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A Manager’s Role in Every Stage of the Employee Experience

Updated: May 17, 2021

The moment a future hire learns about your company is the moment the life cycle begins. All of their interactions with an employer from recruitment to after they leave, add up to the employee experience. They play a part in how each person feels about the company and in employee retention, engagement and performance. A manager’s role is the most important relationship at every stage in the employee life cycle. Here are some tips on how to make sure you are positively affecting your employees in every stage.

Recruiting Top Talent: In today’s world, companies are extremely transparent. It is easy for employees to share their experiences on sites such as Glassdoor in order to shape perceptions. You must treat your employees well now if you want to attract top talent in the future. Also, top recruits are interested in working with companies that have a strong purpose and values and actually live them out. Being able to show that, will draw talent to your company.

Hiring: The hiring process needs to be consistent with your values. It needs to be fair, clear and align with the culture of your company. Managers need to ask questions to find a fit for the role and the culture. It is a manager’s job to show a candidate what it’s really like to work here. Bring in members of the team on the interviews to help answer any questions.

Onboard: New hires come in with a lot of questions. It should not be one-way communication. Managers need to help new employees socialize with their team, understand the company’s mission and connect their work to it, set clear expectations, and show them how the entire organization functions. This is an ongoing process, not just the first week.

Engage and Motivate: Consistently show your employee you care about them. Develop a coaching relationship to keep them accountable, give them new, interesting projects and focus on career growth. Find out how they like to be recognized and give them praise for excellent work. Also, give them constant feedback. Don’t wait until a performance review to tell them how they can improve.

Develop: The number 1 reason people change jobs today is “career growth opportunities” according to a recent Gallup study. Figure out where your employee wants to go and give them every opportunity to develop the skills to get there. Constantly be communicating with them and help them reach their goals even if that means leaving your team.

Depart: Don’t be butt-hurt when someone leaves your team. Make sure they know they are appreciated for everything they have done and you value your relationship with them. You want them walking away a proud alumni, so they continue to spread good brand awareness.


Ready to strengthen your culture, your team and your leaders? Call Margie Adams at 303-809-8093 or email

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