Tired of expensive employee turnover? It’s time to build an engaging culture at your workplace. Save money on advertising, recruiting, training, and more. All it takes is a solid plan to keep your employees happy.
A couple weeks ago we talked about the big picture of employee engagement. Last week we talked about the different phases in the employee life cycle. Today’s post brings those topics together to cover how employers can drive engagement in each of the 5 phases of the employee life cycle.
Building your employer brand sets your company up for success in the attraction phase. Prospective employees want to know that you’re interested in them and that you care about their experience. Here are some great ways to put your best foot forward:
Work on Your Careers Page
Your careers page on your website shows prospects who you are as a company. Create a video that showcases the best things about working for you. Feature some of your current employees and have them discuss what you want your prospects to know about your company. Let people know what your company values in an employee. If you have core values that you operate on, explain them and how they shape your culture. Show prospects the best of the engaging culture you already have, and keep working on it!
Build Your Brand on Social Media
Show people what you’re up to. Posting on social media shows your customers what’s going on, and also gives prospects the opportunity to check you out. Post about upcoming events, community involvement, employee highlights, and everyday things that make your company unique. Building your social media presence makes you more human, and that is valuable to customers as well as prospective employees.
Let Them Know You’re Hiring
A simple social media post can bring qualified candidates to your door. Your followers may have friends that are qualified for roles you’re trying to fill, and social media makes it incredibly easy to refer them.
The candidate experience in the consideration process deserves careful attention. When a candidate works with your recruiters, it serves as an indication of what it will be like working with other coworkers at your company. If it takes weeks for a recruiter to respond, if interviewers show up late or not at all, or if people are rude, candidates are much less likely to stick with the process. Put systems and processes in place to show your prospective employees what you’re all about.
Applicant Tracking System
If you deal with a large volume of applicants, invest in an applicant tracking system and train your people on it. Applicant tracking systems smooth the hiring process and reduce the opportunity for candidates to fall through the cracks.
Set an Interview Schedule
Decide on an interview process that will work for your whole organization, or as close as possible. Figure out the key players each applicant needs to interview with and train your recruiting team on it. When recruiters explain next steps at the end of each interview, it inspires confidence in the candidate throughout the process.
In this phase, give your new hires the tools they need to be successful. Investing time and effort into your employees’ success from the beginning of their tenure results in them investing time and effort back into the company. Create a road map for new employees detailing what they need to know and how they can learn it. Create a training or mentorship program to ensure they learn what’s necessary. Smart employees are great, but well-trained employees are an even stronger asset.
The engagement phase covers the majority of the employee/employer relationship. Much like a long-term romantic relationship, it’s important to focus on the “little things” to keep the spark alive.
Culture shows the attitude and personality of your company as a whole. If your company culture creates a negative environment, people won’t stick around. Create a culture that values your employees, hard work, and other important ideals. Use those values to shape your culture and determine culture fit in the consideration process.
Lack of communication signals bad news for almost any relationship. Consider whether or not your employees can communicate with you, and vice versa. Can employees voice concern or suggest improvements? Do they receive valuable feedback and communication from their colleagues, superiors and other parts of the company? Without transparency, progress and innovation become much more difficult.
Opportunities to learn and grow keep things interesting. Do your employees know their career path at your company? If they can’t see the opportunities ahead, then what are they working toward? If clarifying roles and routes to promotion isn’t feasible for your company, create opportunities for employees to get involved in projects and tasks that will challenge them.
Renewal & Referral
Create simple milestones for your employees to work toward, such as company swag or a team party. Celebrating each year of tenure can offer an opportunity for the employee to reflect on their time with the company and renew commitment to their job. Even with the most simple incentive and recognition for staying with the company, employees will work harder to reach those little milestones.
Build an incentive program around employee referrals as well. Encouraging your employees to refer their friends often creates better referrals. Referring friends requires employees to reflect on and share the best parts about working for your company, which can remind them why they like it so much. It also increases the likelihood that those referrals have a realistic perspective of the job and workplace.
Building an engaging culture requires work throughout the phases of the employee life cycle. It isn’t a “one size fits all” solution. Take some time to evaluate how your company builds and maintains your culture. When you’re ready to start improving, take it one phase at a time. Focusing on each phase individually will ensure that your touch-points with prospects and employees are all optimal for that phase of the life cycle. Good luck!