There’s a difference between a job and a career. Even within an organization, employees want to have opportunities for growth, development, and career advancement. Getting in at the ground level of a business seems, to many, like a great opportunity to do just that. Unfortunately, in an article for First Round Review, the authors argue that as new companies grow and develop greater resources, they often actually become worse at investing in their employee’s future with the organization.
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It doesn’t have to be that way!
The First Round Review article covers eyewear company Warby Parker’s strategies for bucking that trend and creating a viable employee lifestyle to maintain and advance top talent for the long term. They discuss five key elements:
1. Onboarding
It all starts with onboarding. “Many of the most memorable moments in any employee’s life cycle happen at the very beginning,” the authors write. “Everything is new. Everything makes an impact.”
Take advantage of that newness to make an impact, in a positive way, on your new employees. Focus on the things that you’ve learned—from other employees—are most important. Stress the value that the organization offers for employees and how they can tap into that value.
2. Communication
Effective communication is essential for ensuring employees stay engaged and feel that they are valued in the organization. It’s important to constantly remind employees of the company’s mission and values as they pertain to regular activities.
That doesn’t mean a “one and done” approach that is considered complete once orientation is over. Reminding employees on an ongoing basis of what the company’s mission and values are and, most importantly, how the work they do and the contributions they make, support mission and values, can help employees feel both connected and motivated.
3. Celebrations
The authors of this article encourage taking the time to celebrate wins. “Don’t let growth make celebrations (particularly spontaneous celebrations) a casualty of routine,” they write. “Spontaneity is a huge ingredient of celebrations that are truly nurturing to teams.”
In a workplace that is busy and constantly dealing with and adapting to change, it’s easy to just move on to “the next thing” once a project is complete. It’s important to resist that urge, though, and take time to celebrate the many wins that are taking place all around you.
4. Mission
As companies grow and change, it’s possible to lose sight of their original mission, not just for leadership, but for all employees. Smart companies will maintain a strong focus on their mission for everyone. That means not only prominently displaying and talking about the mission, but also sharing examples of how individual employees, departments, and divisions are effectively living the mission.
5. Learning
Education is extremely important in any long-term employee development life cycle. As the First Round Review authors write, “Continuing education is non-optional if you want people to continue to feel engaged year after year. But that can’t be dry coursework or some learning and development lip service.”
It’s not always easy to find great talent, especially in a tight job market. And it can be even more difficult to retain that talent once it’s found. By investing in the employee life cycle, companies like Warby Parker are taking steps to ensure that their talent not only grows and develops, but that it stays in the company as well.