Exp employee diagnosis
Skill guofu-shiqu/ux-expert-skills/skills/exp-employee-diagnosis
员工体验诊断。当客户体验问题可能源于员工侧的能力、工具、权限、信息或情绪压力时调用。From its SKILL.md
npx -y skills add guofu-shiqu/ux-expert-skills --skill exp-employee-diagnosisAssembled from the repository path, not quoted from the project. Check it against their README if it does not work.
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SKILL.md
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员工体验诊断
分析员工 JTBD、服务目标与用户期待的匹配度，评估员工体验如何传导到客户体验。
触发条件
- 客户体验问题可能源于员工侧
- 员工能力、工具、权限、信息或情绪压力有问题
- 需要分析员工体验对客户体验的影响
- 需要改善员工支持和赋能
核心能力
1. 分析员工 JTBD
理解员工的工作任务和目标：
- 员工想要完成什么任务（功能任务）
- 员工想要感受到什么（情绪任务）
- 员工想要在同事/客户眼中呈现什么（社会任务）
2. 检查服务目标匹配度
评估员工的服务目标与用户期待是否匹配：
- 员工理解的用户目标是什么
- 员工实际交付的是什么
- 差距在哪里
3. 评估支持度
从以下维度评估员工是否得到足够支持：
| 支持类型 | 检查内容 |
|---|---|
| 信息支持 | 员工是否能方便获取用户信息、产品信息、政策信息 |
| 工具支持 | 员工使用的系统/工具是否好用、高效、稳定 |
| 知识支持 | 员工是否得到足够的培训、知识库、最佳实践 |
| 权限支持 | 员工是否有足够权限快速解决用户问题 |
4. 评估情绪压力
评估员工的情绪压力和倦怠风险：
- 工作量是否合理
- 是否有情绪疏导机制
- 是否感到被支持和赋能
5. 评估协作成本
评估跨部门协作是否顺畅：
- 员工是否需要协调多个部门才能解决用户问题
- 协作流程是否清晰高效
6. 分析传导机制
分析员工体验如何传导到客户体验：
- 员工情绪 → 服务态度 → 客户感受
- 员工工具效率 → 响应速度 → 客户满意度
- 员工信息获取 → 问题解决质量 → 客户信任
输出格式：员工体验分析报告
【员工体验分析报告】
▸ 员工任务：
功能任务：[帮我...]
情绪任务：[让我感到...]
社会任务：[让我看起来...]
▸ JTBD：[员工的 JTBD]
▸ 服务目标：[员工理解的服务目标]
▸ 用户期待：[用户实际期待的是什么]
▸ 支持度评估：
信息支持：[充足/不足]，问题：[...]
工具支持：[充足/不足]，问题：[...]
知识支持：[充足/不足]，问题：[...]
权限支持：[充足/不足]，问题：[...]
▸ 情绪压力：[高/中/低]，问题：[...]
▸ 协作成本：[高/中/低]，问题：[...]
▸ 对客户体验的影响：
[员工体验问题如何传导到客户体验]
▸ 改善机会：
1. [...]
2. [...]
...
使用方法
当客户体验问题可能源于员工侧时，调用本 skill 进行员工体验诊断，找出根本原并提供改善方向。
What ships with it
Read from the repository
Just SKILL.md. No reference files, no scripts.
Gives 0 of the 12 instructions most hr recruiting skills give in ~1.1k tokens
Counted across 356 of the 357 authors here whose files we hold, read 2026-08-07
- Quantify achievements with specific metricsin 14 of 356, across 6 files
- Keep the resume under two pagesin 14 of 356, across 6 files
- Request the full job description if not providedin 12 of 356, across 4 files
- Extract keywords and prioritize job requirementsin 12 of 356, across 4 files
- Stop and ask for clarification if required inputs are missingin 12 of 356, across 5 files
- Map candidate experience to job requirementsin 11 of 356, across 3 files
- Ask if the user wants adjustmentsin 11 of 356, across 3 files
- Provide strengths and gap analysis after the resumein 10 of 356, across 2 files
- Request candidate background details if not providedin 10 of 356, across 2 files
- Format experience bullets as action verb plus resultin 10 of 356, across 2 files
- Ask for missing inputs before startingin 10 of 356, across 9 files
- Use exact job description terminologyin 9 of 356, across 1 file
Said here and by no other author read
- analyze employee jobs-to-be-done
- evaluate service goal and user expectation alignment
- evaluate employee support across four dimensions
- assess emotional pressure and burnout risk
- evaluate cross-department collaboration costs
- analyze employee-to-customer experience transmission
Grouped from the skills themselves: near-identical wordings counted once, and counted by distinct author, so one author publishing three of these counts once. Length counted with cl100k_base; the agent that loads this file may tokenize it differently.