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Culture

Exploring the Power of Employer Branding

In recent years, employer branding has emerged as the cool kid on the HR block. While some may have dismissed it as a fad or just another trend that HR and TA professionals are chasing, savvy employers understand that the world of work is evolving. Intentional employers recognize the power of branding on both the corporate and consumer sides and have strategically invested in shaping their organizational identity. Employer branding has become a strategic imperative for organizations.

 What is Employer Branding?

Employer branding is your organizational identity related to the employee experience. It’s what you become known for as a place of employment – its word on the street! While you cannot control brand outright, it can be influenced and shaped. This also enables a greater focus on honouring the brand experience throughout the entire employee lifecycle.

In a nutshell, HR used to be a combination of programs and efforts that created and supported the employee experience. Employers with foresight know this is not enough to promote memorability, identity, and ultimately, pride. Instead, they bring together these people programs, experiences, and messages, packaging them into a cohesive identity that deepens the key associations talent make with them as an employer – not leaving word on the street to chance.

Ultimately, when thinking about their brand, they are considering how to do right by their team and deliver on their people promise. It’s a win/win/win situation. Candidates gain a clearer sense of how a career with that employer can enrich their lives. Employees feel part of something. Employers spend less time educating others about who they are and how their culture is experienced.

The Importance of Employer Branding

Infographic containing information on the power of employer branding

Builds Organizational Identity

Great employer branding unifies messaging and creates a powerful organizational identity that attracts and retains talent.

Activates the Full Recruitment Funnel

Move beyond “post and pray”. #DidYouKnow that according to LinkedIn, 72% of recruiting leaders worldwide agree that employer brand significantly impacts hiring?

Supports Employee Pride

Modern employer branding turns the spotlight on the team, celebrating their efforts and providing a “window into the employee experience” that can ignite employee pride.

Communicates Differentiation & Supports a Pull Strategy

Think of employer branding like a recruiter working 24/7 to share your organizational story. Even when you and your team are sleeping, your employer brand assets can meet talent where they are and share your “why.”

Makes Hiring & Retention Easier

According to LinkedIn, organizations with a strong employer brand not only save time and money when recruiting but also experience reduced turnover.

Assists in Broadening Market Awareness

Strong employer branding efforts can help broaden talent market awareness, critical for activating the full recruitment funnel.

In conclusion, employer branding is not just a buzzword; it’s the evolution of HR and one’s people strategy. By investing in this important work, employers set the tone for how their culture is experienced and commit to honoring their people promise throughout the full employee lifecycle.

To learn more about our full-service employer branding projects and training, click here.

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HR’s Impact on the Future Workplace  

abstract image for an article on HR in 2024

Your Sneak Peek into 2024: HR’s Impact on the Future Workplace                

It’s that time of year again. You know the time of year where we pause in deep reflection and plan for the upcoming year while predicting changes in the business and people landscape. Twenty-twenty-three was a year of many moving pieces. We saw economic shifts, talent shortages in certain sectors while other industries hit the brakes on growth or even made workforce reductions.

As we step into 2024, Human Resources or People & Culture will continue its transformative journey focusing on a rapidly evolving technological landscape, a heightened interest and demand for increased well-being, finding new ways to work together that ignite connection, creativity, and alignment while considering both business need and work style preferences.

Ready to explore some critical dimensions of the employee experience in 2024 and beyond? Let’s do this!

Artificial Intelligence (AI)

Was it even a question that AI would show up on this list? Of course not. The big question on the minds of employers is how this new technology gets embedded into our workplaces. Businesses are grappling with concerns around how to utilize these incredible tools while maintaining confidentiality. There is an opportunity to help team members use their gifts and talents more fully by leveraging AI as their assistant to streamline or automate certain tasks. AI may also present feelings of insecurity amongst our teams who may worry about job stability or not knowing how to use those innovative tools.

What can HR do: Update confidentiality policies to reflect the use of AI. Train team members on how to use new tools to allow them to better utilize their time for more human-centric work.

Work style

In 2024, we will continue to see employers trying to navigate the changing workplace. For some, remote-first became a mainstay yielding rich savings from real estate costs, broadening talent pools, and supporting employee flexibility. For others, a return to the office, be that full-time or hybrid continues to be a work in progress. Many employers will continue to search for the sweet spot of how to attract and retain valued talent while also providing meaningful time together to deepen relationships, share knowledge, and harness the power of their organizational culture.

What can HR do: Speak with your team to better understand what matters to them while also considering business need. Investigate other aspects of work style beyond real estate costs including inclusion in order to remove barriers for strong representation.

Employer brand

More and more, employers are recognizing that employer brand work like consumer brand, requires ongoing attention. While some may associate employer branding with recruitment, strategic employers understand but it represents vital key associations made with them as an employer in a very crowded marketplace. In 2024, employers will continue to reflect on their employer brand, and amplify employee stories thereby helping to unite existing teams while magnetizing perspective talent.

What can HR do: HR leaders can embark on an Employee Value Proposition (EVP) development project to crystallize their “why” as well as assist them in building an employee lifecycle with intentionality. For those employers who have already develop their EVP, now is the time to reflect and update as necessary, as well as continue the ongoing work to help amplify employer brand key messages.

Not sure how to get started?

Check out Powerhouse Talent’s Brand Foundations Program that guides organizations through this critical strategic work. Powerhouse Talent also has a digital program called Land Your Brand. Learn more below.

 

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Well-being

Gone are the days of the glorified hustle culture. Savvy employers understand that employee well-being pays dividends. Did you know that burnout costs “15% to 20% of total payroll in voluntary turnover costs, on average” according to Gallup. Employee well-being comes in many forms. This may be feeling tremendous support from their manager, access to strong people programs, having realistic work expectations, taking time needed to enjoy loved ones and hobbies, etc.

What can HR do: Invest in additional training for people leaders to better support employee needs. Promote organizational people programs (EAP, medical benefits, etc.) to grow awareness. Workforce plan in a manner that creates reasonable expectations for team members. Investigate other support modalities to promote well-being such as yoga, meditation, mindfulness, workshops, etc.

Belonging

The important work of nurturing belonging in the workplace continues. Diversity comes in many forms…cultural, age, gender, abilities, etc. Representation at all levels including on leadership teams and boards requires ongoing commitment to removing barriers and deepening inclusion within our workplaces.

What can HR do: Dig into the barriers that exist today and build a plan to help remove them. Educate people leaders on inclusive leadership. Partner with Employee Resource Groups (ERGs) and community organizations to develop programing focused on lived experiences that share, enlighten, and connect team members. Amplify voices, share stories, and continue to reflect on and commit to positive progress.

Upskilling and Reskilling

The skills of today may not be the skills for tomorrow. Helping our teams evolve alongside our organizations reduces churn and preserves institutional knowledge. Hiring for learning agility will also continue to become increasingly important.

What can HR do: Help managers better understand attributes for long-term success when hiring (such as learning agility). Create knowledge transfer plans that help employees stay and evolve with the organization. Create a learning culture by promoting access to micro-learning on desired skills.

Human-Centric Leadership

In 2024 we will (hopefully) continue to see the shift away from legacy thinking of command-and-control leadership to a people-first style where accessible leadership is celebrated. This human-centric approach helps remove historical hierarchal barriers to powerful collaboration. Its philosophy is rooted in a notion that though playing different roles, we are united in our shared mission. It’s a move towards greater empathy, accessibility, inclusion, recognition, commitment to employee well-being, etc.

What can HR do: Assist in the hiring of senior leaders that embody modern leadership values. Measure against designed values on employee surveys. Hold leaders accountable for leading in a manner that is in alignment with the organization’s people philosophy. Invest in mentors and coaches for leaders to deprogram former management styles and step into the modern world of human-centric leadership. Encourage senior leaders to model behaviours that support employee well-being (taking time of for loved ones and hobbies, reasonable working hours, etc.).

 

There’s no doubt 2024 will throw us some curveballs but these fundamental dimensions of a positive employee experience will continue to be areas of development for all employers globally as we move into the coming year. Here’s to a 2024 filled with strong employee wellness, gifts and talents being fully utilized, a workforce rich and belonging, and leaders that inspire both the achievement of business objectives and a personal and professional life well lived.

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How to Build an Employee Ambassador Program

Graphic for an article on employee ambassador programs

Ever wonder how some organizations have the coolest employer branding content? There is spirit, fun, and personality…so what makes it so interesting? It’s the authenticity shared through images and video that depict the organizational energy. This can’t be manufactured. So how do they do it? Enter the employee ambassador program…

Employee ambassador programs have become increasingly popular in recent years as companies recognize the value of having their team capture the real deal. By empowering your employees to be social scouts and brand ambassadors, one is better able to provide what we like to call “a window into the employee experience”. This can ignite employee pride, connect distributed teams, and magnetize prospective talent to the organization.

Here are 8 steps to help you get started in launching your very own employee ambassador program:

1) Determine your goals

You are a busy HR/TA pro. No one has time for “busy work” that doesn’t move the needle. Before you start designing your program, define your objectives. Determine what you want to achieve by launching an employee ambassador program. Are you looking to increase brand awareness, drive engagement, grow candidate leads or increase team connection? Once you have a clear understanding of your goals, you can tailor your program to meet your specific needs.

2) Design the program

Next up is designing how the program will work. Is it an annual program where ambassadors sign up for a year term or will it be more free-flowing? How many ambassadors will your organization need? Will ambassadors submit content for curation and publication or will they also be mobilizing their networks to share the company’s story? There is not a one-size-fits-all answer here. Either approach can work. Should you wish the team to share on their social channels, will they be using their personal social handles or creating branded company ones, for example: @SeemaForXYZCompany?

Will ambassadors be trained and if so, how and by whom? How will ambassadors be selected? Will is be a sign-up process or will individuals be invited to participate (still kept voluntary)? What volume of content do you require and in what geographic locations? Will the program be enterprise-wide or business unit specific? How will you manage consent for content? These are just some of the parameters that you’ll want to think through as you design your program.

3) Select your tool/s of choice

Now it’s time to talk tools! There are several ways to collect the content. You can designate an EB lead and have content emailed in, set up a shared file and provide access to ambassadors to upload, or use a content management tool to capture content, curate, caption, and schedule all in one place! At Powerhouse, we love the simplicity of the latter.

After using Later for years, we are thrilled to be an Official Later Partner. Later is a social content scheduling tool with several other superpowers. When using Later for ambassador work, we add each ambassador as a contributor for them to have the ability to upload content into Later’s backend interface. You can also set up a custom content submission e-mail where one does not need a Later account. This works great for employee-generated content contests independent of an ambassador program. These are just a few of the reasons we love Later and are so happy to be partnering with them. Later has a ton of social platforms that it publishes to including LinkedIn, Instagram, Twitter, TikTok, Facebook, and more.

To learn more about Later, click here.

* We are a proud Later partner which means not only do we use Later but we may receive a commission from them at NO additional cost to you. Later does this as a thank you to us for helping to share their awesomeness with the world.

4) Promote the program

Now that we have our program designed and tools ready to go it’s time to spread the word. Here’s where you can unleash your creativity to design compelling posters, splash pages, and other graphics that invite your team to become an ambassador. You could even connect with your marketing department and pick their brain on suggested approaches to broaden reach and inspire employees to become an ambassador.

5) Select your ambassadors

The success of your employee ambassador program hinges on having the right people on the team and their commitment to sharing the “window into the employee experience”.  Look for employees who understand the vision of this work, want to broaden their skills, and who are committed to sharing your organization’s story.

6) Provide training and get the team pumped

To be effective ambassadors, your employees need to understand your consumer and employer brand’s key messages, values, and objectives. Providing training and resources will help your ambassadors to be confident and effective advocates for your brand. Consider creating a brand ambassador playbook or cheat sheet that outlines your program’s objectives and provides tips.

7) Shout out, recognize, and gamify

One of the best ways to incentivize your employee ambassadors is to establish a leaderboard or rewards and recognition program. By recognizing your ambassadors’ efforts, you can encourage them to continue promoting your brand. Rewards can include things like exclusive access to company events, gift cards, or other incentives.

8) Measure progress 

Like any initiative, it’s essential to measure your employee ambassador program’s success. Define what success looks like from the outset. Does it mean increased employee engagement, team recognition (as perceived by employees), content consumption in the form of impressions, candidate research (as noted by candidates, thus serving as a conversion tool), etc. Like with any program, it’s an evolution and you will need to tweak as you go.

Launching an employee ambassador program is not only a great way to kick off your employer branding efforts, but it is also a fantastic way to bring your team into this work — supporting a co-created people philosophy. This can lead to much more interesting content, employees who feel part of the journey, and a team that celebrates all sites, roles, and levels…not simply the executive ranks.  It’s time to power up your content and empower your team to share the ride internally and externally. Now go on out there and make some noise!!!


Starting an employer brand project?

Land Your Brand is more than a course, it’s an EB project toolkit!

Employer Branding course

 

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How to Build a United Culture Following a Merger and Acquisition

Image of fluid art representing the merging of organizational culture

 

If you were around in the 1970s, or love iconic retro TV, then you know from watching The Brady Bunch that coming together brings both challenge and opportunity.

When organizations blend through merger and acquisition, they face a similar setup in aligning disparate cultures, organizational traits, brand personalities, and team traditions. Unification is crucial to the health and wellbeing of an organization and it’s an opportunity to internalize and operationalize company culture—not water it down.

Here are seven ways to unify your organization’s culture post-M&A and get buy-in from employees.

  1. Start with the end in mind

Start with the end in mind and build a solid change management philosophy to support the teams coming together. Whether your organization uses ADKAR, a proprietary approach, or any other change management methodology, planning for change is critical to its success.

This work includes understanding the rationale for change and conducting an impact assessment to uncover the magnitude of the change on a multitude of levels, including individual, team, organization, industry, and beyond. People change management is a discipline that drills down into how the change may be experienced by each individual and then plans accordingly. From messaging to support, and from programs to systems, thinking through this transformative experience well in advance helps design change management programs that better prepare the organization and its people for a more thoughtful metamorphosis, while identifying change agents within the team.

  1. Employ the communication hat trick

You’ve circulated your M&A announcement to the team, now what? Be proactive in communicating the path forward to employees. Think of your strategy as what we call “the communication hat trick,” with the three goals of delivering frequent, transparent, and humanized communications. Communicating in a manner that is open and feels human resonates with our basic need for a sense of security…because we all crave connection and context, especially during times of transition. This supports retention and builds trust and connection with team members. By showing up consistently and keeping it real, you empower your team to feel part of what’s next.

  1. Uncover your organization’s DNA

Every organization has its own culture DNA—the unique factors that make it tick. In an M&A, it is vital to uncover the DNA of both organizations. This helps in understanding and supporting their different strengths and identities, while deciding how to bring them together in ways that deepen ties, build community, and foster a harmonized culture. You can help discover what makes each organization’s culture its own special unicorn by speaking with employees via focus groups. You can also use culture assessment tools to better understand the unique qualities and behaviours of each organization. As a CultureTalk Certified Partner, we see value in uncovering the distinct archetype composition of each organization and how this is experienced by the team through strengths and shadows. To learn more about the CultureTalk system and how it can support transformational change, grow organizational self-awareness, and enable greater team collaboration, visit www.powerhousetalent.ca

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  1. Co-create the path forward

Don’t go it alone! Combining two organizations is the perfect opportunity to co-create the way forward. This is not just about sitting down with leaders in boardrooms, it’s also about connecting with employees, using a diversity of perspectives to mobilize a shared identity. Getting employees involved in what the future looks like means asking them how they work best. You can do this by establishing employee committees to share the employee perspective and weigh in on program design and policy development. Employee committees are also a great way of growing fresh traditions from shared interests.

It all boils down to this: Co-creation is getting employees involved to solve pain points and create the new future state together. This makes it a golden opportunity to elevate the merged culture above and beyond the sum of its parts.

  1. Get the best of both worlds

As you fuse teams and working models, don’t fall victim to larger company conformity. This can lead to a broad, loosely defined culture that is hard to rally around. Instead, take inspiration from both organizations, remembering that unity doesn’t mean uniformity. Tap into the best practices, branded assets, operational procedures, and funtivities from each entity to design a shared future state (and some epic staff parties). This helps get employee buy-in because one culture isn’t unseating the other, so all sides feel valued and heard.

  1. Keep evolving

Unifying your organization’s culture is not a one-and-done, it’s an evolution. This means building upon lessons learned, harmonizing, and tweaking. The philosophy of co-creation is valuable on an ongoing basis and not solely during times of change. Empower your team to help create the path forward and/or enhance the existing experience. When team members are involved, not only do we naturally solve pain points more effectively, we also create natural change agents, hence supporting adoption and advocacy. The work of self-improvement is ongoing and includes our organizations.

  1. Align with your employer brand

Finally, review your employer brand messaging to ensure it represents the future of your united organization. Consider the employer brand identity of each entity and ask employees if it aligns with their experience. Now is your chance to update and fine-tune your EVP messaging, refreshing your brand not only around the merger but also in a way that reinforces authenticity. Fill your channels with the new you! Populate them with consistent messaging to deliver a brand experience reflective of your shared mission.

Blending organizations after an M&A is no small feat, but it is also an incredible opportunity to create a culture even more united than the OG. It’s a lot to execute, but you got this! And we’re here to help! If you need additional support or want to learn more about culture building after a merger, hit us up at www.powerhousetalent.ca. We are proudly a CultureTalk Certified Partner, offering culture diagnostics, leadership alignment, culture transformation, and more!


Starting an employer brand project?

Land Your Brand is more than a course, it’s an EB project toolkit!

Employer Branding course

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How to Start an HR Consulting Business

So you’re ready to venture out on your own. I bet you’re wondering what comes next. You are not alone. Around the world there are thousands of independent HR Consultants and small consultancies who have taken the very step that you’ve been fantasizing about.

Being your own boss sounds like a dream and in so many ways it is, but running a business requires strategic thinking, meticulous planning, and a high degree of resilience.

So let’s get this new business party started shall we!!!

As an entrepreneur and someone who has taken this exact step, there are many things that you will want to start thinking about as you plan this exciting venture. 

Start with some self-reflection

Why do you want to start a business? What are your business and lifestyle goals? Just as when we take a job working for somebody, we do so to enrich our overall life. The same is true for entrepreneurship. Many of us venture out to solve bigger problems and use our skills to stretch our impact beyond a single organization. Some opt to be self-employed to expand their creative freedom and/or lifestyle such as working remotely. And for many, it is all of the above. When we are clear on what we want to achieve, we’re more likely to get there.

Plan financially

Starting a business requires financial resources. Unlike full-time employment, there is no guaranteed paycheck, so having savings to support your ramp up and the funding of your business expenses is something you want to consider early on.

Consider your legal structure

From sole proprietorship to an incorporated business, there are several ways to structure your new enterprise. Each has their own unique set of pros and cons. Obtaining proper professional advice on the optimal structure early on can help mitigate risk downstream and set your business up for success.

HR Biz School - how to start an HR consultancy

Learn more here

Determining your target market and service offering 

When starting a Human Resources consultancy, one needs to decide if they will specialize or offer generalized consulting services. There are many benefits to selecting a niche and doubling down on your support and expertise for a very specific target market. This helps build recognition in market, can help with search discoverability and SEO, as well as optimize the competitive landscape.

Naming your company

Depending on your jurisdiction and legal structure, the process for naming your company can be different.  When we select a name that is very service-specific, it may limit our ability to grow and expand our service offering downstream. But there are benefits such as a strong association between your business and that particular service. It’s important to balance your long-term business goals with the benefit of increased brand recognition with that service early on.

Taxes can be taxing

Once you become a business owner, there are additional tax obligations that you’ll need to familiarize yourself with. These include sales tax for your jurisdiction, international tax obligations depending on what services you are providing and where you are providing them, as well as employer payroll obligations should you hire employees downstream.

Partners and tools for success

Next up is building a strong toolkit with the technology and partners you will need to run your business. This includes your lawyer, accountant, website, document/communication suite, and the list goes on. It’s a good idea to consider the growth of your business as you select various tools, partners, & contracts. This will allow you to scale your business with a sound infrastructure supporting your expansion.

Sales and marketing

As a Human Resources consultant, you may not have thought about business development but in order to have a thriving business, one must understand business development fundamentals, the sales cycle, as well as branding and marketing principles. This is a great time to be honest with yourself around your gifts and talents and to seek support from experts should this not be a natural ability of yours.

Build your brand

Next, it’s time to grow awareness and build your brand in the market. Being an HR expert, you have knowledge that can serve your target audience. Sharing some of that knowledge and adding value to the HR ecosystem can add just as much value to your business and increase brand equity. After all, sharing is caring!

Contracts and your first gig

It’s almost time for your first gig. Congrats! Before you get started with your new client, it’s a wise idea to have a strong contract in place that defines the scope of the engagement, as well the terms and conditions, allowing both parties to enter into the arrangement with clarity around expected outcomes. This will allow you to service your customers with greater ease and will support a high level of client satisfaction.

 

Well, there you have it HR pro, starting an HR consultancy can feel overwhelming at first but I speak from personal experience, the road of entrepreneurship has been one of the most fulfilling journeys of my life. If you’re looking for support on your entrepreneurial adventure, you may want to check out our new course HR Biz School where we share our lessons learned, dispel myths, provide clarity and tools to support an easier ramp up for you and your growing business. It’s like having a map versus wandering alone.

HR Biz School – Start & Grow Your HR Consultancy

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Get to know Powerhouse Talent. Wishing you peace, love, and meaningful careers!

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HR storytelling content saying

HR Storytelling & Employer Branding – Connect Through Content

HR storytelling content saying

Content is Queen! In the world of people and culture, one might be wondering how content is relevant to our discipline. Unlike any other time in the history of our profession, storytelling is helping to set organizations apart, providing a window into the employee experience, igniting employee pride, and magnetizing others to join the journey.

As exciting as this time is, a large gap remains in our discipline. So what is the gap? It is the knowledge gap. There are many HR pros hungry for growth, change, and advancement within our discipline and to all of those who subscribe to this philosophy, we applaud you! There is so much that we can learn from other disciplines and domains even outside the business world that we can take inspiration from to fuel our advancement. 

So understanding the time is now to double down on our efforts for progress, what can we learn about content to help better our organizations?

  1. It all begins with self-discovery

When we uncover who we are as individuals, the world opens up to us. When we discover who we are as an organization and own it, the same is true. It all begins with an employee value proposition (EVP). An EVP brings intentionality and cohesion to the full employee lifecycle helping to honour our people promise and increase the likelihood of brand recall in market. If we don’t take the time to understand who we are, how can we expect others to be invested in the mission and join the journey?

  1. Aligning content to goals

Before designing a content strategy or building any content/creative, it’s important to get clear on one’s goals both organizational business objectives as well as people and culture. The two should go hand-in-hand, as only through our people and a strong and vibrant culture can we achieve our full potential and realize our business objectives.

  1. Designing a channel strategy

Next up is developing one’s channel strategy. There are so many places to distribute content to but that doesn’t mean we need to be everywhere. By understanding our business objectives, audience, and where we would like to expand awareness to support broader workforce inclusivity, one can select the appropriate content channels. This can range from Instagram, TikTok, Facebook, Reddit, blogs, YouTube, podcasts, LinkedIn, Medium, other discipline-specific niche sites, events, and more. We don’t need to try and boil the ocean. It’s about being selective but committing fully.

  1. Keeping it real!

Let’s lose the corporate-speak and stock images. Nobody wants to consume self-serving and artificial content. Let’s instead focus on highlighting the people within the organization, celebrating their unique stories, and who they are as people beyond their job title. Let’s show up with personality and build community at work!

  1. Showing up consistently

Time to commit to the process. It takes time to see the impact of ongoing effort but don’t be fooled, we are planting seeds and below the earth, they are getting ready to sprout. The harvest will come in time through consistent effort and showing up for our audience.

The benefits of content

  1. Market awareness

Content helps tell our story beyond a single job posting on our career site or internal chatter that’s happening within the organization. It can help activate the full recruitment funnel and optimize the efforts of our recruitment team. It can help us reach under-represented populations and build a more diverse and inclusive workforce. 

  1. Employee engagement and pride

Content can ignite employee engagement and pride across geographies and remote teams. It can also serve as a form of recognition celebrating the day-to-day achievements of our talented workforce. It can build a community that deepens ties internally and helps us share our story more broadly thereby inviting others to join the mission.

  1. Recruitment and candidate research

Content is by far one of the most powerful candidate research tools. It allows for multidimensional storytelling and helps bring to life our key messages. It also rounds out the information available on our organization, giving candidates more to consume than simply employer review channels and our career site.

 

So go on out there HR pros, let’s empower our organizational storytellers, and build more than a content strategy, let’s build employee pride and share our story more broadly!

To learn more about Employer Branding, EVP development, or content strategy, hit us up at www.powerhousetalent.ca. We build award-winning employer brand strategies. Will your organization be next?

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5 Ways to Make Your New Hire the Star of their Employee Onboarding Story

Vintage typewriter for article on employee onboarding

Many of us remember our childhood story time and being read to by our parents and teachers. Storytelling has been part of how we learn, acclimatize, and relate to the world since we were young.  

As children, stories helped us learn to read and write. As adults, they allow us to share knowledge, our journeys and life experiences. And who doesn’t love a great story? So why not learn from the hero’s journey and weave this concept into the onboarding process as we welcome a new hire onto the team.  

As we can see from novels and screenplays, there are many elements to a great story. For our onboarding journey, we will focus on the hero, supporting characters, point of view, setting, and the goal.  

1) Hero 

Starting a new job can feel daunting, but it can also feel like an exciting adventure with the right support in place. Place your new hire in the starring role. View them as the hero of the story and help them learn, grow, and become as they embark of this next chapter of their career …pun intended. 

2) Supporting characters 

Next, have your new hire meet with other key players within the company or their area of business, from the leadership level to individual team members. Foster an environment rich in support with the voluntary sharing of personal stories of working at the organization or their career journey. These interactions deepen trust, accelerate rapport building, and help your new hire build relationships founded on a personal connection vs. simply a surface level meet and greet. Some employees will generously share their journey while others may prefer to start slowly but creating conditions ripe with psychological safety from the outset helps both parties connect in more meaningful ways helping to make the onboarding experience a more human one. 

3) Point of view 

With our hero (new hire) top of mind, design the onboarding experience from the perspective of what they need to know and how they would want to feel to have a successful ramp-up into the organization. Gone are the days where the company is at the center of the design process. Build an onboarding roadmap optimized for user experience not solely knowledge transfer.  

Like everything we do at Powerhouse, we recommend a co-created approach to design a process with meaning. Connect with team members to better understand their experience. From there, layer empathy into each milestone to ensure the new hire’s needs are at the forefront. 

Let’s Put the Action in Talent Attraction Strategy!

The Talent Attraction Strategy Framework Course is here!

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4) Setting 

Next up is context. Bring your new hire into the story by sharing and demonstrating the values, mission, and vision of the organization. It is important for the new team member to understand why the organization does what they do and what their value system is. Take them on a visual storytelling journey of how the organization was built and how it grew to be where it is today. Use casual images and videos but keep them unfiltered and real for authenticity and credibility. Add employee stories and experiences to demonstrate how people have grown with the organization and the value of a shared sense of purpose. This helps our new hire see how they fit into the story and empowers them to make a difference as they become part of the organization’s future success. 

5) Goal  

Like any great tale, there is a story arc. In onboarding, we are setting the stage for what’s possible. Our new hire may be the creator of the organization’s next product innovation, they may tap into new markets, or further reengineer a process, freeing up valuable capacity for even more meaningful work to be completed. Incorporating buddy systems or shadowing within the onboarding process encourages team members to work through and/or share challenges they are facing further optimizing the process for the next hire. 

While the complete hero’s journey is yet to be written, the goal of onboarding is to set this individual up for success. This means more than simply sharing processes and granting platform access. It’s about inviting the new hire into the story…celebrating its history, sharing its vision, and encouraging our hero to help write its next chapter of success. 

Great onboarding is not a nice to have, it is a business imperative. #DidYouKnow that 69% of employees are more likely to stay with a company for 3 years if they experienced great onboarding? While many organizations are investing in their EVP and employer brand strategy, it’s important not to lose sight of how we honour our people promise and deliver our brand experience. Exceptional onboarding is one critical component of doing exactly that. 

Need help standing out in a sea of sameness? We got you. Hit us up over at powerhousetalent.ca or [email protected] to learn more about our award-winning employer brand strategies. It’s time to POWER UP! 


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Eight Ways to Show Your Team Some Love on Employee Appreciation Day and Always

employee appreciation day

Did you know that March 5th is Employee Appreciation Day? While this day of recognition is a wonderful idea to show some love to your team, employee appreciation should be a year-round affair. 

Think of this day as you would Valentine’s Day. If you only show your partner you care once a year, you will likely find yourself in a hollow relationship unable to withstand the inevitable storms that we face in life. The same is true for the employment relationship. One day of cupcakes or a gift card will not make up for 364 days of under-appreciation and/or disregard for the people helping to power your organization.

For all of the people-first leaders out there, here are some ways to send some extra warm and fuzzies to the team on Employee Appreciation Day:

1) Fun work awards: Many organizations have formal award programs but does your company have an award program that is actually fun and interesting for employees? If you’re a fan of the TV show The Office, then you’ll know how meaningful the Dundies were to the team at Dunder Mifflin.  These funny and wacky award categories were both an office tradition and an opportunity for bonding on a deeper level. While the Dundies may serve as the inspiration for this tip, it is still a TV show so keep your award categories respectful. Together with your employees (remember we believe in a co-created employee experience), come up with a handful of fun informal awards. Next, create bizarre-looking trophies (physical or virtual) to honour these not-so-polished moments and see your team light up in new ways. Come up with categories that celebrate the individual uniqueness of your team and share the categories before the big day.  Have your team vote on finalists to further make this a shared experience. Embed this annual tradition within your employee experience and have your team come together to celebrate, laugh, and go down in history with their very own fun award. 

2) Pay it forward – team style: With this tip, every employee is provided a fixed dollar amount electronic gift card that they can direct to a colleague who helped them the most, supported them the most, or just made the last year more manageable. This encourages a spirit of gratitude amongst your employee population and empowers your team to be thoughtful and aware of the positive impact others have had on them.

3) Pay it forward – social good: Set a fixed dollar amount and add it to your next pay cycle. Next, encouraged the team to make a donation to a registered charity or not-for-profit organization of their choice. Better yet, check out sites like Canada Helps for charity gift cards that make doing good that much easier. Research has shown that we feel better after spending on others versus ourselves. To learn more about this and other ingredients for a thriving workplace culture, check out our book Peace, Love & Meaningful Careers.

4) Theme of the year – SWAG: Create an annual tradition of setting a theme for the year and continue this idea into Employee Appreciation Day with customized SWAG that commemorates the theme. Think back to summer camp and the song of the summer, the sweatshirts, and t-shirts that marked that moment in history forever. Rituals and traditions are an important part of building a strong workplace culture and deepening the ties that your team has with your organization.  Pair this idea of an annual theme with an awesome playlist curated by your organization. This further helps to unite your team and can also be a fun tool on the recruitment marketing front.

5) Virtual party with door prizes: While this year has been unlike any other, it has helped bring much-needed progress to the workplace.  We are now comfortable and perhaps too familiar with every video conferencing tool out there. Pick your fave and throw a virtual party! Depending on the size of your organization, this could be by department or as a broader organization. Have awesome door prizes to help celebrate the day.

6) Our team rocks (low budget fun idea) – Invite your team to sport their favourite rock or musical artist t-shirt. This is an amazing way to see the person beyond the job title. Get the team together for virtual drinks, add some door prizes, and rock Employee Appreciation Day with fun games like Name That Tune and music trivia. You will catch me proudly sporting a Grateful Dead t-shirt and keeping it real!

7) Time off – Let’s face it, your team, like the rest of the world has had a rough 12 months. Tell your team how much you love them by giving them some time for self-care. This can be done in numerous ways depending on your operational needs. Perhaps it’s a morning or afternoon off where you rotate between half your workforce being off in the morning while the other half is off in the afternoon. Let the team know that your intention for the day is for them to use this time in a way that rejuvenates them, thus recognizing all of their hard work especially over the course of the last year.

8) Gift cards with personality (thanks a latte) – When in doubt there’s the much-loved gift card. While this idea runs the risk of feeling impersonal, you can combat that by adding some personality and linking your gift card to a fun theme. 

If nothing else, be sure to take the time to extend a heartfelt thank you to each member of your team. As small as the gesture may seem, it feels great to know we are appreciated.

The logistics:

  1. Set a budget.
  2. Start the work early.
  3. Create a “care crew” made up of employee representatives to ensure you hit the mark. This is an important point for any activity you are working on within the employee lifecycle. My firm belief is that the future of the employee experience (and the here and now for progressive employers) is a co-created one. Having our team by our side as we shape the employee experience, ensures that it is meaningful, collaborative, and united in its approach. 
  4. Spread the love: Shower your team with the recognition they deserve. Now more than ever, our team needs us. Send some extra special love to your “care crew” for their support in shaping an awesome employee experience.
  5. Rinse and repeat: Every day may not be Employee Appreciation day but every day we should be showing gratitude and recognition to our team for living our values and helping to power our mission

The key to a thriving culture and an exceptional employee experience is intention. Setting a regular practice of gratitude and recognition tells your team they are valued…not one day of the year, but always. 

To learn more about a thriving workplace and sparking a cultural metamorphosis, check out our website at www.powerhousetalent.ca (Employer Brand & Employee Experience Strategy Firm).

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5 Steps For Spreading Good Vibes And Weaving Purpose Into The Employee Experience

We often hear that the recipe for true happiness and success is when your passion meets your purpose. In his book, Start with Why, Simon Sinek echoes the fact that everything you do should always have a ‘why’ behind it and should always be done with intention. If you are one of the lucky people that have found the why in your job or in your company, then you have truly hit the jackpot. Companies who prioritize and advocate for social good create a richer and more engaging employee experience.

There are several ways to weave social good into the everyday culture of an organization without it feeling like a hollow gesture. Here are 5 key ingredients to what I like to call “The Social Good Recipe”! In equal parts, blend purpose, prioritization, passion, planning, and production. And as a special bonus treat, add a sprinkle of party as you celebrate wins together.

The Social Good Recipe

1. PURPOSE – Survey your employees asking them for organizations and causes close to their heart. Provide context and ask them to consider your values, the communities you serve, and underserved sectors. Being part of the journey from the very beginning will help them feel seen, heard, and more engaged in the process. This will also give them the opportunity to reflect upon their contribution in life, both personally and professionally. When employees come together, working towards the same goal, they are bound to develop creative ways to realize that goal.

 

2. PRIORITIZATION – Select around 3 to 5 causes that align well with the fabric of your organizational culture. Prioritizing down to this level shows intentionality and brings a strong focus to your overall goal. Too many options will muddle the process and may overwhelm your employees, causing them to become disinterested.

 

3. PASSION – Create a group of social good ambassadors representative of the world around us. Next, hand over the reins to the people that make up your organization, so they can own different aspects of the process. If you are a company that is dispersed regionally or globally, it is important to select a social good ambassador in every region who then belongs to the larger group at the head office level. This helps with consistent and seamless local execution of initiatives within the respective regions, helping voices across geographies to be heard.

 

4. PLAN – Develop a plan for execution and come up with different ways to achieve your goal. When social ambassadors put their heads together and create an all-encompassing plan, it helps them become more invested at a personal level. This may sometimes mean partnering with a consulting agency that focuses on not-for-profits. Clothing/Food drives, volunteering at the local food bank or soup kitchen, participating in walks/runs, and building a home are just a few ways to make this happen. Provide flexibility for employees to be part of other causes outside of the top 3 to 5 that the organization has selected. Some organizations have woven volunteerism into the employee experience by offering days off to support community enrichment and/or philanthropic efforts to charities of their choice.

 

5. PRODUCTION – Making it happen. This part will likely be the bulk of the hands-on work. Seeking out vendors, coordinating and promoting events, and communicating key messages across the organization. Encourage employees to include their family and friends wherever they can. This will not only deepen a sense of belonging, but it will also demonstrate to your employees that you truly care about them and their families. And don’t forget to share your journey and pictures across social channels to further unite the team, deepen the meaning of the mission, and attract purpose-driven talent to the organization.

 

Last but certainly not the least, celebrate your wins (the bonus treat “P” PARTY)! Recognize employees or groups that have contributed their time and energy to serve these causes that matter. There is nothing like seeing your purpose and efforts come to life!

 

Well there you have it, social good can bring greater meaning to the employee experience and enrich your overall brand, both employer and consumer. And when your employees come along this journey with you, they become your greatest ambassadors.

 

Are you a company that is on a social good journey? This recipe might be a good one to follow so you and your employees can find that perfect blend of purpose and passion, as you enjoy every bite of success.

 

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Need help designing an employee experience that matters? Hop on over to www.powerhousetalent.ca to learn more about our award-winning employer brand strategies.

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employee engagement

Deepen Employee Engagement

Deepen employee engagement - Employee Experience Infographic

The workplace continues to change and progressive employers are deepening employee engagement by recognizing the paradigm shift that is occurring.  

You can read more about escaping legacy behaviours, sparking a cultural metamorphosis, and changing the energy of your organization in our book Peace, Love, Meaningful Careers.

Looking for support on this journey? Hit us up here or at [email protected] to learn more about our award-winning employer brand strategies and programs designed to help your organization realize its best self. 

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