5 min read
Have you ever booked a holiday only to realise halfway through your trip that the place you’ve visited isn’t as amazing as the guidebooks said? We all know the feeling of locking in something we’re really excited about, only to realise shortly after that it was a mistake. But you’re stuck and your only option is to wait until your trip is over and then vow to choose better next time.
Now imagine having this type of experience with your employee engagement provider!
The last thing you want is to spend all your time building a solid business case that wins that tick of approval, only to realise that the costs are going to spiral out of control or that your people aren’t actually going to receive the experience you were promised.
Having partnered with hundreds of different businesses during their decision-making process, I’ve learned a thing or two about what to watch out for and ask HR tech providers up-front. To help you present your business case to your leadership team confidently, I’ve outlined the critical factors you should be considering when weighing your options for your next employee engagement partner. Here’s an overview of what we’ll go over:
If you want your employee engagement programme to be part of how your people recognise, reward or communicate with each other every day, then be wary of any barriers or costs that would limit their use of it.
Are there questions you have asked your HR vendors partners that have helped you in your research and decision-making? I’d love to hear how we can support you during this process and answer the questions you have when it comes to locking in an employee engagement partner.
Her first role may be as an Employee Engagement Consultant, but Jenn is also a bona fide rollercoaster enthusiast, spin addict and yes, a big advocate of engagement.
Receive our most popular articles in your inbox every other week for employee engagement best practice and inspiration