Do you feel appreciated at work? With Employee Appreciation Day this week (March 6), it’s an especially good time for employers to focus on how to improve the employee experience. It’s also an opportunity for job seekers and careerists to identify ways to be the most valued candidate or team member.
Brilliant Ink, an employee engagement consultancy, identified advice to help companies improve employee experiences based on its research of Fortune 1,000 employees. CEO Liz Kelly offers the following tips for increasing employee engagement, which were drawn from the survey’s results.
1. Create accurate first impressions. Eighty-nine percent of survey respondents noted that the interview process helped them become excited about working for their company, but 23 percent felt misled by it. Those candidates who were disappointed in the interview process were unlikely to be interested in joining the organization.
“Starting off on the right foot is essential for building long-term employee engagement,” Kelly says. Companies that expect to recruit top talent must ensure they put their best efforts toward creating a favorable impression for each candidate.
For example, companies should communicate their expectations clearly, respond to inquiries (even if they are not interested in the candidate at the time) and follow up after interviews to provide updates.
Similarly, job seekers should make a good impression by learning everything necessary about the company and job, showing up for the interview prepared to discuss their qualifications and following up after the meeting with quick and professional communication.
2. Make the first day meaningful. The study shows that 92 percent of respondents feel welcomed when they start a new job, but 43 percent say their first day on the job was disorganized or confusing.
Kelly says the good news is that, “most employees give their companies high marks for making them feel welcomed on their first day on the job.” But clearly, feeling welcomed does not correlate with a clear onboarding experience.
Just as employers can step up to improve their orientations with information employees need, new workers can also make efforts to focus on what might seem like boring orientations and ask questions when they don’t understand something.
3. When onboarding, recognize that one size doesn’t fit all. The survey showed 47 percent of new employees prefer to get a big work assignment right away, but 53 percent would rather take the first three months to learn the ropes. Depending on the company culture, there may not be a lot of flexibility in this regard, but employers should be aware that they’ll likely achieve better results if they address individual needs.
At the same time, new employees should take care to research expectations about organizations ahead of time. If the company is clearly a hit-the-ground-running type of firm, and you’re an ease-in-gradually candidate, it’s not likely a good fit. In that case, consider seeking a job with a pace better suited to your work styles and preferences.
4. Companies should connect the dots between company strategy, mission and employees’ daily work. “While most employees say they’re familiar with their company’s mission and values, far fewer see a real connection between a company’s higher purpose and their daily work,” Kelly says. “Nearly 40 percent of employees say their managers have failed to connect their work to company strategy in the last six months.”
By comparison, she continues, “employees who are receiving clear communications about the link between company strategy and their daily work are more likely to be highly engaged.”
Of course, companies need to do more than post taglines on name badges to ensure their mission is getting through to their team members, but what are you doing as an employee to connect with your company’s mission? If you focus on the organization’s main “pain points,” or problems they hope to solve, and actively address those with the company’s mission in mind, you will make yourself a very valuable member of the team.
5. Show employees a path to success from the beginning. “Surprisingly, most employees don’t learn about available career paths during the interview process with a new company, and a staggering 40 percent aren’t discussing it during performance reviews, either,” Kelly says. For employees who want company stability, showcasing next steps and ways to advance is crucial.
Employees should also make it clear what skills they want to learn to be able to enhance their contributions at the organization. Keep in mind that if you present goals and plans with the company’s interest as a focus, you’re much more likely to gain buy-in from your supervisor for new experiences that make you more marketable, both in- and outside of the organization.
Miriam Salpeter, owner of Keppie Careers, is often quoted in major media outlets for her job search and social media expertise. Author of three books and a sought-after speaker and coach, she leverages her extensive background and successes to teach job seekers and entrepreneurs how to easily use social media marketing to accomplish their career and business goals. Salpeter also provides strategic advice and support regarding interviewing, résumé writing and personal branding.
More from U.S. News
The Best Team-Building Exercises
8 Important Questions to Ask a Job Interviewer — And Yourself
How to Be More Appreciated at Work originally appeared on usnews.com
