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How to Engage Throughout the Employee Journey

In the first post in this blog series, I talked about the benefits of consolidating HR programs and three steps to consolidate efficiently. Once you’ve considered how to improve the employee experience and secured executive buy-in to enhance your organization’s employee offerings, it’s time to invest in a technology system that will help reach employee engagement goals. But before we talk about the technology system that supports the employee journey, we need to talk about the employee journey itself.


The Employee Journey Has Changed

It’s no longer about the carrot and the stick when it comes to incentivizing employees. Employees want to know what the company is doing today around creating a holistic employee experience. They want a way to see what’s new, how they can get involved and be engaged at work. Engage your people throughout each stage, from attraction to retention, by blending your organization’s employee experience strategy with the flow of the modern employee journey.

It might look something like this:

  • It starts with attraction: Ensuring your organization has a positive, defined brand image for how you intend to attract talent.
  • Next is recruiting talent: Interviewing, making the offer and defining and communicating benefits.
    • Actionable ideas:
      • Offer a recognition platform that rewards behaviors such as employee referrals, ongoing education and development, coaching and exemplifying core values.
      • Tout these as value-added benefits during the recruitment process.
  • Once talent is hired, it’s about providing an optimal onboarding experience: Ensuring new hires are armed with a comprehensive employee packet and onboarding curriculum.
    • Actionable ideas:
      • Offer opportunities for social networking and getting involved with an ambassador program to foster an immediate connection with new hires.
      • Adopt a formal mentorship program to reinforce a culture of ongoing development, coaching and support.
  • After onboarding, focus on enabling people to become their best work versions of themselves through connecting with each other in a variety of ways.
    • Actionable ideas:
      • Imagine creating an environment where people are involved in cross-functional teams, volunteerism, enterprise-wide events, informal department ceremonies, creative think tanks, annual and quarterly celebrations of success…the possibilities are endless.
      • Implement a platform that rewards and reinforces these desired behaviors.
  • While enablement happens on an ongoing basis, so does development through training, coaching, job shadowing, temporary job reassignment, mentorship, development plans, performance reviews and more.
  • Once employees have been a part of the organization for a while, the next step is to implement the right tactics to ultimately retain talent. This is where the loyalty loop begins.
    • Actionable idea:
      • Integrate your employee experience platform with ways for both new and tenured employees to engage with the company and all that it offers.

It’s the employer’s job to create a holistic employee experience that is compelling and effectively communicated throughout every employee journey stage, especially during the critical periods of medium and low engagement.


Develop A Strategy That Supports the Employee Journey

Three things to consider when developing a program to support the employee journey include:

  1. Communicating effectively—It’s great that you have multiple employee programs running at your organization, but do your employees know about them and do they understand what they mean? If employees are earning incentive and recognition rewards but aren’t sure why they’re earning, then you’re losing part of your investment value. Your organization should be able to tie your employee programs to business value and results.
  2. Reinforcing positive behaviors—Many employees are motivated by receiving timely, positive feedback about their work. If employees are consistently being recognized for a job well done and receive rewards to further enhance the drive to succeed in their roles, they will likely continue to behave in ways that benefit the organization as well as their own professional growth. With a points-based program, employees can accumulate points over time to get a more meaningful experience or merchandise reward to change behavior throughout the employee journey. And that’s mutually beneficial for employer and employee.
  3. Measuring resultsTechnology that supports the employee journey should give you the ability to analyze and optimize each of your organization’s employee programs to ensure you’re getting the most ROI possible. A technology solution that is able to provide measurement and data visualization gives opportunities to identify what’s working and what’s not before throwing away an investment in the wrong programs for your people.


Related: Top-performing organizations have their own unique ways of looking at employee rewards and recognition. See the strategies that set them apart from the rest.


Invest In A System That Supports Your Strategy

You understand the employee journey, now you need a system that best supports that journey and your company objectives. Strive5: The Whole-Employee Solution works by using a single employee engagement platform to target the five key areas that affect employees’ health and wellbeing: Performance, Career, Wellness, Social and Community. Learn how Strive5 caters to holistic employee wellbeing that can transform your bottom line.

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