A Career of Engagement - Phase Two - Reboarding
Last week’s focus, onboarding, sets the foundation for a career of engaged performance. This week we explore the engagement strategy of “reboarding,” the planned and intentional effort to continually “re-recruit” and engage every employee, everyday, no matter the position or tenure.
Just remember back to the first 90 days of any job you have had, the excitement and enthusiasm and that welcoming feeling most organizations provide to a new employee. While a new employee’s productivity level is generally lower, their commitment and engagement are commonly higher.
Highly engaged organizations create a workplace environment that feels like the first 90 days, everyday, where everyone feels highly valued, supported, and appreciated. Unique talents are identified and leveraged, questions and opinions are welcomed and encouraged, and people look forward to coming into work knowing they can and will make a difference no matter where they reside in the organization.
Take the same approach, time, and efforts you do to attract and recruit new talent into the organization and continually reboard and re-recruit those currently making a difference throughout your organization. Employee turnover will decrease and overall employee engagement and commitment will increase.
Next week we discuss proactively preparing your people’s skills and talent today for tomorrow’s opportunities.
To discover more about the lifecycle of employee engagement and what Cornerstone Learning can do for you, visit our Triboading page at www.cornerstonelearning.com/triboading.
Click here to download more information on the Triboarding process and how Cornerstone Learning can help you achieve a robust employee engagement strategy.
