Joey Coleman, world's leading expert on employee experience, shares practical strategies for recruiting, onboarding, and retaining employees. The podcast delves into the link between customer experience and employee experience, assessing talent, improving game days, balancing legal requirements, affirming job acceptance, creating powerful stories for new hires, and adopting employees.
Creating a positive and engaging employee experience is crucial for retaining top talent, emphasizing the importance of cultural fit and personalized gestures.
Understanding and addressing new hires' doubts and hesitation through personalized welcomes and recognition can enhance their motivation and sense of value.
Personalized onboarding activities and experiences that align with company culture and values foster emotional connections, while virtual team activities and care packages help remote employees feel included.
Deep dives
Creating an Engaging Employee Experience
Employers should prioritize creating a positive and engaging employee experience to retain top talent. This includes acknowledging new hires' doubts and hiring for cultural fit rather than just skill set. Companies can make the job acceptance process more emotional and welcoming, such as sending personalized video messages or creative job offer letters. On the first day, companies can make a lasting impression by allowing employees to contribute immediately, whether it's by pushing code, personalizing their workspace, or creating memorable experiences. For remote or hybrid teams, companies can still foster connections through virtual team activities or sending care packages that allow employees to feel part of the team.
Acknowledging New Hires' Doubts
Understanding and addressing new hires' doubts and hesitation is crucial for retention. By being aware of new hires' potential hires' remorse, companies can take steps to reaffirm their decision. This includes recognizing their value, highlighting the reasons for their selection, and emphasizing excitement about their joining the team. Simple gestures like personalized welcome messages or video calls can go a long way in making new hires feel valued and motivated from day one.
Personalizing the Onboarding Process
The onboarding process should be personalized and aimed at creating a sense of belonging and purpose. By incorporating activities or experiences that align with the company culture and values, employers can deepen the emotional connection with new hires. Examples include sending personalized welcome packages or organizing virtual team activities to foster engagement and build relationships. Customized mementos or keepsakes, like mugs with pictures of team members, can create lasting memories and a sense of camaraderie.
Building Connections in Remote or Hybrid Work Environments
In remote or hybrid work settings, companies must proactively foster connections and ensure remote employees feel included. This involves leveraging technology tools to facilitate virtual introductions, team meetings, and collaborative projects. Care packages with team merchandise or personalized items can be sent to remote employees to enhance their sense of belonging. By creating opportunities for virtual socialization and regular check-ins, companies can help remote employees acclimate to the team and reduce feelings of isolation.
Teaching the Game of Business at Ablet Fine Cleaners and Tailors
Ablet Fine Cleaners and Tailors, a dry cleaning business in Santa Barbara, teaches its employees the game of business to engage them in the success of the company. By understanding how the company makes money and the importance of operational details, the employees become more invested in the business. This approach is particularly effective for businesses with thin profit margins, like Ablet, where attention to operational excellence is crucial for success.
Creating a Future Org Chart at Well-Oiled Operations
Well-Oiled Operations, a Wisconsin-based company, solved the problem of employees not seeing a clear path forward for their career at the organization by creating a future org chart. This annual organizational chart is shared with the entire team, showing what the business plans to look like three years from now. By clearly outlining future opportunities, employees can envision their role and the growth potential within the company. This approach enhances employee engagement and reduces turnover by providing a sense of stability and opportunities for advancement.
Joey Coleman, one of the world's leading experts on employee experience, reveals practical strategies that will teach you exactly how to recruit top talent, bring them onboard successfully, and keep them engaged while they produce remarkable results for years to come.
Finding and keeping quality employees is one of the greatest challenges facing businesses today. With more people quitting their jobs each month than ever before and employees demanding flexibility, freedom, and advancement, companies are struggling to build a foundation with new hires that leads to long-term commitment. To effectively combat the hiring crisis and remain competitive, business owners and managers must design an employee experience program that begins on day one.
In this long-form interview, host David Millay and guest Joey unpack Joey's frameworks for retaining employees. Together, they highlight stories and principles in Joey's new book, Never Lose an Employee Again.
----- 00:00 Introduction 6:00 Link between Customer Experience and Employee Experience 10:30 Joey's Framework for Employee Retention 13:20 All Seven Phases Overview 20:30 Phase 1: Assess 17:40 Phase 2: Accept 35:40 Phase 3: Affirm 42:20 Phase 4: Activate 47:40 Phase 5: Acclimate 55:00 Phase 6: Accomplish 1:00:00 Phase 7: Adopt 1:11:00 Phase 8: Advocate 1:14:00 Follow Joey, Get in Touch, Buy the Book
