A program to help retain top talent.
Creating an internal talent marketplace that rivals the external market helps keep top performers from leaving.
Services
- Naming
- Brand Strategy
- Visual Identity
- Brand Guidelines
A meaningful workplace creates a better balance between what a company needs and what employees are looking for, beyond a paycheck.
When this balance is achieved, employees have many more reasons to stay within a company and to work toward optimizing their value. A company then retains its best talent, builds a stronger, more vibrant, more capable organization, and averts the high costs associated with turnover. By balancing organizational and employee needs, a company also creates the kind of workplace that draws new talent to them. The (Look Within) program was developed to help retain VMware’s top talent by creating opportunities for employees to develop skills and move within the organization.
What We Learned Along the Way
Sharing is caring.
When you find a top performer within your team, your instinct says to hold on to them. But in reality, you should look to find more opportunities for them to shine—outside of your own team. That requires a shifting of mindsets within the organization, to encourage the internal movement of staff and sharing of the best and the brightest.
Finding new talent is expensive.
It costs more to recruit than to keep the talent you already have. It is worth investing in programs to keep talent. Not just top performers, but talent through the ranks. Creating a program to appeal to all levels of employees does not have to be expensive. Often it is the small things that add up to keep employees motivated and loyal.
Programs designed to keep talent attract talent too.
When prospective employees evaluate a company, it is important for them to see that once they join the ranks they will continue to have opportunities to grow. The promise of internal growth opportunities is incredibly appealing.
Bella Banbury, CEO, Emotive BrandInspiring employees to grow within their jobs, within VMware, and within themselves was a super motivating idea, and the genesis of the program name, Look Within.”
Bringing Strategy to Life
Look Within
We wanted to invite all VMware employees to (Look Within) themselves to better understand what will drive them to be more valuable employees, gain more gratification from their work, and live more fulfilling lives. While at the same time, encouraging them to (Look Within) VMware for the many ways they can better align their careers to their life ambitions.
One Concept, Multiple Executions
There were three stages of mobility offering as part of the (Look Within) initiative:
Take 1 (Refresh) – take a monetary award and spend it on career/life development
Take 2 (Reignite) – take a short term assignment in another VMware job
Take 3 (Rejuvenate) – take a three-month sabbatical
Experience that Works
Ideate. Ideate. Ideate.
Find out if your idea has legs by coming up with as many different ways to bring it to life as possible. This helps internal teams who are often tasked with the on-going development and execution of the program.
Get corporate on board.
Nothing winds up your marketing department more, than a rogue campaign from HR that is deemed “off-brand.” Be sure to engage all the right stakeholders from the outset.
Go to the source.
Talk to employees. Every company is so different and the kinds of people they attract vary—not just from company to company, but from office to office and country to country. Take the time to find out what will actually make a difference in their lives. It’s often not the big things that matter the most.
Keep it simple.
People are busy. If you want them to pay attention to an internal program, you need to keep it simple and memorable for it to gain any traction. Otherwise, it will just get lost in the shuffle.
Recent Work
Bringing a people-centered brand into a digital-first, product-led future.
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