Build a culture
that attracts
top talent
The Ambassador Framework
AUTONOMY
Employees have a desire to direct
their own job direction.
OPPORTUNITY
Employees want to learn new skills
and grow within the organization.
IMPACT
Employees want a clear understanding
of what success looks like and how
they can make a difference.
CONNECTIVITY
Employees want to feel a strong
link to the company culture and
the overall worker community.
4 KEY AREAS
TO APPLY THE AMBASSADOR FRAMEWORK
Onboarding
Provide new hires with
technology that lets
them complete the
Autonomy onboarding process
on their own time.
Onboarding should be a
continuous event that
Opportunity lasts throughout the
new hire’s entire first
year with the company.
Deliver an engaging
learning culture while
Impact also personalizing
the process.
Acclimate new hires as
quickly as possible into
your organization with
Connectivity introductions and
interactions so they
feel like they’re part
of the team.
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.
Learning Performance Recruiting
Start moving the Encourage employees Give employees a
accountability for to own their own central location to
learning back to the development. They’ll manage their career
learner with a blended feel more confident in mobility internally.
model – informal, social, expressing which areas
classroom, mobile. they want to improve.
Integrate your
Align learning with performance Build talent pools
employee goals management with that include existing
and extend it into L&D initiatives. employees; publish
daily interactions. Feedback without open jobs to them first.
opportunity is a
waste of time.
Create a culture Employees should Distribute regular
that truly drives always know how updates so employees
business objectives. they are doing and can share
where they can improve. company initiatives.
No surprises!
Feedback should come
Have learners interact from more than just Formalize employee
and collaborate with their supervisor. This referral programs
experienced peers to lets the employee feel and make it easy
solve problems faster. connected to more levels for them to refer from
of the organization. their network.