KEY AREAS4 TO APPLY THE AMBASSADOR FRAMEWORK

Build a culture that attracts top talent

There is no greater way to recruit top talent than to have a workforce that wholeheartedly endorses your company to friends and their professional network. Setting up a four-part ambassador framework that caters to the modern employee’s desire for learning and development will go a long way toward creating an environment that not only makes them want to stay with your company, but also bring in their talented connections.

The Ambassador Framework

IMPACTEmployees want a clear understanding of what success looks like and how they can make a difference.

OPPORTUNITYEmployees want to learn new skills and grow within the organization.

AUTONOMYEmployees have a desire to direct their own job direction.

CONNECTIVITYEmployees want to feel a strong link to the company culture and the overall worker community.

Provide new hires with technology that lets them complete the onboarding process on their own time.

Onboarding should be a continuous event that lasts throughout the new hire’s entire first

year with the company.

Align learning with employee goals

and extend it into daily interactions.

Integrate your performance

management with L&D initiatives.

Feedback without opportunity is a waste of time.

Employees should always know how they are doing and

where they can improve. No surprises!

Feedback should come from more than just their supervisor. This lets the employee feel

connected to more levels of the organization.

Build talent pools that include existing employees; publish

open jobs to them first.

Distribute regular updates so employees

can share company initiatives.

Formalize employee referral programs and make it easy

for them to refer from their network.

Create a culture that truly drives

business objectives.

Have learners interact and collaborate with experienced peers to

solve problems faster.

Deliver an engaging learning culture while

also personalizing the process.

Acclimate new hires as quickly as possible into your organization with

introductions and interactions so they feel like they’re part

of the team.

Encourage employees to own their own

development. They’ll feel more confident in

expressing which areas they want to improve.

Give employees a central location to

manage their career mobility internally.

Start moving the accountability for

learning back to the learner with a blended

model – informal, social, classroom, mobile.

Autonomy

Onboarding Learning Performance Recruiting

Opportunity

Impact

Connectivity