Talent Brand Promoters are more likely trust their HR Department

??Trust lies at the foundation of flexibility, autonomy, and team. But employees need to trust one more very important group: The Human Resources department.

It’s difficult to be enthusiastic about the company you work for if you don’t trust how it serves and responds to its own employees. People with a dedicated HR contact are more likely to be promoters and those companies who take onboarding of their employees very seriously, who make the welcoming of a new person into the organization and onto their team more formal, are much more likely to have a high percentage of talent brand promoters, according to a new quarterly workforce research published by ADP Research using data from a random sample of 2,500 US workers how likely they would be to recommend their company to a family member or friend as a place to work.

?Who are Talent Brand Promoters?

Researchers defined Talent brand promoters are such a valuable group, they are more engaged, more resilient, more connected, less likely to leave.

? Trust matter

When researchers cut the data by a worker’s feelings of trust, the vital importance of trust to talent brand is revealed.

?Trust in HR department is critical

Researchers believed that Trust can make or break a person’s willingness to advocate for their employer. And they find an interesting correlation: People with a dedicated HR contact are more likely to be promoters. Ideally, employees want one person in HR to know everything about them and their jobs. Even if they are then passed on to a different HR department dedicated to the specific issue they’re facing, initially they want to talk to an individual who knows them as a whole person.

?Impact of Onboarding.

Researchers found that those companies who take onboarding very seriously, who make the welcoming of a new person into the organization and onto their team more formal, are much more likely to have a high percentage of talent brand promoters.

?Promoters need attention as well.

Researchers discovered that Providing more frequent attention to employees can more than double the number of promoters. , Researchers found that workers who reported more frequent contact with their managers, HR, or colleagues were far more likely to be talent brand promoters.?

?Promoters love their work.

how a person feels about their job and their own performance can have a huge influence on how they feel about their company. An employee who loves their job and is good at what they do is nearly three times more likely to endorse their organization as a good place to work. It’s interesting to note that even when a worker reports that they are great at their job, if they do not find love in the work itself, they’re dramatically less likely to promote the company to friends and family as a good place to work.

?? Researchers conclude the more that HR and team leaders can do to help each worker find something to love about their day-to-day work – not all of it, but some of it – the more likely they are to be a talent brand promoter.

Finally, this research demonstrates how the best companies do to turn more employees into talent brand promoters with following actions:

?? if you can give a worker a greater sense of control, they are more likely to advocate for your company.

??? No matter how much a worker believes in the values and mission of their company, if they find no love in the day-to-day activities of their work, they will be far less likely to promote the company.

?? When companies take seriously each employee’s need for frequent attention, a stronger talent brand grows.?

?? If a company wants to build its talent brand, it should start by looking at the front door, and how carefully and caringly it welcomes each person in.

??The more flexibility you can give workers, the more likely they are to recommend your company

Thank you ?? ADP Research ?researchers team for these insightful findings: Marcus Buckingham Nela Richardson Mary Hayes Ben Hanowell Frances Chumney PhD Jared Northup

Dave Ulrich ?George Kemish LLM MCMI MIC ??#futureofwork ?#peopleanalytics ?#Trust #Talent