We dwell in a candidate-driven job market. Because of this candidates have extra job choices to select from than ever earlier than and could be selective about which firm they work for. That’s why it’s necessary for employers to design an worker expertise – from the recruitment section by the alumni section – that pulls candidates, retains staff, and differentiates themselves from opponents.

This implies being considerate concerning the processes, instruments, and assets that go into each stage of the worker expertise. You possibly can be taught extra concerning the applied sciences that help your worker expertise in our HR Tech Engagement Stack Information.

On this submit, we stroll by suggestions for every of the necessary levels and clarify how worker recognition in key moments might help strengthen the general worker expertise.


The recruiting section is the place candidates first work together with a corporation. At this stage, it’s necessary on your future staff to have a optimistic impression of each your organization and the interviewing expertise – in any other case, you danger dropping them to the competitors. Listed here are a number of tricks to make the most of through the recruiting section:

  • Construct up a stable popularity on public websites like Glassdoor, LinkedIn, and even social media. These are the assets potential candidates will flip to whereas researching your organization and could be the primary impression they take away about your model.
  • Be overly communicative, empathetic, and respectful of every worker’s time all through the recruiting course of.
  • Spend money on instruments that can assist you to design and automate all facets of the method and interact everybody. You’ll win, maintain expertise, and make hiring a aggressive benefit.

How recognition might help: One of many advantages of getting a robust worker reward and recognition program – particularly one that provides experiential rewards – is that it’s an efficient solution to construct your exterior model. For example, let’s say one in all your staff is rewarded with a full “dinner and a Broadway present” expertise in New York Metropolis for his or her five-year anniversary at work.

They’ll doubtless take footage and publish on social media, which you’ll be able to then share in your firm profiles. Or you’ll be able to have your advertising workforce create a video of their expertise so it may possibly simply be circulated each internally and externally. Take into consideration what a robust first impression it might make if a possible candidate had been to see this superior employees expertise on the corporate’s Twitter profile – this is able to be a sign that you simply actually put money into and care about your staff.


Onboarding helps set staff up for fulfillment. Not solely this, however a optimistic onboarding expertise has been discovered to have a robust correlation with retention charges and productiveness. For example, 69% of staff are extra doubtless to stick with an organization for 3 years in the event that they skilled nice onboarding. And organizations with an ordinary onboarding course of expertise 50 p.c larger new-hire productiveness. Listed here are a number of tricks to take into account:

  • Begin onboarding earlier than the brand new rent begins. Many organizations wait till day one to start onboarding, however beginning early really helps scale back no-shows and reassures new hires that they selected an amazing employer.
  • Have frequent check-ins with new hires even after the “official” onboarding course of is over. This may assist them modify sooner and provides managers and HR a way for the way their expertise goes.
  • Use the appropriate instruments to gather invaluable knowledge about your onboarding processes. This may assist you to iterate on the method over time, and make data-driven choices to enhance the expertise for workers.

How recognition might help: An effective way to have fun new hires is with an experiential worker appreciation present through the onboarding course of. Because the first 30 days that an worker is at an organization is very correlated to attrition and retention, this window is a first-rate alternative to make a long-lasting impression.

To take it a step additional, make the reward an exercise that the brand new rent can do with their supervisor or teammate since their relationship may have an enormous impact on the worker’s job satisfaction. Or, if the worker got here in by a referral program, have the reward be an exercise for the brand new rent and whoever submitted them to allow them to have fun as buddies!


Workers may have a greater expertise if their organizations are prepared to offer alternatives for continuous progress – in spite of everything, the primary cause staff go away their corporations is because of lack of development. Serving to staff attain profession targets and giving them coaching helps them keep fulfilled and improve the probability of them staying along with your group. Right here are some things you are able to do to encourage improvement at your group:

  • Provide a studying and improvement funds for workers to faucet into for profession progress alternatives. For example, at Blueboard, we provide a use-it-or-lose-it studying and improvement funds of $1,000 per worker that can be utilized for every little thing from conferences to management teaching to Toastmasters programs.
  • Make sure that the manager-employee relationship is ready up for fulfillment. Gallup’s State of the American Supervisor report from 2015 discovered that, sooner or later of their profession, one in two staff have left their jobs to get away from their supervisor. This means the quantity of affect a supervisor has on a person’s profession trajectory. So it’s necessary to verify managers have all of the instruments, coaching, and assets they should thrive of their roles.
  • Collect worker suggestions to enhance any profession improvement packages you might have in place, whether or not it’s by one-on-one conferences or by 360 surveys.

How recognition might help

An effective way to bolster improvement efforts is to acknowledge key worker profession milestones with significant rewards, whether or not it’s for work anniversaries or the completion of a profitable mission. Experiential rewards, particularly, are an amazing type of worker recognition. In contrast to the usual present card or money bonus, experiential rewards are memorable, private, and shareable. They’re additionally confirmed to enhance worker engagement and retention charges – they usually’re efficient at serving to corporations construct significant relationships with their staff.

You too can use experiential rewards to exchange conventional studying and improvement packages, which are typically impersonal and boring. Workers are typically placed on the identical monitor, making it difficult to customise and management their future. With experiential rewards, you’ll be able to put the ability of alternative in your worker’s palms, and allow them to expertise studying in a totally new manner, exterior of the workplace.


After the mud settles and new staff develop into common previous staff, organizations should frequently take note of whether or not or not these staff are nonetheless having a great expertise. There are a lot of methods to enhance your retention charges:

  • Create a suggestions loop by strategically utilizing a efficiency administration platform. It is a nice solution to determine gaps within the worker expertise and maintain a pulse on worker sentiment. For example, you might uncover that some staff really feel they don’t have the instruments to adequately do their jobs. That may be a reasonably easy repair however make a world of distinction in worker engagement and expertise.
  • Much like the factors above, make sure that to constantly supply alternatives for profession progress. It’s additionally necessary to repeatedly consider your compensation and advantages package deal choices to retain prime expertise.

How recognition might help: Merely having a robust worker recognition program in place could make an enormous distinction by way of retention and strengthening the employment expertise. Analysis has discovered that corporations with significant rewards packages scale back annual voluntary turnover charges by 31%, which is a major distinction. When you want any steerage on methods to launch a profitable recognition program at your organization, take a look at our submit the place we share 10 suggestions for crafting an revolutionary recognition program.


Most staff will finish their expertise along with your group sooner or later. And whether or not it’s voluntary or involuntary, making that have as optimistic as potential is important to your organization’s employer branding. When a implausible worker leaves your organization, it doesn’t imply their expertise ought to be over. Boomerang staff (those who go away, however find yourself coming again) are extra widespread than you may assume, which is why it’s necessary to finish on a great be aware. Listed here are a number of tricks to take into account:

  • Conduct exit interviews. This is a chance to thank the worker for his or her contributions to the group and accumulate invaluable suggestions about what may have been improved within the worker expertise.
  • For workers who go away voluntarily, acts of goodwill (like letters of reference, LinkedIn suggestions, or farewell events) can remind staff concerning the optimistic expertise that they had and exhibit that you simply help their careers – even when it strikes past your organization.
  • A easy “how’s it going?” e-mail as soon as per 12 months or so is very efficient. It’s a pleasant solution to communicate with former staff. That manner, in the event that they resolve to come back again otherwise you resolve to succeed in out to them a few place sooner or later, you’ll nonetheless have a relationship with one another and you’ll choose up the worker expertise proper the place you left off.  

How recognition might help: Memorable recognition evokes long-term model loyalty and future worker referrals. We’ve discovered this with to be true with our personal shoppers. After each Blueboard recipient completes their expertise, reward recipients invited to take our Submit-experience Engagement Survey. Our survey revealed that the overwhelming majority of respondents have discovered that experiential rewards make them really feel extra appreciated, motivated, and have a optimistic affect on the corporate tradition. These are the varieties of long-term results that can drive each retention and an afterglow of optimistic feelings related to the corporate lengthy after an worker leaves.

As you’ll be able to see, there’s lots that goes into each stage of the worker expertise design. Nonetheless, the funding is effectively price it as a optimistic worker expertise tradition will assist you to entice, retain, and maintain extra expertise in your pipeline.

When you’re curious to be taught extra about how recognition alternatives can help your worker expertise, we’d love to attach. Be at liberty to succeed in out by way of the Request Demo button at prime to be taught extra ^^, or give us a shout within the Reside Chat window on the backside proper nook!

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