build a culture that attracts top talent...build talent pools that include existing employees;...
TRANSCRIPT
KEY AREAS4 TO APPLY THE AMBASSADOR FRAMEWORK
Build a culture that attracts top talent
There is no greater way to recruit top talent than to have a workforce that wholeheartedly endorses your company to friends and their professional network. Setting up a four-part ambassador framework that caters to the modern employee’s desire for learning and development will go a long way toward creating an environment that not only makes them want to stay with your company, but also bring in their talented connections.
The Ambassador Framework
IMPACTEmployees want a clear understanding of what success looks like and how they can make a difference.
OPPORTUNITYEmployees want to learn new skills and grow within the organization.
AUTONOMYEmployees have a desire to direct their own job direction.
CONNECTIVITYEmployees want to feel a strong link to the company culture and the overall worker community.
Provide new hires with technology that lets them complete the onboarding process on their own time.
Onboarding should be a continuous event that lasts throughout the new hire’s entire first
year with the company.
Align learning with employee goals
and extend it into daily interactions.
Integrate your performance
management with L&D initiatives.
Feedback without opportunity is a waste of time.
Employees should always know how they are doing and
where they can improve. No surprises!
Feedback should come from more than just their supervisor. This lets the employee feel
connected to more levels of the organization.
Build talent pools that include existing employees; publish
open jobs to them first.
Distribute regular updates so employees
can share company initiatives.
Formalize employee referral programs and make it easy
for them to refer from their network.
Create a culture that truly drives
business objectives.
Have learners interact and collaborate with experienced peers to
solve problems faster.
Deliver an engaging learning culture while
also personalizing the process.
Acclimate new hires as quickly as possible into your organization with
introductions and interactions so they feel like they’re part
of the team.
Encourage employees to own their own
development. They’ll feel more confident in
expressing which areas they want to improve.
Give employees a central location to
manage their career mobility internally.
Start moving the accountability for
learning back to the learner with a blended
model – informal, social, classroom, mobile.
Autonomy
Onboarding Learning Performance Recruiting
Opportunity
Impact
Connectivity