You’re stunned. Your top employee just filed their two week’s notice.
“What happened? I thought they loved working here.”
Most organizations react the same. They don’t know where the chasm started or how deep it went…
Until it was too late.
There are moments – big and small – that impact your employees’ perception of your company. You have to pay special attention to each and every one to make sure they …
- Are engaged in their work
- Care about your mission and vision
- Would even refer you new employees
These 3 moments can make or break their employee experience:
1. The hiring process
Just like in life, love doesn’t happen at first sight. (Did I say that aloud? 😬*)*
Your employees first heard about you years before applying for an open job. This is why your marketing team says brand is important.
Your impression on potential talent has already begun. Make sure your job posting, interviews and communications accurately reflect your culture and brand.
If your hiring process is fast, well-communicated and personal, talent will flock to your organization.
But if it’s disorganized, your top prospects will walk away without so much as an email to you.
The impact of a poor hiring process is immeasurable. Missing out on great talent consistently can bring your company to ashes.
So here are 3 tips to upgrade your recruitment strategy to leave a lasting impact on candidates (and potential new employees):
- Speed up the interview process
- Communicate clearly, quickly and consistently
- Get constructive feedback from candidates and new hires
2. Day 1 on the job
You finally secured your high-value employee. Woop woop!
Hate to break it to you, but the party has to stop at some point.
What do you do now?
If you’re like most organizations, you just pass new employees a handbook and say, “Hey congrats – or whatever. This is your job now.”
So much for a dream job.
If you want to instill a sense of belonging and purpose, a handbook and company t-shirt aren’t enough.
Your onboarding process needs to be an interactive, two-way experience that gives them an opportunity to get to know your company and why.
- Clear instructions and expectations
- Thorough introduction to your company, team and culture
- Chance to share who they are, what they bring to the table and what they want to accomplish while an employee
Today marks the beginning of the new hire’s relationship with your company. Make them feel comfortable, welcomed and supported, so they give you the care, attention and dedication you expect of them.
3. 1:1 meetings (not “performance evaluations”)
Employee expectations have changed. The Great Resignation showed us they’re in control.
They want a more meaningful job, work-life balance and a healthy culture. Case in point: Deeper manager-employee relationships…
73% of Gen Z says they’re more motivated to do great work if their manager personally cares about them.
What used to be an infrequent, formal opportunity for the employee and their manager to discuss the employee’s performance, strengths, and areas for improvement – has changed.
Annual performance reviews are out. Continual 1:1 meetings are in.
You can help your employees understand what they’re doing well and what they need to work on, and support them in their career development.
Regular, informal, constructive one-on-one conversations have replaced them.
With these changing dynamics, organizations (including your competitors) have adapted.
Don’t get left in the dust.
Which of these 3 moments have you really nailed with your employees? Can you improve any of them?
If you need support, Collabo XD is here for you. We’ve helped complex organizations like the Red Cross, Indiana University and Cummins improve their employee experiences and retain key employees.
Contact us here.