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Mhtkk real ways_to_rock_your_employee_experience

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Mhtkk real ways_to_rock_your_employee_experience

  1. 1. Real Ways to Rock Your Employee Experience Mike Bensi, Founder – Bensi & Company
  2. 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. 2
  3. 3. In 2016, Deloitte found that 85% of executives believe that engagement was a top priority. 3
  4. 4. 4 There Is Now A Job For Everyone
  5. 5. Stages to Build Employee Commitment REACH 7 DISCOVERY BOND PREPARE ADVOCACY
  6. 6. Stages to Build Employee Commitment REACH 8
  7. 7. 9 THE FRATERNITY EXECUTIVES ASSOCIATION 2018 ANNUAL MEETING The Process
  8. 8. Build your job posting to describe what a typical day looks like as well as goals/ expectations for first six months. #1 10
  9. 9. #2 Remove unnecessary constraints from the job description. 11
  10. 10. Stop saying “We’ll keep your information on file and will contact you if we have future openings.” #3 12
  11. 11. #4 At least one time per week, share community efforts, internal events, and even customer interactions within social media channels.
  12. 12. Put yourself out there by speaking, blogging, or driving for Uber. #5 14
  13. 13. Host an open house at your office. #6
  14. 14. #7 Post job openings internally before they are posted externally. 16
  15. 15. #8 Make it super easy and simple to apply for “critical to hire” jobs. 17
  16. 16. #9 Follow up to someone, especially an employee, who makes an introduction for a referral. 18
  17. 17. Stages to Build Employee Commitment REACH 19 ● Network and partnerships ● Email marketing ● Social media visuals ● Referral marketing
  18. 18. Stages to Build Employee Commitment 20 DISCOVERY
  19. 19. New hires are 58% more likely to be at the same company three years later when structured onboarding is completed. 21
  20. 20. Invite the new hire to the office before they start to be introduced your team. #10 22
  21. 21. Offer your new hires a “gap week” before their first day. #11
  22. 22. Send an itinerary for the first day - and even the first week - before the new hire starts. #12 24
  23. 23. Provide lunch on the first day with their manager and/or people within the company the employee will be working with frequently. #13 25
  24. 24. 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 26
  25. 25. Prepare for the first day by having their desk ready, computer set up, and business cards printed. #15
  26. 26. Celebrate a new hire’s arrival with a “happy hour” their first week to get the them introduced to the whole company. #16 28
  27. 27. Have the manager hold a 1:1 meeting during the employee’s first week. #17 29
  28. 28. Create a new employee “buddy” program that pairs them with current employees. #18 30
  29. 29. Prioritize what is necessary for the first day - then spread out the remainder over the next 30-90 days. #19 31
  30. 30. Provide a resource sheet on common resources (people, etc.) are for tasks the employee will be asked to complete. #20 32
  31. 31. Provide a role overview of all the different departments to new employees. #21 33
  32. 32. Let the new employee know how you’d like them to communicate with you. #22 34
  33. 33. Allow the employee to share information about themself. #23 35
  34. 34. Stages to Build Employee Commitment 36 DISCOVERY ● Small things matter ● Make it a process ● Provide equal time for you and the new hire ● Allow time to win early
  35. 35. Stages to Build Employee Commitment 37 BOND
  36. 36. 38
  37. 37. Have your CEO write three thank you notes each month and send them to the employees’ family members. #24
  38. 38. 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 40
  39. 39. Solicit internal volunteers to organize small community service activities throughout the year to strengthen relationships and add an enjoyable social dimension to work. #26
  40. 40. Send a newsletter to all employees one time per month that addresses external news, as well as internal happenings. #27 42
  41. 41. Establish a frequent employee survey that asks for feedback in key areas of your business. #28 43
  42. 42. Follow up with at least one action item from the survey and communicate the result with all team members. #29 44
  43. 43. Start each day breathing together as a group to bring a focus towards mindfulness, teamwork, and well-being. #30 45
  44. 44. 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 46
  45. 45. Celebrate milestones, including anniversaries and birthdays, with your employees. #32
  46. 46. Provide at least quarterly state of the company addresses to keep employees updated. #33 48
  47. 47. Unsure of what employees want as benefits? Ask them! #34 49
  48. 48. Stages to Build Employee Commitment 50 BOND ● Communicate more than you need to ● Ask for feedback more than you want to hear ● Take action on the feedback you hear
  49. 49. Stages to Build Employee Commitment 51 PREPARE
  50. 50. Focus on the strengths of your employees instead of their weaknesses. #35 53
  51. 51. Remove ratings from your performance reviews. #36 54
  52. 52. Start a book club. #37 55
  53. 53. Create frequent “stand up” meetings to find shadowing opportunities, stretch assignments, and other learning opportunities throughout the organization. #38 56
  54. 54. Establish a mentor program that includes internal and external leaders to support their career development. #39 57
  55. 55. Allow employees to have flexible schedules to be able to work at times when they are most productive. #40 58
  56. 56. Expand your professional development offerings to include continued education, conferences and trainings, and coaching. #41 59
  57. 57. Create bi-weekly 1:1 meetings for managers to touch base with their employees #42
  58. 58. 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 61
  59. 59. 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 62
  60. 60. Allow employees to own the performance process and goal setting. #44 63
  61. 61. Recognize when employees go above and beyond, or are successful in an area in which they are inexperienced. #45 64
  62. 62. As a leader, ask employees, “What’s one thing I can do to make your experience better?” #46 65
  63. 63. Stages to Build Employee Commitment 66 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
  64. 64. Stages to Build Employee Commitment 67 ADVOCACY
  65. 65. Create an “inboarding” process that mirrors your onboarding process. #47 68
  66. 66. Hold small events/get togethers to celebrate new parents or other personal milestones. #48 69
  67. 67. Build a clear process to transition employees that has the same basic items for all employees. #49 70
  68. 68. Provide a going away or thank you gift that is unique to that individual. #50
  69. 69. Allow retirees to transition out with a reduced work schedule or alternative role/focus. #51 72
  70. 70. Internally communicate a promotion or transition that comes from the employee’s manager. #52 73
  71. 71. If possible during the transition period, have the outgoing employee train the new employee. #53 74
  72. 72. Stages to Build Employee Commitment 75 ADVOCACY ● Inboarding opportunities ● Transitioning employees ● Communicating to others
  73. 73. REACH 76 CONVERT BOND PREPARE ADVOCACY Which aspects present the biggest leverage points for you this year?
  74. 74. Mike Bensi Founder CONTACT Facebook.com/mikebensi @mjbensi 317-397-1217 mbensi@mikebensi.com linkedin.com/mikebensi 77

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