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1. Real Ways to Rock Your
Employee Experience
Mike Bensi,
Founder – Bensi & Company

2. AGENDA
● The core components of a strong employee
experience.
● Over 50 different tactics you can implement to
grow your employee experience and be a
differentiator from others.
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3. In 2016, Deloitte found that 85% of
executives believe that
engagement was a top priority.
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4. 4
There Is Now A Job For Everyone

7. Stages to Build Employee
Commitment
REACH
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DISCOVERY BOND PREPARE ADVOCACY

8. Stages to Build Employee
Commitment
REACH
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9. 9
THE FRATERNITY EXECUTIVES ASSOCIATION 2018 ANNUAL MEETING
The Process

10. Build your job posting
to describe what a
typical day looks like as
well as goals/
expectations for first six
months.
#1
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11. #2
Remove unnecessary
constraints from the
job description.
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12. Stop saying “We’ll keep
your information on file and
will contact you if we have
future openings.” #3
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13. #4
At least one time per week, share community
efforts, internal events, and even customer
interactions within social media channels.

14. Put yourself out there by
speaking, blogging, or
driving for Uber.
#5
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15. Host an open
house at your
office.
#6

16. #7
Post job openings
internally before they
are posted externally.
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17. #8
Make it super easy
and simple to apply
for “critical to hire”
jobs.
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18. #9
Follow up to someone,
especially an employee,
who makes an
introduction for a
referral.
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19. Stages to Build Employee
Commitment
REACH
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● Network and partnerships
● Email marketing
● Social media visuals
● Referral marketing

20. Stages to Build Employee
Commitment
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DISCOVERY

21. New hires are 58% more likely to be at the
same company three years later when
structured onboarding is completed.
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22. Invite the new hire to the
office before they start to
be introduced your team.
#10
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23. Offer your new hires a
“gap week” before
their first day.
#11

24. Send an itinerary for
the first day - and even
the first week - before
the new hire starts. #12
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25. Provide lunch on the first
day with their manager
and/or people within the
company the employee
will be working with
frequently.
#13
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26. Send an email with the
new hire’s biography,
photograph, position, and
start date to the rest of the
company before their first
day.
#14
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27. Prepare for the first day
by having their desk
ready, computer set up,
and business cards
printed.
#15

28. Celebrate a new hire’s
arrival with a “happy hour”
their first week to get the
them introduced to the
whole company.
#16
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29. Have the manager hold a
1:1 meeting during the
employee’s first week.
#17
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30. Create a new employee
“buddy” program that
pairs them with current
employees.
#18
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31. Prioritize what is
necessary for the first day
- then spread out the
remainder over the next
30-90 days.
#19
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32. Provide a resource sheet
on common resources
(people, etc.) are for tasks
the employee will be
asked to complete.
#20
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33. Provide a role overview of
all the different
departments to new
employees.
#21
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34. Let the new employee
know how you’d like them
to communicate with you. #22
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35. Allow the employee to
share information about
themself. #23
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36. Stages to Build Employee
Commitment
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DISCOVERY
● Small things matter
● Make it a process
● Provide equal time for you and the
new hire
● Allow time to win early

37. Stages to Build Employee
Commitment
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BOND

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39. Have your CEO write
three thank you notes
each month and send
them to the employees’
family members.
#24

40. Implement a “struggle
box” to allow employees
to share what they need
from the organization to
remove a challenge or
struggle they have in
their role.
#25
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41. Solicit internal volunteers to organize small
community service activities throughout the year to
strengthen relationships and add an enjoyable social
dimension to work.
#26

42. Send a newsletter to all
employees one time per
month that addresses
external news, as well as
internal happenings.
#27
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43. Establish a frequent
employee survey that
asks for feedback in key
areas of your business.
#28
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44. Follow up with at least
one action item from the
survey and communicate
the result with all team
members.
#29
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45. Start each day breathing
together as a group to
bring a focus towards
mindfulness, teamwork,
and well-being.
#30
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46. Hold meetings with the
purpose to share stories that
reflect commonly held
values to keep everyone
focused and engaged on the
organization’s mission.
#31
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47. Celebrate milestones,
including anniversaries
and birthdays, with your
employees.
#32

48. Provide at least quarterly
state of the company
addresses to keep
employees updated.
#33
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49. Unsure of what employees
want as benefits? Ask them! #34
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50. Stages to Build Employee
Commitment
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BOND
● Communicate more than you need to
● Ask for feedback more than you want
to hear
● Take action on the feedback you hear

51. Stages to Build Employee
Commitment
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PREPARE

53. Focus on the strengths of
your employees instead of
their weaknesses. #35
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54. Remove ratings from your
performance reviews.
#36
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55. Start a book club.
#37
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56. Create frequent “stand up”
meetings to find shadowing
opportunities, stretch
assignments, and other
learning opportunities
throughout the
organization.
#38
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57. Establish a mentor program
that includes internal and
external leaders to support
their career development.
#39
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58. Allow employees to have
flexible schedules to be
able to work at times when
they are most productive.
#40
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59. Expand your professional
development offerings to
include continued
education, conferences
and trainings, and
coaching.
#41
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60. Create bi-weekly 1:1
meetings for managers
to touch base with their
employees
#42

61. 1:1 Meeting Agenda
Employees discuss issues and items they are
interested in.
Manager will ask for updates on projects or other
questions that might be on the front of their mind
without making it about them.
Focus on the future together. This can be to
provide feedback.
FIRST
10 MIN
NEXT
10 MIN
FINAL
10 MIN
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62. Encourage employees
to create the agenda
ahead of their 1:1
meeting. And then have
the employee follow up
with next steps via
email.
#43
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63. Allow employees to own
the performance process
and goal setting. #44
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64. Recognize when
employees go above and
beyond, or are successful
in an area in which they are
inexperienced.
#45
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65. As a leader, ask employees,
“What’s one thing I can do to
make your experience
better?”
#46
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66. Stages to Build Employee
Commitment
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PREPARE
● Employees own the conversation
● Share clarity of the path
● Make it a journey versus a destination
● Go beyond the office
● Create comfort with failure

67. Stages to Build Employee
Commitment
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ADVOCACY

68. Create an “inboarding”
process that mirrors your
onboarding process. #47
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69. Hold small events/get
togethers to celebrate new
parents or other personal
milestones.
#48
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70. Build a clear process to
transition employees that
has the same basic items
for all employees.
#49
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71. Provide a going away or
thank you gift that is
unique to that
individual.
#50

72. Allow retirees to transition
out with a reduced work
schedule or alternative
role/focus.
#51
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73. Internally
communicate a
promotion or transition
that comes from the
employee’s manager.
#52
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74. If possible during the
transition period, have
the outgoing
employee train the
new employee.
#53
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75. Stages to Build Employee
Commitment
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ADVOCACY
● Inboarding opportunities
● Transitioning employees
● Communicating to others

76. REACH
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CONVERT BOND PREPARE ADVOCACY
Which aspects present the biggest
leverage points for you this year?

77. Mike Bensi
Founder
CONTACT
Facebook.com/mikebensi
@mjbensi
317-397-1217
mbensi@mikebensi.com
linkedin.com/mikebensi
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