Employee Journey

The road to an engaged team

An employee who feels engaged is satisfied, loyal, and performs better. A crucial component of generating that engagement is the Employee Journey: the path an employee takes, from spotting your job vacancy to the farewell party. At which stages within the employee journey are there opportunities to engage employees – and how do you do that?

The power of video in the employee journey

Phase 1: the first impression

1. Communication with a human touch

A text with vague bullet points as a job listing is not sufficient. Provide a clear picture of the position, the core values, and—equally important—the company culture. Video is perfect for this: it allows a candidate to get a feel for the atmosphere, ‘meet’ colleagues, and take a preliminary look at the workplace.

2. Transparant application proces

People appreciate being informed. Keep candidates updated on their status by sending videos with updates about the process, requirements, and next steps.

3. Pleasant experience

Ensure that the entire process is conducted respectfully. Don’t raise false hopes and provide concrete feedback (including positive!) to those who just missed out. This way, you keep the contacts warm for the future.

Phase 2: onboarding and training

Signatures are done? Time to really start. A new team member definitely needs to get to know the (software) systems and the buttons on the coffee machine, but this process is also about truly getting acquainted—with the culture, the vision, and interactions with colleagues.

1. Warm welcome

The first day is always exciting. Therefore, for example, send a personal welcome video from the team in the lead-up to this day.

2. Buddy

Assign a mentor or buddy to guide the new employee.

3. Training

Ensure they master the systems through trainings, instructions, and other resources. This means an overload of new information, so it’s wise to present this visually in an instructional video that can be reviewed and played back at their own pace if needed.

Phase 3: growth and development

Once the new employee has settled in and is working well, the focus in the employee journey shifts to personal and professional development. Motivation and that highly sought-after engagement can truly flourish in this phase

1. Continuous learning

Offer seminars, workshops, and courses. Use internal training videos for e-learnings and the launch of new systems.

2. Feedback loop

Provide regular, constructive feedback on performance and also give pats on the back for (small) successes, both in team settings and one-on-one.

3. Climbing stairs

Establish career paths and be clear about growth opportunities. Schedule periodic reviews and keep the door open for conversations with colleagues who want more.

Phase 4: attract (and retain!) talent

Employees stay with you when they feel valued and engaged. It sounds logical because it is. Yet, this attention is sometimes neglected. Recruiting and retaining staff also means taking their needs and desires into account, and that requires hard work

1. Inclusive communication

Keep people well-informed about developments within the company—not just top-down, but also among each other. Send announcements and updates via video. This is personal and direct, and it also includes body language, facial expressions, and intonation. Non-verbal communication leads to greater engagement and understanding.

2. Working culture

Ensure an inclusive and positive atmosphere where everyone feels at home, and be as flexible as possible with regard to work hours and remote working.

3. Recognition

Regularly reward good results, whether with a nice perk or simply a compliment.

Final phase: saying goodbye

Everything comes to an end, and the departure of a team member is also part of the employee journey. A pleasant offboarding experience is good for your company’s reputation and can even turn former employees into ambassadors.

1. Open exit interviews

Discuss the reason for the termination together (whether it is voluntary or not). Also, take lessons from these conversations for the organization and communicate those improvement points with the departing colleague.

2. Keeping in touch

Keep in touch through alumni networks or social media; you never know if you might be able to help each other in the future.

3. Positive farewell

Organize a farewell party to celebrate the departing employee. Provide a nice memento.

The employee journey is a complex path with many touchpoints, where good communication is the common thread. Curious about how to communicate efficiently? Read more here:

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