Every hired person goes through several stages (cycles) of life in a company, namley: attraction (employer branding), recruitment (competency search), hiring and onboarding, development and retention, including, among other things, taking care of the employee’s needs, showing appreciation and celebrating career successes.
The process of attraction to a company is nothing more than building an employer brand in the environment. The way a potential candidate perceives us is actually the first stage of the recruitment process, before we even make a decision to recruit.

For what reason is it important for the company?

Ask yourself a few questions:
– would you like to work with a company you cannot find any information about on the Internet?
– would you choose a company’s services if you were not able to check what its customers’ opinions are?
– would you invest time or money in a business you are not familiar with?

Finding information about a company, the services it provides, opportunities it offers for growth, or at least focusing on the values that are fundamental to the company’s operations and key to its employees’ professional challenges, gives us important information about the company’s culture.

The process of employee implementation

Once we have selected the right candidate and decided to hire him, the on-boarding process begins, then performance of the tasks on the position, and after a certain period of time a career development path is established and the need for integration in individual departments or project groups is ensured. All these activities are aimed at maintaining a high level of employee engagement.

The engagement level may rise or fall at different stages of career development. At the start of the job, the level of commitment is very high and the employee is motivated to learn about the company and responsibilities of the position, as well as to achieve high performance at work.

What about motivating employees at later stages?

After the implementation process, the employee’s level of engagement begins to decrease, and we often hear that he or she “does not give as much as he or she did at the beginning” and that he or she “is not committed.” However, this is a signal for the supervisor to take a look at what created this situation and to apply measures that will raise and maintain enthusiasm and willingness to work.

Identifying with the organization and its values, confidence in the quality of services it offers or working together on a project for one of the company’s clients shows us a very important value – THE SENSE OF COMMUNITY. This is the essence of any successful company. A community is formed by people who are passionate about what they do and full of mutual respect for each other but also for their diversities.

Groups that work together are united by similar passions (which we often learn about during informal conversations during coffee breaks), common project work, the joy of small successes or celebrations of larger events, such as the completion of a project that lasted several months.

Celebration of successful achievements plays a big role in shaping the level of efficiency and commitment, in addition to building a friendly working atmosphere and shaping relationships within the team, increasing satisfaction and a sense of appreciation, improving cooperation and building loyalty among employees.

Taking care of employee integration and working environment

A sense of community is actually a small step to integration and concern for employees’ needs. The best companies take good care to provide employees with working conditions where people can combine work and private life. Hence so many solutions related to flexible working hours, hybrid work or Home Office. However, such an opportunity should also be appreciated by the employees themselves, because even now not all companies are implementing such practices.

Providing an environment for sharing knowledge in the form of internal training platforms or implementation of CSR activities, makes employees who previously did not have such an option, or who do not attach much importance to this type of initiative, begin to be more involved and identified with the internal life of the organization.

Providing opportunities for career development

With the establishment of career paths within the company, an opportunity for the professional development of many ambitious and skilled employees looking for new career chances arises. Determining one’s own professional predispositions, in combination with relevant competencies and personality traits, can be a chance for many to spread their wings at the company.

Whether it’s a situation of knowledge sharing by experienced workers or development conversations with a supervisor during which an employee can determine his or her potential and further job prospects, this is only the beginning, but important enough to be able to assess what competencies and career ambitions your team members have.

It is worth remembering that the long-term commitment and motivation of our teams’ personnel is built every day, through the creation of partnerships, a positive work atmosphere as well as sincere and open communication. This attitude creates a workplace where you simply want to stay for long.