Nick Miller

Employee Engagement: Training & Development can lead to higher employee retention

Professional development programs can be a key element in employee retention. From a company perspective, training and development programs are meant to improve overall performance. But a well-designed program can do just as much for the employee. By providing employees an avenue through which to build upon their skills, it shows them the company has a vested interest in them as individuals, decreasing the likelihood that they’ll take those talents elsewhere.

The type of individual to partake in career development programs is one who welcomes more engagement. Take advantage of this desire to learn. By engaging this group in a meaningful way, they are likely to communicate these opportunities to employees that may not seek them out on their own. It’s a win-win situation for both the company and the employee base by increasing engagement levels. An engaged workforce is a happy workforce, and this too decreases the turnover rate.

Of course, it’s also important to ensure that training programs themselves are engaging. It will be hard for an employee to see the benefits of training if the material isn’t meaningful, or if the presentation is boring or poorly organized. The first step is to make the training materials and format appealing and motivating, while not coming across as cheesy or self-serving.

Communicate the “why.” Employees need to know that the time taken away from their regularly scheduled jobs is for a purpose. If they know up front what the training will entail and how it will improve their day-to-day operation or advance their career, they will be much more likely to see it as an opportunity rather than an obligation.

Bake in your corporate vision and values. The opportunity to get your brightest workers in one room with the hunger for learning doesn’t happen every day. Take advantage by reinforcing what is most important to your organization. By illustrating their role in the big picture, you are creating internal brand ambassadors, whether they know it or not. This too will increase engagement, and thus increase retention.

Structure your program to create a feedback loop. These are the leaders in your workforce, and they are a valuable source of information. Tap into this wealth by providing them a channel to express their opinions, not just on the development program, but the operations of your company. Show them that their voices are important and act on their suggestions. If they understand that their perspectives are valued, it will only benefit the organization.

Need help developing an engaging training program? Tribe can help.

Brittany Walker

Four tips to launch a successful ambassador program

You’ve got a great new communications channel, now what? In most cases the next step is to start producing news and information to keep employees informed. Establishing a successful internal communications platform like a well-rounded intranet, newsletter or digital signage is great, but the content shared through these channels is what keeps employees coming back for more.

Tribe recommends an ambassador program. Gathering, sorting and editing content from all segments of a company is a seemingly impossible feat, but we’ve got a seamless solution. Here are four of our suggested tips for a successful ambassador program launch:

  1. Recruit the right team. A program of ambassadors positioned throughout the company can be a natural source of news across functional silos, business units or geographically scattered locations. However, the right employee is key. A successful ambassador is often a more junior employee eager to make a name for themselves. Energy level is more important than experience.
  1. Spread the word. Tribe usually recommends an announcement from management to reveal their team’s new ambassador(s). Communicating the news of the new ambassadors will have two purposes: letting employees know who they should go to with their news, and giving the ambassador the recognition they deserve.
  1. Provide the tools they need to be successful. Before ambassadors can become content managers they will need some guidance. Introducing training tools such as ways to find news, how to connect with newsmakers and what makes information newsworthy will go a long way in the successful launch of your program.
  1. Emphasize the WIIFM factor. The role of ambassador adds to the workload, so clearly outlining what’s in it for them is important. Good news for you, becoming an ambassador is a great opportunity for employees. Not only will they have the chance to stretch beyond their current job descriptions, they will be able to connect and learn from some of the people doing the most important work in the company.

Need help getting your ambassador program off the ground? Tribe would love to help.

Turn All Your Employees Into Salespeople

It’s almost the end of the year. The books are coming to a close and the bottom line is near. It’s time to really push your sales to the finish line!

How do you get that little extra boost from your sales team? Where do you find the extra manpower to make those necessary sales?

The answer is simple – turn all of your employees into salespeople.

For tips on how to make that happen, check out our blog on turning your entire workforce into your sales force.

Keeping Employee Confidence High During Change

Employee confidence can be a tricky thing. Especially when corporate winds start to shift and workers begin to fear that the concrete positions they hold are slowly turning into quicksand. A dedicated and longstanding employee can go from feeling secure within their role to wondering if they have a future with the company. It’s for this reason that developing a plan to orchestrate change within your organization should include investing in ways to keep employee confidence high.

One way of boosting employee confidence is by communicating to your workforce that the brand is thriving, thus refreshing industry competitiveness. Let everyone know that your products or services are better than your competitors and your company has nowhere to go but up. A growing company is one that’ll need people to help its engine run. This will provide employees with a sense of security because they’ll feel like they’re a necessary component in a company that’s making moves and building momentum in its industry.

Provide a level of reassurance by letting everyone know that the change brings opportunity. This may sound like the rotating spin cycle of a company trying to portray a glass half-full mentality, but more often than not it’s true. Your employees need to know they have the ability to flourish and succeed in your current work environment and that their dedication will be rewarded in the form of a stronger company in the future.

Supply career alternatives as a way to better prepare employees. Mechanisms should be in place to equip employees with the experience or training to allow them to stretch their skills and take on different roles. Perhaps a corporate change is going to see the elimination of certain positions in the company. An employee that knows they’re capable of moving into a different department will be much more secure and confident in their future with the organization. They’ll know they provide an ongoing value that will allow them to have a meaningful lifelong career and not just a “job for now” that eventually sends them back to the job boards again.

Make Your Entire Workforce Your Sales Force

Do you want to grow your business? There really isn’t a company or leader that doesn’t want to grow their business.  An easy way to grow is to have your entire workforce be your sales force.  Here are a few quick ways to turn employees into brand ambassadors and gradually into a huge sales team.

Spend time and resources providing employees education and direction.  Employees need to feel confident in the product or service you offer before they will be comfortable selling it.  Confidence stems from completely understanding the company’s capabilities and knowing what is expected of them as part of your sales team.  Allocate  resources to make sure your employees understand the benefits of what you sell as well as how you want them to sell.  Are they casually bringing up the product or service in social settings or would you like them to make a few cold calls each month?  You need to provide them direction and outline pre-determined goals. 

Don’t just dangle carrots, give them freely! Most people don’t have a ton of extra time at the end of their day.  If you want employees to go above and beyond and help grow the business, develop programs that not only give them motivation but reward their effort and accomplishments. This doesn’t have to be a budget buster but money you spend in this area will be well worth it in the long run.  Some ideas include simple internal contest with prizes and recognition for the most contacts or calls made in a period of time – or recognize the person who develops the most comprehensive plan.  The mechanism or contest itself is not nearly as important as providing consistent recognition and reward for effort.

Provide on-going support.  As we all know, Rome wasn’t built in a day.  Changing your workforce into a sales force will take time.  To ensure your employees stay motivated, provide on-going support and update your recognition programs and education materials.  Most importantly, take time to listen and groom your team.  This will be a new challenge for them and they will need your support as they are expanding their skills.