Execution

My background spans global enterprise, public sector, and high-growth environments, including frontline-heavy organizations where culture, engagement, and operational outcomes are tightly linked.

Across complex environments, I help leaders connect experience work to real outcomes and sustained execution.

What experience are we intentionally creating for employees, and where is it breaking down?
How does recognition, listening, performance, and development reinforce the same behaviors, instead of competing with one another?
How do we move from employee “initiatives” to a coherent experience employees can actually feel?

I bring structure where things feel fragmented, clarity where roles and ownership are unclear, and momentum where good ideas have stalled.

What I Do

I partner with organizations to design and strengthen employee experience across the full lifecycle, including:

Employee Experience Strategy & Frameworks
Defining a clear, shared EX vision and structure that aligns people programs to business outcomes.
Culture of Recognition Strategy
Designing recognition ecosystems that reinforce values, leadership behaviors, and meaningful contribution, not just participation.
Employee Listening & Engagement Strategy
Helping organizations move beyond surveys as a one-time event to an ongoing, credible listening system that drives action.
Employee Journey Mapping
Mapping real employee journeys across hiring, onboarding, development, performance, and exit to identify friction points, equity gaps, and opportunities for impact.
Lifecycle Experience Design
Connecting moments that are often designed in isolation so employees experience consistency, fairness, and purpose over time.

How I Approach the Work

I don’t believe in one-size-fits-all frameworks or “best practices” applied without context. My approach is:

Grounded in reality, not theory
I design with operational constraints, frontline realities, and leadership capacity in mind.
System-level, not siloed
Recognition, engagement, performance, and development should reinforce each other, not compete for attention.
Practical and implementable
Strategy matters, but only if it can be sustained by the teams responsible for delivering it.
Built for trust
Employees quickly recognize when experience efforts are performative. Credibility is foundational to everything I design.

Who I Typically Work With

I’m most impactful when organizations want clarity, consistency, and follow-through, not just another program launch.

While some of my roles have carried program-based titles, the scope of my work has consistently operated at a strategic partner level, shaping experience, culture, and organizational decisions.

If an organization is doing a lot for employees but struggling to see consistent impact, that’s usually a strong signal it’s time to invest in dedicated employee experience leader.

Why This Work Matters

Employee experience isn’t about perks or messaging. It’s about how clearly people understand expectations, how fairly they feel treated, how often their contributions are recognized, and whether leadership actions align with stated values. When experience is intentional and connected:

Employees trust leadership more
Recognition reinforces the right behaviors
Engagement data becomes actionable
Culture shows up in daily decisions, not just presentations

GapTalk™

Why GapTalk?

Jeanette Dunbar

My Work Sits at the Intersection of Strategy, Culture, and Execution

What I Do

How I Approach the Work

Who I Typically Work With

Why This Work Matters

How employees experience work is what I care deeply about, and the work I help organizations move toward. It starts with listening, and talking honestly together about the gap between employee experience and employer intent.

View My Portfolio

GapTalk™

Why GapTalk?

Jeanette Dunbar

My Work Sits at the Intersection of Strategy, Culture, and Execution

What I Do

How I Approach the Work

Who I Typically Work With

Why This Work Matters

How employees experience work is what I care deeply about, and the work I help organizations move toward. It starts with listening, and talking honestly together about the gap between employee experience and employer intent.

View My Portfolio

Connect With Me

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