Stories at every stage of the
Employee Life Cycle?
Absolutely. From strategy to exit.
1) Strategy
A notable reason why people leave jobs is that there is a mismatch between their personal values and that of their employing organisation. It is a lot about ‘fit’. Why not use personal stories to demonstrate how individuals embody organisational values? This can help attract better hires and improve staff retention.
2) Attract
What are the features of a desirable place to work for a new generation of workforce? Diverse and inclusive leaders, open and compassionate work cultures, and spaces to pause, reflect, and listen. Storytelling spaces are excellent ways to build on many of these features and attract employees that are a good fit.
3) Recruit
Using stories to identify applicants whose personal values align to those of the organisation reduces the risk of attrition and increases staff retention. Promoting a desirable place to work is key to attracting talent. Stories of existing staff could play a valuable role in positively impacting your corporate reputation.
4) Onboard
A valuable opportunity for new starters to feel a sense of welcome and belonging could be to share their own stories and to listen to the stories of existing employees. For hybrid workplaces, storytelling is an effective strategy to foster a sense of connection and belonging for employees working remotely.
5) Learning and Development
Good stories can contain multiple meanings, so they're surprisingly economical in conveying complex ideas in graspable ways. I am a big fan of using personal stories to bring important topics to life instead of often rather dry mandatory training. Drive home the take-home messages using stories instead of slides.
6) Reward, Recognition, Benefits
Getting reward and recognition right will have a notable effect on staff retention. Financial bonuses and staff benefits can be welcome, but they could also be perceived as impersonal. Through respectfully sharing their story, employee loyalty to your organisation can be gained through this personal, human approach.
7) Progression, Performance
Using stories as part of reflective practice is a personal and engaging way to approach ongoing professional development. Combining emotions with data through personal story for the purpose of annual reports or annual appraisals can connect employees to both their internal audiences and external stakeholders.
8) Retain, Exit
Listening and empathy are important leadership skills which can positively affect staff retention. Creating psychologically-safe spaces where stories can be shared can help create compassionate workplaces. The personal story of why an employee chose to leave could be valuable feedback for you and your team.
As seen/heard in...
Time to close the cycle loop?
A connected workforce.
A humanised work culture.
Authentic leadership.
Engaged, healthy staff.
Empathetic colleagues.
Inclusive conversations.
An amazing place to work.
You may think this is a pipe dream.
I can help you make this a reality.
Book a free no-obligation call with to discuss how storytelling can work for you and your organisation.
