THE VOICE OF EMPLOYEES IS THREE TIMES MORE CREDIBLE THAN THE CEO WHEN IT COMES TO TALKING ABOUT THE COMPANY’S CULTURE

Today’s workplace is highly transparent. Internal employee experiences can quickly shape your organization’s external reputation, sending signals about what your organization stands for. High-talent individuals are particularly interested in working for organizations that have strong company purpose and values, and that live them out authentically.

As your HR partner, we will help you identify what makes your organization unique and shapes those qualities into a cohesive story that your stakeholders will want to be a part of. By discovering and communicating your organization’s DNA, we will create an employer brand that will resonate with your current and potential employees.

78% OF CANDIDATES SAY THAT THE OVERALL CANDIDATE EXPERIENCE THEY RECEIVE IS AN INDICATOR OF HOW AN ORGANIZATION VALUES ITS PEOPLE

Candidates have reported withdrawing from the recruiting process just because of their poor candidate experience. Hence, from the candidate’s perspective, the hiring process should be clear, engaging, and aligned with your employment brand.

As your HR Partner, we provide your candidates with an impactful experience and make them feel that the entire process is fair and unbiased. Our robust six-step recruitment process use objective and scientifically rigorous evaluations to ensure a strong fit for the role along with a fit for the culture.

A POSITIVE EMPLOYEE ONBOARDING EXPERIENCE INCREASES THE LIKELIHOOD OF THAT INDIVIDUAL STAYING WITH THE FIRM BY 82%

The engagement levels of new employees tend to be highest during the first 90 days of employment as they are excited to have a new job, get to know their co-workers, and immerse themselves in the culture and mission of the organization. As your HR partner, we ensure a positive onboarding experience for the new recruits by providing the following:

• Positive and welcoming environment
• A deep sense of belonging and inclusion from day one
• Discussion around the organization’s core values, mission, and strategy
• Clear communication and expectation-setting
• Regular meetings and check-ins to assess how the onboarding experience
• Providing an opportunity to give and receive feedback

EMPLOYEES WHO FIND A PURPOSE AT WORK ARE THREE TIMES AS LIKELY TO STAY WITH THEIR ORGANIZATIONS THAN THOSE WHO DON’T

The “engage” stage can also be referred to as the “retain” stage of Employee experience, as data points that employee engagement leads to employee retention. In this stage, organizations work to keep their employees happy, fulfilled, and engaged in their jobs. At its core, engagement is about ensuring employees feel valued and have a sense of belonging. When employees feel like they belong, they’re more likely to be engaged. As your HR partner, we will set the agenda for employee engagement and be committed to establishing it as a competitive advantage for your organization. Through our initiatives, we will make sure that your employees feel valued and respected, find their work meaningful, and build an environment where their ideas are heard.

ORGANIZATIONS WITH CONTINUOUS PERFORMANCE PROCESSES ARE 39% BETTER AT ATTRACTING TOP TALENT AND 44% BETTER AT RETAINING TALENT

This stage is more than just having an annual performance evaluation. Performance Management, an integral part of employee experience is optimal when carried out regularly, combined with continuous feedback. Further, it needs to be integrated with significant praise and recognition.

As your HR Partner, we will bring a strategic dimension to performance management by aligning your employees’ efforts with the organizational goals. By designing meaningful jobs and backing them with goal-setting, and continuous feedback, we will create a culture where your employees produce excellent results by performing to the best of their abilities, driving business impact.

94% OF EMPLOYEES SAY THEY WOULD STAY AT A COMPANY LONGER IF IT INVESTED IN THEIR LEARNING AND DEVELOPMENT

Learning and development opportunities are critically important to Employee Experience. Improving outcomes in this step of the employee experience require organizations to think of development more comprehensively. Employees need to be able to see a path of growth in the organization. That growth might include job title changes, raise in pay, new skills, having more autonomy, more support, or the presence of coaching and mentoring opportunities. Research shows that professional development initiatives are associated with increased productivity, employee engagement, and organizational growth. Recognizing the same, we provide your employees with access to personalized learning and development pathways to prepare them for successfully leading and inspiring others in the future.

EMPLOYEES WHO HAVE A POSITIVE EXIT EXPERIENCE ARE 2.9 TIMES MORE LIKELY TO RECOMMEND THEIR ORGANIZATION TO OTHERS

An employee exit can be the most emotional and uncertain phase of an employee’s journey. At its best, exiting is the final stage of an ongoing coaching conversation about the employee’s experience, performance, development, and perceptions of the organization. Regardless of the terms, employees have a need to feel heard and be appreciated for their contributions.

As your HR Partner, we ensure that we set up an excellent exit program that generates proud “alumni” and brand ambassadors who bolster your organization’s reputation, paying long-term dividends for your talent strategy.