6 Matching Annotations
  1. Oct 2021
    1. Onboarding is one of our only chances to make a great first impression on employees. Training plays a large role in that experience. If someone’s just starting out at your company, and you don’t have an effective system that supports them in learning how to do their new job, they'll likely turn right back around and leave. In fact, a strong onboarding experience can boost retention by 82%.
  2. Aug 2021
    1. Your employee experience action plan Delivering a more positive experience for employees begins with diagnosis – listening to the voice of your employees frequently and consistently through the power of tools such as pulse surveys. It continues by identifying the culturally relevant workplace practices that you can build on and improve. Once that’s done, it’s time to take action:  Enable managers to design experiences consistent with your organization’s core values
      • L&D can fit into this with helping managers align / identify learning opportunities - and if learning is to be taken seriously at a company, it needs to also be a part of the companies core values
    2. What are the benefits of a positive employee experience?  The study identifies five dimensions of the Index. When employees have a positive experience in the workplace, they demonstrate a greater sense of:  Belonging – feeling part of a team, group, or organization   Purpose – understanding why one’s work matters  Achievement – a sense of accomplishment in the work that is done  Happiness – the pleasant feeling arising in and around work  Vigor – the presence of energy, enthusiasm, and excitement at work 
    1. Why is employee experience important?Designing a powerful employee experience isn’t simply a box to check for the HR team – it can also have a significant impact on many aspects of an organization. Company leaders recognize this influence, which is why nearly 80 percent of executives rate employee experience as very important or important. Below is an overview of areas that are affected by employee experience. 
      • engagement
      • recruiting
      • retention
      • bottom line
  3. May 2021
    1. It’s the idea that when employees aren’t properly trained, integrated, or managed, they are operating at less than optimal efficiency and “team debt” is accrued. Each new employee that is added without being sufficiently trained and integrated increases that debt. If unchecked, team debt can reach a point where expansion must be halted in order to address the deficiencies of the existing system.

      really like the idea of Team Debt

      this also connects a bit to the talk that Rehana gave on how adding people to a team doesn't always increase velocity.

  4. May 2020