Employee engagement happens through lots of small touches throughout the employee lifecycle. Learn to Scale prides itself on its library of tactics, experience, and insights on the employee experience to achieve unusually effective employee retention in organizations that want to scale.

Here are the Learn to Scale Best Practices from the Employee Engagement Assessment:

Onboarding Best Practices

• The first person that a new hire meets knows it's the new employee's first day and gives them directions, either physically to their desk or to their first task of the day

• A new hire would have all their materials waiting for them: configured computer, welcome letter, swag/apparel, and physical desk (if in an office)

• A new hire would receive a well-designed and clear 30-60-90 that details who they will meet, what they are to do, and avenues to find more information for their first three months

• Their manager would personally meet with the new hire and introduce the individual to the office and team

• There would be a delightful and structured onboarding that the employee would attend in their first two days

• At the end of the day, the new hire would be able to articulate how they are getting paid or the next steps in getting paid

Management Best Practices

• New managers undergo a new manager training program regardless of their prior experience

• Managers are systematically offered access to support groups of other managers, either within the organization or externally

• Managers are systematically offered learning in the form of workshops, panels, training programs, or literature to improve their management skills

• Managers undergo periodic 360 reviews AND receive coaching afterwards as to how to take action on the feedback

• Managers are praised and rewarded on their ability to manage others

Career Best Practices

• Employees are supported either financially or systematically encouraged through the organizational culture to learn skills and knowledge outside their immediate area of responsibility

• Employees can visualize "their next step" at your organization in a management capacity or as an expert individual contributor

• Leadership makes significant efforts to connect and be available to all areas of the organization for mentorship or to provide career advice

• A strategic vision for the organization is regularly shared with the entire organization in a way that employees can connect their day-to-day work with that vision

• Recruiters are incentivized to hire internally and managers broadly support interdepartmental hiring

• Employees can easily identify other employees who look/think like them, such as through employee resource groups, diverse executive leadership, or recognition programs
  
  

What’s next?

If that survey made you uncomfortable with the state of employee engagement at your organization

An assessment that clarifies your biggest problems and pathways to solving it sounds right up your alley. Set up a chat to learn more.