How Full-Cycle Recruiting Can Improve Your Recruitment Process

Job vacancies can cost a company an average of $500 per day.

Companies can save money, improve the quality of their hires, eliminate communication gaps, and increase accountability during the recruitment process by implementing a full-cycle recruitment strategy.

The full-cycle recruitment process is managed by a single full-cycle recruiter or full-cycle recruiting agency.

Full-Cycle Recruiting Process

The full-cycle recruiting process includes six stages: preparing, sourcing, screening, selecting, hiring, and onboarding.

Preparing

The first stage of the full-cycle recruiting process is the preparing stage. A recruiter will begin this stage by working with a hiring manager to identify a hiring need and create a persona — a fictionalized profile of your company's ideal candidate.

During the next step of the preparing stage, the recruiter and hiring manager will determine how much compensation a candidate will be offered. This information will be used to create a job posting that includes an overview of the role, responsibilities, salary range, benefits, and information about the company.

Sourcing

After creating a persona and job posting, a recruiter will use word-of-mouth, internal recruiting, employee referrals, social media, job boards, or career websites such as LinkedIn and Glassdoor to find jobseekers that fit the ideal candidate persona.

Screening

After finding potential candidates, a recruiter will carefully review applicants' resumes and cover letters with the help of HR software. Then, the recruiter will perform a phone screen or on-demand interview.

For most talent acquisition leaders, resume screening is the most time-consuming and challenging part of recruitment.

Selecting

After screening and shortlisting candidates, the recruiter will determine which candidate is the best fit for the role by conducting face-to-face or virtual interviews.

A recruiter will ask candidates in-depth questions to learn more about their professional background and qualifications during a face-to-face interview. The recruiter may also have candidates complete writing assignments or a series of tasks to prove they are a good choice for the position.

Once the recruiter selects the best candidate, they will check the candidate's references or order a background check.

Hiring

The hiring stage is the most important of the process.

After choosing the best candidate for the role, the recruiter will contact the candidate with an official job offer and may have to negotiate the terms of the offer. The candidate may feel more comfortable receiving a job offer from the full-cycle recruiter rather than the hiring manager because the recruiter has been the candidate's primary contact throughout the hiring process.

Onboarding

The final stage of the full-cycle recruiting process is the onboarding stage. During the onboarding stage of the process, a hire is integrated into the company. The full-cycle recruiter will familiarize the new hire with the company culture and team members using a welcoming orientation or introductory path.

1. Identify the ideal candidate for the role.

A candidate persona is a description of your ideal applicant. Creating a candidate persona will help your recruiter choose the best applicant for the role by honing in on the criteria that your ideal candidate should meet.

To create a persona, start by asking yourself questions about your ideal candidate to identify their skills, qualifications, experience, education, and background. For example, what industry do they currently work in? Do they hold the role that you are hiring for? What are their professional goals? What work environment do they thrive in?

Once you have answered the questions, interview managers at your business who would oversee your ideal candidate and ask about the skills that would help employees thrive in the role. Use the managers’ recommendations to help craft your ideal candidate’s persona.

2. Find potential candidates.

Create advertisements that target jobseekers who fit your ideal candidate persona. Post the advertisements to social media websites and job boards such as LinkedIn, Facebook, and Glassdoor to reach potential candidates searching for new positions.

You can also use promotions and transfers to recruit existing employees who may qualify for the position. Internal recruiting can help your company reduce onboarding time, boost morale, and save time and money.

3. Review candidates’ resumes and cover letters.

Use applicant tracking software (ATS) to scan applicants’ resumes and cover letters for criteria that matches your ideal candidate persona, such as education, years of experience, and previous job titles.

If you are reviewing resumes and cover letters manually, scan each resume for keywords that match the open position. Next, separate them into 3 categories: resumes that do not meet the criteria for the position, resumes that meet some of the criteria, and resumes that meet all of the criteria. Double-check the resumes in each category.

Place the candidates that are closest to your company's ideal candidate persona on a shortlist.

4. Conduct face-to-face or virtual interviews with shortlisted candidates.

Interviewing shortlisted candidates can help you find the best fit for the job. By interviewing candidates, you can learn more about their experiences and qualifications, their potential to fit into your company culture, and their soft skills, such as how they perform under pressure.

Conducting standardized interviews can also help you view candidates objectively and prevent bias in the hiring process.

5. Contact the best candidate with an official job offer.

After conducting interviews, extend an official job offer to the best candidate. Indeed recommends contacting the candidate by phone the same day as their final interview or within one day of making your decision.

Benefits of Full-Cycle Recruiting

Full-cycle recruiting improves the efficiency of the hiring process in five key ways:

Faster Hiring

The full-cycle recruiting process reduces time-to-hire, making the recruitment process more efficient. Time-to-hire is a measure of the time between when a candidate enters the pipeline and when they are officially hired. A shortened time-to-hire reduces the risk of a company losing out on highly qualified candidates that may be simultaneously interviewing at other companies.

Streamlined Strategy

Using a full-cycle recruiting strategy streamlines the recruitment process. It eliminates delays caused by communication gaps because the process is handled by a single recruiter or agency that can construct a simple strategy and follow it through to the end.

Improved Quality of Hire

Quality of hire measures the value a new hire contributes to a company’s overall success. Improving the quality of hire increases employee engagement, improves job satisfaction and productivity levels, and decreases turnover costs.

A full-cycle recruiter implements a more personalized and thorough process than a traditional recruiter. As a result, full-cycle recruiting improves the quality of hire by precisely identifying the best candidate for a position.

Increased Accountability

Because one person manages the entire full-cycle recruiting process, all of the successes and failures of the process are their responsibility. The recruiter benefits from this responsibility because they can't lose a candidate due to someone else's mistakes.

Improved Communication

In full-cycle recruiting, candidates remain in communication with a single person throughout the hiring process. Therefore, the process alleviates any possible concerns a candidate may have about delays caused by miscommunication between hiring personnel.

Full-Cycle Recruiting Process Results

A well-executed full-cycle recruiting process will result in an employee who feels prepared on their first day. This is all thanks to a full-cycle recruiter who guided them through the recruitment process, maintained communication, and provided necessary information about the job position and the company.

from Marketing https://blog.hubspot.com/marketing/full-cycle-recruiting

Job vacancies can cost a company an average of $500 per day.

Companies can save money, improve the quality of their hires, eliminate communication gaps, and increase accountability during the recruitment process by implementing a full-cycle recruitment strategy.

The full-cycle recruitment process is managed by a single full-cycle recruiter or full-cycle recruiting agency.

Full-Cycle Recruiting Process

The full-cycle recruiting process includes six stages: preparing, sourcing, screening, selecting, hiring, and onboarding.

Preparing

The first stage of the full-cycle recruiting process is the preparing stage. A recruiter will begin this stage by working with a hiring manager to identify a hiring need and create a persona — a fictionalized profile of your company's ideal candidate.

During the next step of the preparing stage, the recruiter and hiring manager will determine how much compensation a candidate will be offered. This information will be used to create a job posting that includes an overview of the role, responsibilities, salary range, benefits, and information about the company.

Sourcing

After creating a persona and job posting, a recruiter will use word-of-mouth, internal recruiting, employee referrals, social media, job boards, or career websites such as LinkedIn and Glassdoor to find jobseekers that fit the ideal candidate persona.

Screening

After finding potential candidates, a recruiter will carefully review applicants' resumes and cover letters with the help of HR software. Then, the recruiter will perform a phone screen or on-demand interview.

For most talent acquisition leaders, resume screening is the most time-consuming and challenging part of recruitment.

Selecting

After screening and shortlisting candidates, the recruiter will determine which candidate is the best fit for the role by conducting face-to-face or virtual interviews.

A recruiter will ask candidates in-depth questions to learn more about their professional background and qualifications during a face-to-face interview. The recruiter may also have candidates complete writing assignments or a series of tasks to prove they are a good choice for the position.

Once the recruiter selects the best candidate, they will check the candidate's references or order a background check.

Hiring

The hiring stage is the most important of the process.

After choosing the best candidate for the role, the recruiter will contact the candidate with an official job offer and may have to negotiate the terms of the offer. The candidate may feel more comfortable receiving a job offer from the full-cycle recruiter rather than the hiring manager because the recruiter has been the candidate's primary contact throughout the hiring process.

Onboarding

The final stage of the full-cycle recruiting process is the onboarding stage. During the onboarding stage of the process, a hire is integrated into the company. The full-cycle recruiter will familiarize the new hire with the company culture and team members using a welcoming orientation or introductory path.

1. Identify the ideal candidate for the role.

A candidate persona is a description of your ideal applicant. Creating a candidate persona will help your recruiter choose the best applicant for the role by honing in on the criteria that your ideal candidate should meet.

To create a persona, start by asking yourself questions about your ideal candidate to identify their skills, qualifications, experience, education, and background. For example, what industry do they currently work in? Do they hold the role that you are hiring for? What are their professional goals? What work environment do they thrive in?

Once you have answered the questions, interview managers at your business who would oversee your ideal candidate and ask about the skills that would help employees thrive in the role. Use the managers’ recommendations to help craft your ideal candidate’s persona.

2. Find potential candidates.

Create advertisements that target jobseekers who fit your ideal candidate persona. Post the advertisements to social media websites and job boards such as LinkedIn, Facebook, and Glassdoor to reach potential candidates searching for new positions.

You can also use promotions and transfers to recruit existing employees who may qualify for the position. Internal recruiting can help your company reduce onboarding time, boost morale, and save time and money.

3. Review candidates’ resumes and cover letters.

Use applicant tracking software (ATS) to scan applicants’ resumes and cover letters for criteria that matches your ideal candidate persona, such as education, years of experience, and previous job titles.

If you are reviewing resumes and cover letters manually, scan each resume for keywords that match the open position. Next, separate them into 3 categories: resumes that do not meet the criteria for the position, resumes that meet some of the criteria, and resumes that meet all of the criteria. Double-check the resumes in each category.

Place the candidates that are closest to your company's ideal candidate persona on a shortlist.

4. Conduct face-to-face or virtual interviews with shortlisted candidates.

Interviewing shortlisted candidates can help you find the best fit for the job. By interviewing candidates, you can learn more about their experiences and qualifications, their potential to fit into your company culture, and their soft skills, such as how they perform under pressure.

Conducting standardized interviews can also help you view candidates objectively and prevent bias in the hiring process.

5. Contact the best candidate with an official job offer.

After conducting interviews, extend an official job offer to the best candidate. Indeed recommends contacting the candidate by phone the same day as their final interview or within one day of making your decision.

Benefits of Full-Cycle Recruiting

Full-cycle recruiting improves the efficiency of the hiring process in five key ways:

Faster Hiring

The full-cycle recruiting process reduces time-to-hire, making the recruitment process more efficient. Time-to-hire is a measure of the time between when a candidate enters the pipeline and when they are officially hired. A shortened time-to-hire reduces the risk of a company losing out on highly qualified candidates that may be simultaneously interviewing at other companies.

Streamlined Strategy

Using a full-cycle recruiting strategy streamlines the recruitment process. It eliminates delays caused by communication gaps because the process is handled by a single recruiter or agency that can construct a simple strategy and follow it through to the end.

Improved Quality of Hire

Quality of hire measures the value a new hire contributes to a company’s overall success. Improving the quality of hire increases employee engagement, improves job satisfaction and productivity levels, and decreases turnover costs.

A full-cycle recruiter implements a more personalized and thorough process than a traditional recruiter. As a result, full-cycle recruiting improves the quality of hire by precisely identifying the best candidate for a position.

Increased Accountability

Because one person manages the entire full-cycle recruiting process, all of the successes and failures of the process are their responsibility. The recruiter benefits from this responsibility because they can't lose a candidate due to someone else's mistakes.

Improved Communication

In full-cycle recruiting, candidates remain in communication with a single person throughout the hiring process. Therefore, the process alleviates any possible concerns a candidate may have about delays caused by miscommunication between hiring personnel.

Full-Cycle Recruiting Process Results

A well-executed full-cycle recruiting process will result in an employee who feels prepared on their first day. This is all thanks to a full-cycle recruiter who guided them through the recruitment process, maintained communication, and provided necessary information about the job position and the company.

via Perfecte news Non connection

How Video Can Humanize Your Brand in 2022 & Other Insights from Wistia's CEO

One of the main things we've learned during the COVID-19 pandemic in regards to how people consume content is that they want to be entertained in different ways.

Consumers want the convenience of being able to consume content where they spend the most time, and on their own terms. If your brand doesn't give consumers this option, then you're missing out on a big fraction of your audience — that's where the powerful tool of video comes into play.

In our recent 2022 State of Video Report, we found that people were watching more videos than ever before in 2020 as many spent extended periods of time at home due to the pandemic. But even more shockingly, as the world opened up and employment rates rose, consumers watched even more video content.

With all this talk about video, you may be wondering a few things: What length should my video be? How do I create videos that stick? And where should I promote my videos?

In other words: What's the best video marketing strategy for 2022 and beyond? 

HubSpot Blog Research surveyed 518 video marketers in the U.S., Germany, France, Japan, Australia, and the U.K. to find out about their goals and strategies going into 2022. Let's dive into what you need to know so you can make your next, or first, video strategy a success.

What is the optimal length of a marketing video?

Short and sweet is generally a safe strategy — especially if your company is just starting to use video. According to 36% of video marketers, the optimal length of a marketing video is one to three minutes.

If you're new to video, starting with short-form videos will help you get a feel for what resonates with your audience and where you can add the most value.

Consumers are inundated with videos, so it's critical to create meaningful content that can be consumable within a few minutes. Shorter videos are great for establishing an initial connection where you can introduce your brand or product. For instance, a snappy video showcasing a product feature can build interest and anticipation before a product launch.

We know that time, resources, and cost are three major barriers to creating videos.

The solution? Shorter videos — they are less time-consuming, perfect for various platforms (like social media), and typically cheaper to produce.

Short-form videos lead in usage (58%), ROI, lead generation, and engagement. So, if you're looking to get more bang for your buck, then shorter videos are the way to go. In fact, 83% say the optimal length is under 60 seconds.

Believe it or not, longer videos are also on the rise. With more brands planning to create original branded series, product-specific demos, case studies, and customer stories this year, it's important to find what works best for your company and audience.

What people are willing to watch is correlated to how connected they are to your brand or video topic. Don't underestimate how much time someone will spend with your brand.

People who want to learn more about your company or product will do so through long-form video content, such as a webinar.

Yes, shorter videos will be the most leveraged form of video this year, but don't take creating long-form video content completely off the table.

Which social media channels should your content live on?

Most B2B marketers often don't take a video-first approach when it comes to their social media strategy.

But here's why you should.

Social media is the top channel used to share marketing videos (76%) and has the biggest ROI by far. Incorporating video into your social media strategy differentiates your brand and can bring your brand's story to life in ways that other content can't.

So, what social platform(s) should you use? Begin by identifying your business and marketing goals. Once you have those set, nail down your strategy by figuring out how video will meet those goals. This will help give your video strategy a framework and determine which social media channel can tell your story.

For example, while Instagram is the top social media platform for ROI, engagement, and lead generation for marketing videos, that doesn't necessarily mean it's right for your brand. Figuring out what social platforms to use depends on whether your brand is B2B or B2C, and what type of video you want to create.

Customer stories or case studies might do really well on a landing page, whereas company culture videos would do really well on LinkedIn.

For B2B, LinkedIn and Twitter – my personal favorite social channels – are good places to start. You may gradually incorporate other platforms into your social media strategy, but if you aren't engaging on LinkedIn and Twitter, then you're missing out on a big opportunity.

If you're B2C, you should be on Instagram, TikTok, and Facebook.

Do video marketers create videos in-house or with an agency? 

Have I convinced you yet that your brand needs to start using video? If your answer is yes, you may be wondering if you should try and create videos yourself or hire an agency.

While nearly half (49%) of video marketers create videos both in-house and with an agency, it can be tough to figure out what route you should take.

If you're thinking about doing video in-house, you need to figure out what types of video and how many you want to create for your business.

Maybe you want a video that answers frequently asked questions or one to onboard new users. These types of videos don't always need the flashiness of a branded series. Doing videos in-house can help save you money and empower your team to get involved. And, there are certainly many DIY resources to help you create video in-house.

You may even have employees who have video experience and can help pitch in. HubSpot's report found that 69% of video marketers own their video equipment.

Additionally, we found that most companies use their own in-house video experts to create video content on a weekly or monthly basis. Other companies rely on a mix of talent, calling on freelance help and video production agencies to fill in the gaps.

Agencies that specialize in marketing videos are certainly worthwhile if you are looking to create an array of public-facing video content. Zeroing in on an area of your business where video can make a big splash will help the agency tailor a video strategy that meets your goals.

I suspect that companies are going to invest more of their time in creating in-house videos in the coming years — but most of these videos will be created by people whose job isn't strictly focused on video.

Whether it's someone on your design team creating a product tutorial or your CEO leading a webinar, there will be an uptick in businesses that leverage internal resources to create their video content. The good thing is that there is countless video editing software that your company can use.

According to HubSpot's Blog Research, Adobe Premiere Pro (36%) and iMovie (18%) are the most popular video editing software, but you'll definitely want to explore all your options.    

Thinking about doing more in-house video content? Make sure you have the right amount of people helping with your video content.

The majority of marketers (45%) have two to five people on dedicated video marketing teams; with another 37% reporting six to 10 on a dedicated video marketing team, and 15% reporting 10 or more employees on a video marketing team.

While this is dependent on your business and where you are in your video journey, it's important that you have a solid in-house team that can handle the amount of video that you intend to put out there.

How do you create better videos? 

The most important factors for creating an effective marketing video are effectively promoting your video (36%), capturing viewers' attention in the first few seconds (36%), and keeping your videos short/concise (33%).

All marketers want their videos to be successful — but what your audience takes away from your video content is perhaps the most important.

As an example, let's say your video isn't getting enough clicks. You need to put yourself in the consumers' shoes and figure out why they didn't engage with your video. More times than not, they aren't getting what they expected.

To solve for this, you'll want to ensure your video thumbnail is encouraging people to click your video. Your thumbnail offers a first impression of your video, so make sure you use it to tell potential viewers what your video is about.

Interest wanes as viewers get distracted or realize the video isn't for them. The best way to grab the attention of viewers is to hook them the moment the video starts. For example, the John Wick: Chapter 3 - Parabellum trailer tells viewers the title of the movie within the first few seconds rather than saving it to the end.  

You also need to approach video creation similar to how a journalist writes a news article — where the first line is the entire crux of the story — rather than approaching a video as a movie. It's often better to put what consumers need to know upfront.

Once you've created a dynamic video that grabs viewers' attention, it's time to start thinking about promotion. While the most effective video promotion strategy is promoting on social media (63%), there are other effective, and fun, ways to get the most out of your video.

Placing videos in unexpected places

Ever click a link and wind up on a 404 error page? This can be frustrating for the consumer, but use this as an opportunity for your brand. Making your 404 pages friendly and helpful to avoid deterring potential customers can go a long way. Add videos to these pages to help guide viewers back to the main page and highlight your products in a non-intrusive way.

Creative looping videos or videos of team mascots can help customers feel connected to your brand. If you've ever found yourself on a 404 error page on the Wistia site, chances are you have seen our team mascot Lenny:

Email signatures are another great place to add videos. Adding video to your employees' email signature can really make your brand memorable and can capture the attention of new customers. A personalized video connecting them to your brand in an email signature can really go a long way in building trust and loyalty.

What type of videos will brands start making in the future?

Video content showcasing your products/services is the most leveraged type of content and has the highest ROI, according to 66% of those who use it. Content that reflects your brand's values is the second most leveraged type of video content. With this in mind, you need to figure out how you want to portray your brand within the content.

Do you want it to be relatable? Would adding a nostalgic element to your video add value? Asking yourself these questions will help kickstart the video process. Trendy, funny, and interactive content all have high ROI and can boost engagement.

Nostalgic content and user-generated content (UGC) consistently rank in the least popular types of video content, though nostalgic content will still see 19% of video marketers using it for the first time this year, compared to 3% for UGC.

Let's face it, millennials are becoming the decision-makers. Marketers need to focus on incorporating emotional elements into the content they produce. Topics that harken back to millennial youth, like Saturday morning cartoons, is a great way to instill nostalgia and emotionally connect with viewers.

What comes next?

Once you make a video and feel confident, you have the power to make more. As companies invest in video, I predict they'll put out more short, authentic, niche, and relatable content. Why? Because this type of content is what consumers crave. Video helps to humanize your brand and makes consumers feel like they can relate to you.

Brands need to figure out how to not only educate, but also entertain. With so many brands competing for viewers' attention, it's up to you to keep people coming back to your brand. With the right video strategy, you'll be able to achieve strong, lasting relationships with your audience.

from Marketing https://blog.hubspot.com/marketing/video-marketing-tips-from-wistia

One of the main things we've learned during the COVID-19 pandemic in regards to how people consume content is that they want to be entertained in different ways.

Consumers want the convenience of being able to consume content where they spend the most time, and on their own terms. If your brand doesn't give consumers this option, then you're missing out on a big fraction of your audience — that's where the powerful tool of video comes into play.

In our recent 2022 State of Video Report, we found that people were watching more videos than ever before in 2020 as many spent extended periods of time at home due to the pandemic. But even more shockingly, as the world opened up and employment rates rose, consumers watched even more video content.

With all this talk about video, you may be wondering a few things: What length should my video be? How do I create videos that stick? And where should I promote my videos?

In other words: What's the best video marketing strategy for 2022 and beyond? 

HubSpot Blog Research surveyed 518 video marketers in the U.S., Germany, France, Japan, Australia, and the U.K. to find out about their goals and strategies going into 2022. Let's dive into what you need to know so you can make your next, or first, video strategy a success.

What is the optimal length of a marketing video?

Short and sweet is generally a safe strategy — especially if your company is just starting to use video. According to 36% of video marketers, the optimal length of a marketing video is one to three minutes.

If you're new to video, starting with short-form videos will help you get a feel for what resonates with your audience and where you can add the most value.

Consumers are inundated with videos, so it's critical to create meaningful content that can be consumable within a few minutes. Shorter videos are great for establishing an initial connection where you can introduce your brand or product. For instance, a snappy video showcasing a product feature can build interest and anticipation before a product launch.

We know that time, resources, and cost are three major barriers to creating videos.

The solution? Shorter videos — they are less time-consuming, perfect for various platforms (like social media), and typically cheaper to produce.

Short-form videos lead in usage (58%), ROI, lead generation, and engagement. So, if you're looking to get more bang for your buck, then shorter videos are the way to go. In fact, 83% say the optimal length is under 60 seconds.

Believe it or not, longer videos are also on the rise. With more brands planning to create original branded series, product-specific demos, case studies, and customer stories this year, it's important to find what works best for your company and audience.

What people are willing to watch is correlated to how connected they are to your brand or video topic. Don't underestimate how much time someone will spend with your brand.

People who want to learn more about your company or product will do so through long-form video content, such as a webinar.

Yes, shorter videos will be the most leveraged form of video this year, but don't take creating long-form video content completely off the table.

Which social media channels should your content live on?

Most B2B marketers often don't take a video-first approach when it comes to their social media strategy.

But here's why you should.

Social media is the top channel used to share marketing videos (76%) and has the biggest ROI by far. Incorporating video into your social media strategy differentiates your brand and can bring your brand's story to life in ways that other content can't.

So, what social platform(s) should you use? Begin by identifying your business and marketing goals. Once you have those set, nail down your strategy by figuring out how video will meet those goals. This will help give your video strategy a framework and determine which social media channel can tell your story.

For example, while Instagram is the top social media platform for ROI, engagement, and lead generation for marketing videos, that doesn't necessarily mean it's right for your brand. Figuring out what social platforms to use depends on whether your brand is B2B or B2C, and what type of video you want to create.

Customer stories or case studies might do really well on a landing page, whereas company culture videos would do really well on LinkedIn.

For B2B, LinkedIn and Twitter – my personal favorite social channels – are good places to start. You may gradually incorporate other platforms into your social media strategy, but if you aren't engaging on LinkedIn and Twitter, then you're missing out on a big opportunity.

If you're B2C, you should be on Instagram, TikTok, and Facebook.

Do video marketers create videos in-house or with an agency? 

Have I convinced you yet that your brand needs to start using video? If your answer is yes, you may be wondering if you should try and create videos yourself or hire an agency.

While nearly half (49%) of video marketers create videos both in-house and with an agency, it can be tough to figure out what route you should take.

If you're thinking about doing video in-house, you need to figure out what types of video and how many you want to create for your business.

Maybe you want a video that answers frequently asked questions or one to onboard new users. These types of videos don't always need the flashiness of a branded series. Doing videos in-house can help save you money and empower your team to get involved. And, there are certainly many DIY resources to help you create video in-house.

You may even have employees who have video experience and can help pitch in. HubSpot's report found that 69% of video marketers own their video equipment.

Additionally, we found that most companies use their own in-house video experts to create video content on a weekly or monthly basis. Other companies rely on a mix of talent, calling on freelance help and video production agencies to fill in the gaps.

Agencies that specialize in marketing videos are certainly worthwhile if you are looking to create an array of public-facing video content. Zeroing in on an area of your business where video can make a big splash will help the agency tailor a video strategy that meets your goals.

I suspect that companies are going to invest more of their time in creating in-house videos in the coming years — but most of these videos will be created by people whose job isn't strictly focused on video.

Whether it's someone on your design team creating a product tutorial or your CEO leading a webinar, there will be an uptick in businesses that leverage internal resources to create their video content. The good thing is that there is countless video editing software that your company can use.

According to HubSpot's Blog Research, Adobe Premiere Pro (36%) and iMovie (18%) are the most popular video editing software, but you'll definitely want to explore all your options.    

Thinking about doing more in-house video content? Make sure you have the right amount of people helping with your video content.

The majority of marketers (45%) have two to five people on dedicated video marketing teams; with another 37% reporting six to 10 on a dedicated video marketing team, and 15% reporting 10 or more employees on a video marketing team.

While this is dependent on your business and where you are in your video journey, it's important that you have a solid in-house team that can handle the amount of video that you intend to put out there.

How do you create better videos? 

The most important factors for creating an effective marketing video are effectively promoting your video (36%), capturing viewers' attention in the first few seconds (36%), and keeping your videos short/concise (33%).

All marketers want their videos to be successful — but what your audience takes away from your video content is perhaps the most important.

As an example, let's say your video isn't getting enough clicks. You need to put yourself in the consumers' shoes and figure out why they didn't engage with your video. More times than not, they aren't getting what they expected.

To solve for this, you'll want to ensure your video thumbnail is encouraging people to click your video. Your thumbnail offers a first impression of your video, so make sure you use it to tell potential viewers what your video is about.

Interest wanes as viewers get distracted or realize the video isn't for them. The best way to grab the attention of viewers is to hook them the moment the video starts. For example, the John Wick: Chapter 3 - Parabellum trailer tells viewers the title of the movie within the first few seconds rather than saving it to the end.  

You also need to approach video creation similar to how a journalist writes a news article — where the first line is the entire crux of the story — rather than approaching a video as a movie. It's often better to put what consumers need to know upfront.

Once you've created a dynamic video that grabs viewers' attention, it's time to start thinking about promotion. While the most effective video promotion strategy is promoting on social media (63%), there are other effective, and fun, ways to get the most out of your video.

Placing videos in unexpected places

Ever click a link and wind up on a 404 error page? This can be frustrating for the consumer, but use this as an opportunity for your brand. Making your 404 pages friendly and helpful to avoid deterring potential customers can go a long way. Add videos to these pages to help guide viewers back to the main page and highlight your products in a non-intrusive way.

Creative looping videos or videos of team mascots can help customers feel connected to your brand. If you've ever found yourself on a 404 error page on the Wistia site, chances are you have seen our team mascot Lenny:

Email signatures are another great place to add videos. Adding video to your employees' email signature can really make your brand memorable and can capture the attention of new customers. A personalized video connecting them to your brand in an email signature can really go a long way in building trust and loyalty.

What type of videos will brands start making in the future?

Video content showcasing your products/services is the most leveraged type of content and has the highest ROI, according to 66% of those who use it. Content that reflects your brand's values is the second most leveraged type of video content. With this in mind, you need to figure out how you want to portray your brand within the content.

Do you want it to be relatable? Would adding a nostalgic element to your video add value? Asking yourself these questions will help kickstart the video process. Trendy, funny, and interactive content all have high ROI and can boost engagement.

Nostalgic content and user-generated content (UGC) consistently rank in the least popular types of video content, though nostalgic content will still see 19% of video marketers using it for the first time this year, compared to 3% for UGC.

Let's face it, millennials are becoming the decision-makers. Marketers need to focus on incorporating emotional elements into the content they produce. Topics that harken back to millennial youth, like Saturday morning cartoons, is a great way to instill nostalgia and emotionally connect with viewers.

What comes next?

Once you make a video and feel confident, you have the power to make more. As companies invest in video, I predict they'll put out more short, authentic, niche, and relatable content. Why? Because this type of content is what consumers crave. Video helps to humanize your brand and makes consumers feel like they can relate to you.

Brands need to figure out how to not only educate, but also entertain. With so many brands competing for viewers' attention, it's up to you to keep people coming back to your brand. With the right video strategy, you'll be able to achieve strong, lasting relationships with your audience.

via Perfecte news Non connection

What is Employee Engagement? [+11 Data-Backed Benefits and Strategies]

If you’re playing along with buzzword bingo, you’ve heard the term “employee engagement.” But it would be a mistake to dismiss it as just a buzzword. Ignoring engagement costs the global economy 8.1 trillion dollars each year, according to a study by Gallup.

Thankfully, the opposite is also true. Improving employee engagement can boost profitability, improve customer satisfaction, and even make for a safer workplace.

Read on to learn what employee engagement is and what factors affect it. Then discover 11 strategies for improving employee engagement at your workplace.

• What is employee engagement?
• Employee Engagement Examples
• Why is employee engagement important?
• How to Measure Employee Engagement
• How to Improve Employee Engagement

Engagement means that employees:

• Know what they contribute toward their team’s success.
• Work toward their company’s goals and values.
• Are connected to and supported in their role.
• Look for ways to learn and grow in their role.

Employee engagement isn’t the same as job satisfaction or employee happiness. Although those ideas are a part of the equation, employee engagement speaks to motivation. An engaged employee invests time, energy, and talent to benefit their team and company.

As Kayla Marchetti – engagement manager for Seismic – puts it, “I want any individual who joins us to feel passionate about our mission and work, to feel a sense of belonging, and to know they have opportunities to grow and develop their career here.”

On the inside, engagement embodies feelings like purpose, trust, and autonomy. On the outside, it looks like a collection of behaviors and attitudes. Let’s take a look at some examples to better understand what these behaviors look like.

Employee Engagement Examples

Employee engagement isn’t a switch that gets turned on or off. It exists on a spectrum from highly engaged, to non-engaged, to actively disengaged. Most employees will fall somewhere in between, and their level of engagement can change over time.

Here are some examples of how engagement can show up. For each example, we'll also highlight a stat showing how many employees fall within that engagement group, as per the Gallup study we noted in the introduction:

Highly Engaged [36% of U.S. workers in 2021]

• Enthusiastic about their work
• Helps out co-workers
• Gives extra effort when needed
• Seeks out new responsibilities and learning opportunities

Non-Engaged [49% of U.S. workers in 2021]

• Relatively satisfied with their job, but not committed
• Will do what they need to, but not more
• May have a 9-to-5 attitude
• Could be at risk of accepting a new job opportunity

Disengaged [15% of U.S. workers in 2021]

• Complains to co-workers (and possibly customers, too)
• May damage company culture and office morale
• Unwilling to join in social activities
• Likely looking for a new job

It may be tempting to think of these behaviors as personality traits, but they may say more about your company culture instead. Even star employees can become disengaged if they don’t have clear expectations and the resources to do their job well.

Why is employee engagement important?

“You can have the best services and best team, but if you don’t have engaged and enthused employees it won’t matter,” says Maryanne McWhirter, Sr. Inbound Marketing and Sales Consultant for LeadG2.

There’s no aspect of your business that isn’t affected by employee engagement. Your employees are the engine that makes your business function. And when those employees feel invested and respected, that engine performs at its best.

“The experience an employee has at your company soon translates to employee sentiment, which drives company culture over time. Company culture impacts your employer and consumer brand in a big way, so if we want happy, engaged customers who stay loyal, we have to implement that same strategy with our employees first.” ~ Leanne Poirier, Manager of Internal Communications at ZoomInfo

That’s why decades of data from Gallup show the following benefits of employee engagement:

1. 10% Higher Customer Loyalty

From sales to service, highly-engaged employees deliver a great customer experience.

Again, Kayla from Seismic tells us “When we do [employee engagement] well, we can attract, develop, and retain the best talent, which means our customers are more likely to be well-served.”

2. 23% Higher Profitability

It makes sense that higher customer loyalty would lead to increased sales and reduced service costs. But highly-engaged employees also reduce costs associated with turnover, absenteeism, and injury.

3. 18% Boost in Productivity

When employees feel connected to their work, they work harder. They’re also more likely to go above and beyond their daily tasks. Engaged employees are more likely to suggest new ideas and innovate new processes.

4. Up to 43% Less Turnover

Highly-engaged employees feel recognized and rewarded. They understand their growth potential and see development opportunities ahead.

On the flip side, the Gallup study also shows that 74% of disengaged employees were actively looking for new employment.

5. 64% Fewer Workplace Accidents

It’s easy to get complacent about routine tasks, which can lead to carelessness. But when employees are engaged they focus on the work they’re doing. They’re also more aware of their surroundings, and more likely to follow safety rules.

6. 81% Lower Absenteeism

Whether because of increased drive or decreased burnout, engaged employees are more likely to show up.

This doesn’t mean normal sick-days or personal time. Absenteeism refers to habitual and intentional unscheduled absences. The kind that, according to the Society for Human Resource Management (SHRM), reduces productivity by 36.6% as co-workers take on added work.

How to Measure Employee Engagement

Measuring employee engagement can be difficult because it’s a subjective experience. To get a full picture, you need to pay attention to both the quantitative and qualitative signs.

• Seek ongoing feedback. Individual conversations are one of the most powerful ways to discover engagement levels. Ask if your employees feel valued. If they understand their growth potential. If they have the resources they need to do their job.

• Find your Employee Net Promoter Score (eNPS). Your eNPS is a great way to get a snapshot of employee sentiment. This is especially helpful when you also give your employees a chance to say why they gave the score they did.

• Watch your rates of absenteeism and turnover. Spikes in these metrics are common symptoms of low engagement, and a sure sign something has gone wrong.

• Do exit interviews/stay interviews. Exit interviews can be a good source of candid and honest feedback. Just be sure these interviews aren’t the first time you’re asking these kinds of questions.

How to Improve Employee Engagement

Employee engagement should be thought of as an ongoing process, like developing your company culture. Engagement isn’t about ping-pong tables and casual Fridays. There are no quick fixes, so think about the full picture instead.

Marchetti of Seismic, tells us, “Our goal is to create an environment that supports and encourages our people to do their best work every day.”

With that in mind, here are some strategies to consider for improving employee engagement:

1. Start with a plan.

Poirier from Zoominfo suggests, “Taking the time to ask questions like ‘Who is our typical employee? What does their work-life balance look like? What challenges do they face? What do they need and what do they want?’ We know good marketing strategies lead to increased revenue; employee experience works the same way. When companies treat their employees with the same thought and care they do with customers, everybody wins.”

2. Communicate clear expectations.

Engaged employees understand their tasks, responsibilities, and goals. More than that, they understand how those things fit into the wider company goals. That understanding can only come from leadership.

This means holding goal-setting meetings, performance reviews, one-on-ones, and regular, ongoing feedback.

3. Provide the knowledge and tools they need to do their job.

This may seem like common sense to some, but many times employees are only given enough information or resources to do the next task. Sharing knowledge and access empowers employees to contribute beyond their to-do list.

4. Give them trust and autonomy.

Trust and autonomy go hand-in-hand. When employees feel trusted enough to work autonomously, they feel like their skills and contributions are valued. This fosters a sense of responsibility and satisfaction toward their work.

5. Offer ongoing training and development opportunities.

Developing new skills encourages employees to think of their role in terms of a career. Investing in new skill training encourages them to think of that career within your organization.

Workplace training programs help to engage and retain employees. This can take the form of an education stipend, internal training programs, peer-to-peer training, lunch-and-learns, and more.

6. Provide a clear growth path.

Having a roadmap for career growth helps create a sense of purpose at work. Managers should have regular discussions about career goals and development with their employees.

This is especially true for younger generations. A study published in the Journal of Leadership in Organizations found that 91% of Millennials valued discussion about career progression as early as during recruitment.

7. Be transparent about compensation.

According to PayScale’s survey of over 500,000 employees, pay fairness and transparency were more important than market value.

Put another way: believing their pay was determined fairly had a greater impact on employee engagement than being paid more.

8. Start employee recognition programs.

Everyone wants to be recognized when they do good work. Whether it’s a few kind words or a small perk, public recognition can go a long way toward boosting engagement.

Design a program that highlights behaviors that align with your company values. This not only encourages those behaviors but helps to show that your values aren’t just a slogan.

Pro Tip: Rewards can be difficult to coordinate with remote employees. Third-party vendors make it easier to distribute incentives. We like personalized swag from companies like Reachdesk that give a human touch to your gifting. Or virtual gift cards from services like Rybbon, because cash is always a welcome bonus.

9. Start peer recognition programs.

Peer recognition programs are a great way to create a sense of community and collaboration. They also help to celebrate successes that may otherwise go unseen by management.

One lightweight solution is to make an outlet for public kudos. Matthew Stibbe, CEO of Articulate Marketing suggests, “Set up a 'validation channel' in Slack or Teams and encourage your colleagues to use it to recognise great work across the business. Peer and manager recognition can be very motivating."

You can also give your employees the power of perks. At HubSpot, each employee has a quarterly opportunity to nominate a teammate that’s helped them in some way. The nominated employee gets a monetary bonus and the knowledge that their help was valued.

10. Create social outlets.

62% of employees with one to five work friends would reject an outside offer, according to SHRM’s Workforce study. Creating a sense of community and belonging is a powerful driver of engagement.

It’s even more important for remote employees who may not have daily positive interactions with co-workers.

“In the remote world we’re living in, a great way to create the employee experience is through building a virtual community and destination for the employee base. Company intranets are often outdated and overlooked, but when given the right resources, they’re an exceptional tool for employee connection and helping your employee engagement program reach its potential,” adds Leane Poirier from ZoomInfo.

Here are a few ideas for virtual socialization to get you started:

• Shared virtual activities. Think wine-and-design, book clubs, or even Dungeons and Dragons.
• Optional drop-in “water cooler” meetings. No talking about work allowed.
• Slack channels dedicated to shared interests. HubSpot has hundreds of Slack channels, for everything from pet pictures to true crime podcasts.

Just be sure to make these activities optional. Nothing ruins the mood like mandatory fun.

11. Seek ongoing feedback.

Communication should be a two-way street. Listening to your employees– and then acting on that feedback– makes them more likely to contribute.

Upward reviews, employee surveys, and feedback discussions should be regular features. Be receptive to, and transparent about, the feedback you receive.

Again, be sure to act on it. Few things destroy employee engagement faster than making them feel ignored.

12. Prove It.

Any company can say they live their values, but can they prove it? Outside frameworks like B corp certification or ‘Investors in People’ accreditation show where your priorities are.

Stibbe from Articulate Marketing points out, “The best people want to work in companies that reflect their own values and priorities. If you want to engage employees, you need to show them what you believe in. Words matter. Commitment is important. But in our experience, externally-audited standards such as B Corp and Investors in People are essential to set objective standards and demonstrate our progress towards them. It’s not just words. It’s proof."

Getting Engaged.

There’s a lot to consider here, but you don’t have to do it all on day one. Choose a few strategies and commit to taking action. Be upfront with your employees about your engagement goals, and then share the progress you’re making.

Editor's note: This post was originally published in October 2019 and has been updated for comprehensiveness.

from Marketing https://blog.hubspot.com/marketing/employee-engagement

If you’re playing along with buzzword bingo, you’ve heard the term “employee engagement.” But it would be a mistake to dismiss it as just a buzzword. Ignoring engagement costs the global economy 8.1 trillion dollars each year, according to a study by Gallup.

Thankfully, the opposite is also true. Improving employee engagement can boost profitability, improve customer satisfaction, and even make for a safer workplace.

Read on to learn what employee engagement is and what factors affect it. Then discover 11 strategies for improving employee engagement at your workplace.

• What is employee engagement?
• Employee Engagement Examples
• Why is employee engagement important?
• How to Measure Employee Engagement
• How to Improve Employee Engagement

Engagement means that employees:

• Know what they contribute toward their team’s success.
• Work toward their company’s goals and values.
• Are connected to and supported in their role.
• Look for ways to learn and grow in their role.

Employee engagement isn’t the same as job satisfaction or employee happiness. Although those ideas are a part of the equation, employee engagement speaks to motivation. An engaged employee invests time, energy, and talent to benefit their team and company.

As Kayla Marchetti – engagement manager for Seismic – puts it, “I want any individual who joins us to feel passionate about our mission and work, to feel a sense of belonging, and to know they have opportunities to grow and develop their career here.”

On the inside, engagement embodies feelings like purpose, trust, and autonomy. On the outside, it looks like a collection of behaviors and attitudes. Let’s take a look at some examples to better understand what these behaviors look like.

Employee Engagement Examples

Employee engagement isn’t a switch that gets turned on or off. It exists on a spectrum from highly engaged, to non-engaged, to actively disengaged. Most employees will fall somewhere in between, and their level of engagement can change over time.

Here are some examples of how engagement can show up. For each example, we'll also highlight a stat showing how many employees fall within that engagement group, as per the Gallup study we noted in the introduction:

Highly Engaged [36% of U.S. workers in 2021]

• Enthusiastic about their work
• Helps out co-workers
• Gives extra effort when needed
• Seeks out new responsibilities and learning opportunities

Non-Engaged [49% of U.S. workers in 2021]

• Relatively satisfied with their job, but not committed
• Will do what they need to, but not more
• May have a 9-to-5 attitude
• Could be at risk of accepting a new job opportunity

Disengaged [15% of U.S. workers in 2021]

• Complains to co-workers (and possibly customers, too)
• May damage company culture and office morale
• Unwilling to join in social activities
• Likely looking for a new job

It may be tempting to think of these behaviors as personality traits, but they may say more about your company culture instead. Even star employees can become disengaged if they don’t have clear expectations and the resources to do their job well.

Why is employee engagement important?

“You can have the best services and best team, but if you don’t have engaged and enthused employees it won’t matter,” says Maryanne McWhirter, Sr. Inbound Marketing and Sales Consultant for LeadG2.

There’s no aspect of your business that isn’t affected by employee engagement. Your employees are the engine that makes your business function. And when those employees feel invested and respected, that engine performs at its best.

“The experience an employee has at your company soon translates to employee sentiment, which drives company culture over time. Company culture impacts your employer and consumer brand in a big way, so if we want happy, engaged customers who stay loyal, we have to implement that same strategy with our employees first.” ~ Leanne Poirier, Manager of Internal Communications at ZoomInfo

That’s why decades of data from Gallup show the following benefits of employee engagement:

1. 10% Higher Customer Loyalty

From sales to service, highly-engaged employees deliver a great customer experience.

Again, Kayla from Seismic tells us “When we do [employee engagement] well, we can attract, develop, and retain the best talent, which means our customers are more likely to be well-served.”

2. 23% Higher Profitability

It makes sense that higher customer loyalty would lead to increased sales and reduced service costs. But highly-engaged employees also reduce costs associated with turnover, absenteeism, and injury.

3. 18% Boost in Productivity

When employees feel connected to their work, they work harder. They’re also more likely to go above and beyond their daily tasks. Engaged employees are more likely to suggest new ideas and innovate new processes.

4. Up to 43% Less Turnover

Highly-engaged employees feel recognized and rewarded. They understand their growth potential and see development opportunities ahead.

On the flip side, the Gallup study also shows that 74% of disengaged employees were actively looking for new employment.

5. 64% Fewer Workplace Accidents

It’s easy to get complacent about routine tasks, which can lead to carelessness. But when employees are engaged they focus on the work they’re doing. They’re also more aware of their surroundings, and more likely to follow safety rules.

6. 81% Lower Absenteeism

Whether because of increased drive or decreased burnout, engaged employees are more likely to show up.

This doesn’t mean normal sick-days or personal time. Absenteeism refers to habitual and intentional unscheduled absences. The kind that, according to the Society for Human Resource Management (SHRM), reduces productivity by 36.6% as co-workers take on added work.

How to Measure Employee Engagement

Measuring employee engagement can be difficult because it’s a subjective experience. To get a full picture, you need to pay attention to both the quantitative and qualitative signs.

• Seek ongoing feedback. Individual conversations are one of the most powerful ways to discover engagement levels. Ask if your employees feel valued. If they understand their growth potential. If they have the resources they need to do their job.

• Find your Employee Net Promoter Score (eNPS). Your eNPS is a great way to get a snapshot of employee sentiment. This is especially helpful when you also give your employees a chance to say why they gave the score they did.

• Watch your rates of absenteeism and turnover. Spikes in these metrics are common symptoms of low engagement, and a sure sign something has gone wrong.

• Do exit interviews/stay interviews. Exit interviews can be a good source of candid and honest feedback. Just be sure these interviews aren’t the first time you’re asking these kinds of questions.

How to Improve Employee Engagement

Employee engagement should be thought of as an ongoing process, like developing your company culture. Engagement isn’t about ping-pong tables and casual Fridays. There are no quick fixes, so think about the full picture instead.

Marchetti of Seismic, tells us, “Our goal is to create an environment that supports and encourages our people to do their best work every day.”

With that in mind, here are some strategies to consider for improving employee engagement:

1. Start with a plan.

Poirier from Zoominfo suggests, “Taking the time to ask questions like ‘Who is our typical employee? What does their work-life balance look like? What challenges do they face? What do they need and what do they want?’ We know good marketing strategies lead to increased revenue; employee experience works the same way. When companies treat their employees with the same thought and care they do with customers, everybody wins.”

2. Communicate clear expectations.

Engaged employees understand their tasks, responsibilities, and goals. More than that, they understand how those things fit into the wider company goals. That understanding can only come from leadership.

This means holding goal-setting meetings, performance reviews, one-on-ones, and regular, ongoing feedback.

3. Provide the knowledge and tools they need to do their job.

This may seem like common sense to some, but many times employees are only given enough information or resources to do the next task. Sharing knowledge and access empowers employees to contribute beyond their to-do list.

4. Give them trust and autonomy.

Trust and autonomy go hand-in-hand. When employees feel trusted enough to work autonomously, they feel like their skills and contributions are valued. This fosters a sense of responsibility and satisfaction toward their work.

5. Offer ongoing training and development opportunities.

Developing new skills encourages employees to think of their role in terms of a career. Investing in new skill training encourages them to think of that career within your organization.

Workplace training programs help to engage and retain employees. This can take the form of an education stipend, internal training programs, peer-to-peer training, lunch-and-learns, and more.

6. Provide a clear growth path.

Having a roadmap for career growth helps create a sense of purpose at work. Managers should have regular discussions about career goals and development with their employees.

This is especially true for younger generations. A study published in the Journal of Leadership in Organizations found that 91% of Millennials valued discussion about career progression as early as during recruitment.

7. Be transparent about compensation.

According to PayScale’s survey of over 500,000 employees, pay fairness and transparency were more important than market value.

Put another way: believing their pay was determined fairly had a greater impact on employee engagement than being paid more.

8. Start employee recognition programs.

Everyone wants to be recognized when they do good work. Whether it’s a few kind words or a small perk, public recognition can go a long way toward boosting engagement.

Design a program that highlights behaviors that align with your company values. This not only encourages those behaviors but helps to show that your values aren’t just a slogan.

Pro Tip: Rewards can be difficult to coordinate with remote employees. Third-party vendors make it easier to distribute incentives. We like personalized swag from companies like Reachdesk that give a human touch to your gifting. Or virtual gift cards from services like Rybbon, because cash is always a welcome bonus.

9. Start peer recognition programs.

Peer recognition programs are a great way to create a sense of community and collaboration. They also help to celebrate successes that may otherwise go unseen by management.

One lightweight solution is to make an outlet for public kudos. Matthew Stibbe, CEO of Articulate Marketing suggests, “Set up a 'validation channel' in Slack or Teams and encourage your colleagues to use it to recognise great work across the business. Peer and manager recognition can be very motivating."

You can also give your employees the power of perks. At HubSpot, each employee has a quarterly opportunity to nominate a teammate that’s helped them in some way. The nominated employee gets a monetary bonus and the knowledge that their help was valued.

10. Create social outlets.

62% of employees with one to five work friends would reject an outside offer, according to SHRM’s Workforce study. Creating a sense of community and belonging is a powerful driver of engagement.

It’s even more important for remote employees who may not have daily positive interactions with co-workers.

“In the remote world we’re living in, a great way to create the employee experience is through building a virtual community and destination for the employee base. Company intranets are often outdated and overlooked, but when given the right resources, they’re an exceptional tool for employee connection and helping your employee engagement program reach its potential,” adds Leane Poirier from ZoomInfo.

Here are a few ideas for virtual socialization to get you started:

• Shared virtual activities. Think wine-and-design, book clubs, or even Dungeons and Dragons.
• Optional drop-in “water cooler” meetings. No talking about work allowed.
• Slack channels dedicated to shared interests. HubSpot has hundreds of Slack channels, for everything from pet pictures to true crime podcasts.

Just be sure to make these activities optional. Nothing ruins the mood like mandatory fun.

11. Seek ongoing feedback.

Communication should be a two-way street. Listening to your employees– and then acting on that feedback– makes them more likely to contribute.

Upward reviews, employee surveys, and feedback discussions should be regular features. Be receptive to, and transparent about, the feedback you receive.

Again, be sure to act on it. Few things destroy employee engagement faster than making them feel ignored.

12. Prove It.

Any company can say they live their values, but can they prove it? Outside frameworks like B corp certification or ‘Investors in People’ accreditation show where your priorities are.

Stibbe from Articulate Marketing points out, “The best people want to work in companies that reflect their own values and priorities. If you want to engage employees, you need to show them what you believe in. Words matter. Commitment is important. But in our experience, externally-audited standards such as B Corp and Investors in People are essential to set objective standards and demonstrate our progress towards them. It’s not just words. It’s proof."

Getting Engaged.

There’s a lot to consider here, but you don’t have to do it all on day one. Choose a few strategies and commit to taking action. Be upfront with your employees about your engagement goals, and then share the progress you’re making.

Editor's note: This post was originally published in October 2019 and has been updated for comprehensiveness.

via Perfecte news Non connection