3. PUTTING A PLAN IN PLACE

4. YOUR ROLE IN TALENT SUCCESS

5. UNDERSTANDING THE INDUSTRY

8. NURTURING RELATIONSHIPS

9. DESIGNING CAREER PATHS

7. DEVELOPING STRENGTHS & SKILLS

10. DEFINING SUCCESS

6. EMBRACING CULTURE

1. ATTRACTING QUALITY TALENT

2. ENHANCING YOUR BENEFITS

MAPPING THE WAY

PART 1

ATTRACTING QUALITY TALENT

Recruiting is both an art and a science. By understanding candidates’ behaviors, motivations, and expectations, you can elevate your strategy and attract talent that thrives within your dealership. Remember, the journey to quality talent starts with a strong foundation: a compelling message, an engaging brand, and a process that puts people first.

ACCELERATOR

INSIDE THE MIND OF TODAY’S CANDIDATE:

Attracting exceptional talent requires more than just posting job openings—it’s about understanding what candidates are looking for and strategically positioning your dealership as the employer of choice. By blending instinct with data-driven insights, you can craft a recruitment strategy that resonates with today’s job seekers. LinkedIn recently asked over 14,000 global professionals about their job-seeking attitudes and habits to uncover how they find jobs, what drives them to switch, and what they value at different stages of the process. This chapter combines those findings with practical tips and tricks to help you attract top-tier talent and build a sustainable talent pipeline.

90% of candidates are open to new opportunities, and many experience "Career FOMO"—fear of missing out on their dream job. Your outreach can be the nudge they need to explore what your dealership has to offer. Personalize Your Message: Candidates respond best to direct, tailored communication that highlights their unique fit. Replace generic phrases with specific details about their skills or experiences. Use Authority Wisely: Messages from hiring managers or senior leaders are 56% more likely to get a response. Leverage their influence by involving them in the outreach process. Be Concise but Informative: Include key details like job responsibilities, salary ranges, and company culture. Candidates prioritize clarity and transparency when evaluating opportunities.

ONE : START THE CONVERSATION

Candidates spend 1–2 months gathering information before applying, with your website as their primary destination. LinkedIn, search engines, and employee testimonials also play significant roles in their research. Upgrade Your Website: Use clear navigation, engaging visuals, and authentic employee stories to reflect your company culture. Transparency builds trust—highlight your mission, values, and opportunities for growth. Leverage LinkedIn: Ensure your dealership’s profile is up-to-date, and actively share content that informs and excites potential candidates. Empower Employees as Advocates: Encourage team members to share job postings and speak positively about their experiences. Candidates trust employee insights more than traditional marketing materials.

TWO : MAKE A POSITIVE FIRST IMPRESSION

While candidates value information, they are also drawn to intrigue. Holding back just enough can compel them to learn more. Highlight the Essentials: Share enough to pique interest—job responsibilities, team dynamics, and company culture—but leave some details for later conversations. Craft Role-Specific Narratives: Frame the position as a unique opportunity to contribute meaningfully and grow professionally. Engage Their Curiosity: Use phrases like “a role where you can transform the [industry/department]” to stimulate excitement.

THREE : CREATE INTRIGUE

Some of the best talent isn’t actively seeking jobs but is open to the right opportunity. Tap Into Career Aspirations: Ask candidates about their long-term goals and how they envision growing in their career. This not only builds rapport but also positions your dealership as a partner in their success. Stay Top-of-Mind: Maintain regular, authentic contact with promising professionals, even if there isn’t an immediate opening. Talent pipelines are built on sustained relationships. Be Patient and Persistent: Trust takes time, but genuine engagement can convert passive candidates into enthusiastic team members.

FOUR : BUILD RELATIONSHIPS WITH PASSIVE POTENTIAL

Candidates are evaluating you as much as you’re assessing them. Your recruitment process should leave a lasting positive impression. Speed and Transparency Matter: Streamline your process and clearly communicate next steps. Candidates value efficiency and clarity. Make It About Them: Listen actively during interviews, asking about their passions, motivations, and career aspirations. When candidates feel heard, they are more likely to connect with your organization. Showcase Your Culture: Use virtual or in-person tours to give candidates a behind-the-scenes look at your work environment. Real insights into your culture help them envision their place in your team.

FIVE : STAND OUT WITH A CANDIDATE-CENTRIC APPROACH

ENHANCING YOUR BENEFITS

PART 2

ENHANCING THE EMPLOYMENT EXPERIENCE: EMBRACING NON-SALARIED BENEFITS

Attracting and retaining top talent goes beyond competitive salaries. Today's workforce values a holistic employee experience that supports their professional growth, personal well-being, and work-life balance. Offering non-salaried benefits is a powerful way to differentiate your dealership as an employer of choice and to enhance overall job satisfaction. This chapter challenges you to think creatively about the additional perks and benefits you can provide to enrich your employees' lives. We've compiled insights from a comprehensive database of non-traditional employee benefits offered by MillerKnoll dealers to inspire you. THE POWER OF GOING BEYOND THE PAYCHECK Non-salaried benefits can significantly impact employee engagement and loyalty. They demonstrate your commitment to your team's well-being and acknowledge that value extends beyond the paycheck. Enhance Employer Brand: A robust benefits package makes your dealership more attractive to potential hires. Foster a Positive Culture: Benefits that promote work-life balance and personal growth contribute to a healthier, more cohesive workplace culture. Boost Morale and Productivity: Benefits that support employees' personal and professional lives can lead to higher job satisfaction and increased productivity. When selecting which benefits to offer, consider those that provide high value to employees while being cost-effective and easy to implement!

Professional Development Opportunities Tuition Reimbursement: Support employees pursuing further education related to their field. Certification Sponsorships: Cover the costs of industry-related certifications and training programs. Mentorship Programs: Pair less experienced employees with seasoned professionals for guidance and growth. HEALTH AND WELLNESS INITIATIVES Wellness Stipends: Provide allowances for gym memberships, fitness classes, or wellness apps. Mental Health Support: Offer access to counseling services or mental health days. Healthy Snacks and Beverages: Stock the office with nutritious options to promote healthy eating. WORK-LIFE BALANCE ENHANCEMENTS Flexible Work Schedules: Allow for adjusted start and end times to accommodate personal commitments. Remote Work Options: Provide opportunities to work from home when appropriate. Additional Paid Time Off: Offer extra days for personal use, birthdays, or volunteering. FINANCIAL WELLNESS BENEFITS Retirement Planning Assistance: Provide resources or consultations for financial planning. Employee Discounts: Partner with local businesses to offer discounts on products or services. Performance Bonuses: Implement incentive programs that reward exceptional work.

RECOGNITION AND APPRECIATION PROGRAMS Employee of the Month Awards: Acknowledge outstanding contributions regularly. Anniversary Celebrations: Celebrate milestones with gifts or extra time off. Peer Recognition Platforms: Enable team members to recognize and reward each other. FAMILY-FRIENDLY POLICIES Parental Leave: Extend paid leave for new parents beyond the statutory requirements. Dependent Care Assistance: Offer resources or stipends for childcare or eldercare. Family Events: Host company-sponsored events that include employees' families. COMMUNITY AND SOCIAL ENGAGEMENT Volunteer Opportunities: Organize company-wide volunteer days to give back to the community. Team-Building Activities: Schedule regular social events to strengthen team bonds. Sustainability Initiatives: Implement green practices that employees can participate in and feel proud of. MAKE A LASTING IMPACT Investing in non-salaried benefits is an investment in your people. It shows that you value them as individuals and are committed to their overall well-being. This commitment not only helps in attracting new talent but also in retaining your current employees, reducing turnover costs, and building a strong, dedicated team. Consider which of these non-salaried benefits align with your dealership's values and resources, and take steps to implement them. Your efforts will contribute to a more engaged, productive, and satisfied team.

INTERESTED IN EXPLORING FURTHER?

If you’re inspired by these ideas and want to explore more, we’ve got you covered. The DPAC Talent Sub-Committee has compiled an extensive database of non-salaried benefits offered by MillerKnoll dealers across the network. This comprehensive resource provides detailed examples of innovative and impactful perks that can enhance your employee experience and help you stand out as an employer of choice. Whether you’re looking for creative ways to implement wellness initiatives, flexible schedules, or recognition programs, this database is a valuable tool. If you’d like access or need guidance on tailoring these ideas to your dealership, please don’t hesitate to reach out—we’re here to help!

PART 3

PUTTING A PLAN IN PLACE

Employees with an exceptional onboarding experience are 2.6 times as likely to be extremely satisfied with thier place of work.

ESTABLISHING A NEW HIRE PLAN

Before a new employee’s first day - The first day of a new job can be overwhelming, so 15 or more days before your new employee starts, try to: Schedule their welcome meeting Set up a company email Answer any questions they have Explain virtual meeting guidelines (if applicable) Provide all necessary technology, and embed them in relevant company systems Supply date, time, and dial-in information (if applicable) for first-day meetings

New employee’s first official day - Your goal for your new employee’s first day is to outline the week ahead while making them feel welcome. Here are some ways to do so: Educate them on how to use company systems Invite them to team events Detail the remainder of the week’s meetings Introduce them (with their information and title) to relevant teams, coworkers, and partners Outline organizational processes and resources such as benefits, time sheets, and HR access

Your new hire is now familiar with their new role, company processes, and the people they’ll work with. Now, help them acclimate to their new work environment: Review their job description, duties, and what’s expected of them Discuss ways you can most effectively work with them Clarify the week’s schedule and confirm relevant training opportunities Answer emerging questions about organizational processes and role-relevant workflows

New employee’s first week - Now that you’ve eased your new hire into your workplace and their new role, it’s time to set a cadence: Pair them up with a dedicated onboarding partner Review the company’s mission, values, and goals Supply essential resources, including brand materials Schedule check-ins to review onboarding progress and discuss questions and feedback Provide a challenging yet attainable and ultimately meaningful assignment to show them what they can expect

BEFORE THEY START

The cadence of the training schedule should be customized to what they need to learn as they are integrated into your organization. At first, the large majority of their activities will be centered around training, but gradually they will start doing more of the work and spend less time training. Make sure to customize the schedule to the learning pace of the new hire: some learn more quickly, while others need more time to absorb new knowledge. This training schedule should naturally transition over time into the kind of professional development you offer every employee.

FIRST DAY

DAY TWO

FIRST WEEK

New employee’s first month - At this point, your new hire knows what’s expected of them and has the resources they need to succeed. Put them to work on the tasks that make up their role, and be sure to: Check in and provide regular feedback Assign and introduce them to a formal mentor Discuss successes and improvement areas from their first assignment Establish clear 6-month and annual performance goals

New employee’s second month and beyond - Experts agree that it can take up to a year for new employees to acclimate to their new work environment. As you learn your new hire’s work style over time: Celebrate their accomplishments Ensure their workload is consistently manageable Provide cross-organizational training opportunities Note the tasks and projects they enjoy and those they wish to improve at Share feedback on their onboarding experience with your HR, IT, and recruiting teams

Check in with your new team member frequently to assess their progress, address any challenges, and provide support as needed. This could be through weekly check-ins or feedback sessions. Regular follow-ups can help you promptly address any issues and provide ongoing support, thereby enhancing your new hire’s learning experience and job satisfaction. These check-ins can also be an opportunity for you to gauge the effectiveness of your training approach and make changes if necessary.

FIRST MONTH

SECOND MONTH

REGULAR FOLLOW UP

ACCELERATOR

Team Preparedness

Readiness of Workspace

Team unaware of new hire; no buddy assigned.

Communication Efficiency

No workstation setup; missing essential tools.

Team partially informed; buddy assigned but unprepared.

Rank

No communication or highly unclear.

Partial workstation setup; missing some tools.

Team informed; buddy assigned and somewhat prepared.

1

Minimal communication; lacks clarity.

Workstation mostly set up; all essential tools provided.

Team well-informed; buddy prepared and enthusiastic.

2

Adequate communication; some details missing.

Workstation fully set up; welcoming atmosphere.

Team fully briefed and excited; buddy proactively engaged.

3

Good communication; clear and informative.

Workstation fully set up with personal touches; all tools and access ready.

4

Excellent, personalized communication; very clear and welcoming.

5

PIT STOP

THE PRE-BOARDING STAGE sets the tone for the entire employee experience. It's crucial to make a positive first impression, ensuring the new hire feels welcomed and prepared even before their first day. This phase is about laying the groundwork for a smooth transition into the company. MATRIX FOR EVALUATION Communication Efficiency: Timeliness and clarity of pre-arrival communication. Readiness of Workspace: The workstation and tools are fully set up before the arrival. Team Preparedness: The current team's readiness to welcome and integrate the new hire.

Team Integration

Understanding of Role

No effort to integrate; avoids team interactions.

Orientation Engagement

Lacks understanding of basic job duties.

Limited effort to integrate; interacts only when necessary.

Rank

Disengaged; shows no interest in orientation.

Partial understanding; needs frequent clarification.

Makes an effort to integrate; interacts with team members.

1

Minimal engagement; passive in sessions.

Understands key responsibilities; occasionally seeks help.

Actively integrates; builds relationships with team members.

2

Adequately engaged; participates in discussions.

Clear understanding; proficient in key tasks.

Fully integrated; forms strong connections with the team.

3

Actively engaged; asks questions and shows interest.

Excellent grasp of role; demonstrates initiative in tasks.

4

Highly engaged; shows enthusiasm and deep interest.

5

THE FIRST WEEK is pivotal in building the new hire's understanding of their role, the company culture, and their place within the team. It's a period of intensive learning and relationship-building. MATRIX FOR EVALUATION Orientation Engagement: The new hire's participation and engagement during orientation. Understanding of Role: Clarity on job responsibilities and initial comfort in role-specific tasks. Team Integration: Ease of integrating with the team and initial relationship-building. KEEP GOING! We encourage you to use these as a jumping off point to create your own criteria. Create one for each step of your talent journey across roles, levels, and departments within your organization.

Each section in this guidebook is designed to provide managers with the knowledge and tools necessary to create a structured and effective talent journey. Use these Pit Stops throughout as a practical framework for evaluating the progress and success of new hires at each stage of their onboarding and development.

PART 4

YOUR ROLE IN TALENT SUCCESS

The manager-employee relationship is the most important relationship at every stage of the employee journey. Gallup has found that the manager accounts for 70% of the variance in team engagement.

Prepare them for the POSITION As a manager, you have the most in-depth knowledge of the job requirements of a new hire, and the dynamics of the team they’re joining. To set your new employee up for success, you need to make sure they have the necessary tools and information from the get-go. DETAIL THE job description This document should include any specific tasks, responsibilities, and expectations you have for your new employee within the first three months. You can reference the job description used to hire for the role to create this document, but it should be refined based on any new information you have. This step is crucial, as it provides the new hire with clarity about their role and what is expected of them. It also serves as a reference point for future performance evaluations. Establish performance metrics Next, put together performance metrics that align with the job description. These metrics should be measurable, relevant, and achievable, such as the completion of various trainings, adherence to timelines, number of tasks completed, etc. These metrics should provide a clear path for the new hire to understand what success looks like in their role. They should also help you to objectively assess your new hire’s performance and provide constructive feedback. Plan a progressive training schedule Design a training schedule that progressively helps your new hire understand their responsibilities and achieve their goals. This could include a mix of on-the-job training, workshops, and mentorship programs. This step is important as it ensures that the new hire is gradually introduced to their role and responsibilities, reducing the risk of overwhelm and increasing their confidence and competence.

FILLING UP THE TANK: THE ROLE OF THE MANAGER

ONE : PROVIDE CLARITY Managers not only set the stage for individual success but also harmonize the collective efforts towards the organization's goals. Their leadership is crucial in demarcating roles that align with the company’s strategic direction and in fostering an environment where each employee understands their contribution to the broader team. When employees know their roles and responsibilities, they are more likely to feel empowered and motivated in their work. Furthermore, role clarity can decrease stress levels as employees will no longer have to worry about whether they are meeting expectations. The furniture business intensifies this need as there are so many moving parts and disciplines required to complete a successful project. When managers can properly communicate role clarity and expectations it takes the stress and confusion out of the equation. Providing employees with absolute certainty about their main tasks and offering context shows how their individual responsibilities fit into the organization’s bigger picture. These specific responsibilities might include: Tasks: Detail the precise activities that fall within an employee's remit. Deliverables: Outline the outcomes each role should achieve. Processes: Explain the methods and procedures to be followed. Goals: Identifying the objectives aligned with the organization's vision. Key Performance Indicators (KPIs): Setting benchmarks to measure success and progress. When role clarity is properly communicated an employee will know their objectives, what their colleagues’ roles involve, and how they mesh together for business success. Like cogs in a wheel. TWO : PREVENT CONFUSION Conversely, a lack of role clarity can have detrimental effects, a challenge that is more prevalent than often perceived. Surveys indicate that only about half of employees feel that their role expectations are clear. Fluctuating performance goals and nebulous accountability create a fertile ground for confusion, leading to: Task Redundancy: Where multiple employees inadvertently cover the same tasks, leading to inefficiency. Miscommunication: Which can result in errors and project delays. Interpersonal Friction: As uncertainty in roles can lead to disputes among colleagues. In the tightly knit furniture industry, where talent acquisition and retention are particularly challenging, role confusion can be costly, propelling turnover and the loss of valuable resources. Organizations that excel in articulating and conveying roles and responsibilities are better positioned for sustained success.

4 KEY STEPS FOR SETTING EXPECTATIONS

THREE: STAY CONSISTENT Understanding the importance of role clarity is one thing; implementing it effectively is another. While the solution may seem straightforward, execution requires a strategic approach and consistent communication. Be clear about expectations.It is important to know what you expect from your team members. This way, they will know exactly what they need to do in order to meet expectations. Communicate frequently. In order to avoid confusion, it is important that you communicate often with your team. This way, everyone will be on the same page and there will be no confusion. Keep it simple. When creating roles, make sure to keep them simple and easy to understand.This isn’t always easy with all the different disciplines in the furniture industry but focusing on “simple” helps everyone. Clear Job Description. Give the employee a job description with clear and easy to understand responsibilities. This give the employee an easy to understand playbook. FOUR : CONSISTENTLY ASK FOR FEEDBACK Set a series of formal check-in’s on your calendar and make a point to “pop-in” frequently. When interacting with your new hire, ask them lots of questions to help them open up to you. Here are a few examples to start with: How are you settling into your role? Are there any aspects of this process you’re finding challenging? Do you feel you have a clear understanding of your responsibilities and expectations? Are there any areas of your job where you would like more training or support? How comfortable do you feel with the team dynamics? Do you feel you have all the resources and tools you need to perform your job effectively? Do you have any suggestions for improving the onboarding process based on your experience? If your employee raises any concerns or conveys that the onboarding process isn’t going well, it’s important to actively listen and take their complaints seriously. Make sure they feel heard and understood and ask clarifying questions if necessary. Then, express your commitment to addressing their concerns. You could say, “I hear you. What you’re saying is that you still feel confused about how the payments tool works so it’s difficult for you to submit the expense report. Thank you for sharing that, and I’ll get Jon to give you another demo.” This proactive approach demonstrates that you value their input and are committed to their success in the organization.

ACCELERATOR

PART 5

UNDERSTANDING THE INDUSTRY

“Everyone talks about how work is changing. Let’s talk about what to do about it. We have a once-in-a-generation opportunity to redefine the workplace. Our approach addresses the human needs of employees to improve their wellbeing, fosters a sense of community and connection, and helps organizations navigate, prepare, and design for change.” ...starting with ourselves.

THE LAY OF THE LAND: INTRODUCING OUR INDUSTRY

The commercial furnishings industry is a dynamic field that encompasses the design, production, and sale of furniture and related products for commercial spaces. As a MillerKnoll Dealer Partner, your focus within this industry is on providing high-quality, innovative furnishings that cater to the evolving needs of workspaces, educational institutions, healthcare facilities, and other commercial environments. Here is a detailed overview and some tips for managers to effectively introduce new hires to this industry:

CORE PRODUCTS + SCOPE The commercial furnishings industry offers an extensive catalog of products, including modular office systems, ergonomic seating, versatile tables, and smart storage solutions, along with a myriad of accessories to complement commercial spaces. Services extend beyond mere product sales to encompass space planning, personalized design consultation, product customization to client specifications, and dedicated after-sales support. These services are crucial for creating tailored environments that not only look good but also promote well-being and productivity in the workplace.

Market DYNAMICS This industry serves a diverse range of markets, from corporate offices seeking to embody their brand in their workspace, to small businesses needing cost-effective solutions, to sectors like hospitality, education, and healthcare, each with their unique requirements. The market is molded by both global and local trends, which dictate design preferences and operational needs, while regional regulations and standards ensure products meet specific safety and quality benchmarks. Understanding these market nuances is essential for delivering relevant and compliant furnishing solutions.

Technological Advancements As technology becomes more ingrained in our daily lives, the commercial furnishings industry is not far behind. Modern furniture often comes with built-in technology, such as charging ports, and is increasingly interactive, with adjustable features controlled via smartphone apps. Virtual reality (VR) is revolutionizing space planning, allowing clients to visualize potential layouts in a simulated 3D environment, while augmented reality (AR) is helping to showcase how specific products could look in a client's existing space. Embracing these technological advances enhances customer engagement and satisfaction.

Sustainability Sustainability is rapidly transitioning from a buzzword to a business imperative in the commercial furnishings industry. There is a significant push towards using recycled materials, employing processes that reduce environmental impact, and designing products that contribute to the sustainability goals of buildings, such as LEED certification. Furthermore, end-of-life programs for furniture, which focus on recycling or repurposing old pieces, are becoming a standard part of the product lifecycle, reflecting the industry's commitment to environmental stewardship.

Competition and Collaboration The commercial furnishings industry is marked by intense competition, with a vast array of players from niche boutique firms to expansive global corporations. Success often hinges on the ability to collaborate effectively with a network of professionals, including architects, interior designers, contractors, and even the clients themselves, to deliver comprehensive and cohesive solutions. This collaborative approach ensures that the final product not only meets the functional requirements but also the aesthetic and strategic objectives of the client’s business.

INTRODUCE THE BRAND & LEGACY Share the history and values of your Dealership and MillerKnoll, highlighting its reputation for quality and design excellence. Explain how the partnership with MillerKnoll positions the dealer to offer some of the best products in the industry. PROVIDE COMPREHENSIVE PRODUCT TRAINING Offer in-depth training on product lines, including the unique features and benefits of different furniture systems and pieces. Encourage hands-on experience with the furniture to understand its functionality and design nuances. EMPHASIZE THE IMPORTANCE OF DESIGN Discuss the role of aesthetics in the commercial furnishings industry and how it impacts client satisfaction and workplace productivity. Introduce the concept of human-centered design, which is a hallmark of MillerKnoll’s philosophy. EMBRACE TECHNOLOGY Demonstrate the use of software and tools for space planning, inventory management, and/or customer relationship management. Discuss how technology can create smarter workspaces and enhance the user experience. ENCOURAGE SUSTAINABILITY Educate new hires on the sustainability initiatives of MillerKnoll & your Dealership. Explain how they contribute to a greener planet. Explain how sustainable practices can be a selling point and add value to client proposals.

CONNECT THE ROLE WITH THE INDUSTRY Provide role-specific training so new hires understand their responsibilities and how they fit into the broader industry context. Tailor the training to cover sales techniques, design principles, project management, or customer service as appropriate. FOSTER INDUSTRY KNOWLEDGE Encourage keeping abreast of industry trends, market research, and competitor analysis. Promote attendance at trade shows, webinars, and continuing education opportunities. Nurture Client-Focused Mindset Instill a client-focused approach, emphasizing the importance of understanding and meeting client needs. Role-play client interactions and problem-solving scenarios to build confidence and skills. CULTIVATE RELATIONSHIPS & NETWORKING Highlight the importance of building relationships with stakeholders, including manufacturers, designers, and clients. Encourage networking within the industry to foster partnerships and collaboration. By combining knowledge of the industry with an understanding of your Dealership and MillerKnoll’s unique position in the market, managers can provide new hires with a solid foundation to succeed in the commercial furnishings industry. It’s about equipping them with the right tools, knowledge, and mindset to thrive in a competitive and ever-changing environment.

ACCELERATOR

ENTERING THE WORLD OF FF&E CHECKLIST :

Understanding of Dealer's Role

Product Understanding

Does not understand the fundamental role of the dealer in the industry.

Industry Knowledge

Lacks knowledge of basic products and services.

Has a rudimentary understanding of the dealer's role; misses finer details.

Rank

Unaware of basic industry terms and trends.

Familiar with some products but lacks depth in understanding.

Understands the dealer's role well; grasps most aspects of the business.

1

Basic understanding of some industry terms; misses key trends.

Understands most products and services; needs improvement in specifics.

Has a comprehensive understanding of the dealer's role and its importance in the industry.

2

Good grasp of industry terms and aware of current trends.

Has detailed knowledge of products and services; minor gaps in understanding.

Fully comprehends the dealer's multifaceted role and its strategic importance in the industry.

3

Strong understanding of industry terms and trends.

Deep, nuanced understanding of all products and services.

4

Expert-level understanding of the entire FF&E industry.

5

PIT STOP

In the Furniture, Fixtures, and Equipment (FF&E) industry, the role of the dealer is pivotal. A thorough understanding of these areas is essential for a new hire to feel confident in their role to successfully navigate the complexities of the industry. MATRIX FOR EVALUATION Industry Knowledge: This refers to the new hire's understanding of the broader FF&E industry, including its history, key players, market dynamics, and current trends. It encompasses awareness of industry standards, regulatory considerations, and the competitive landscape. Product Understanding: This criterion evaluates the new hire's knowledge of the specific products and services offered in the FF&E sector. It includes an understanding of product features, benefits, applications, and limitations. It also covers knowledge about product sourcing, manufacturing processes, and quality standards. Understanding the Dealer’s Role: This criterion focuses on the new hire's comprehension of the specific role and responsibilities of a dealer in the FF&E industry. This includes understanding the dealer's position as a mediator between manufacturers and clients, the importance of maintaining strong relationships with both, and the ability to manage the logistical and financial aspects of transactions. It also involves insight into how a dealer adds value through services like customization, design advice, and project management.

PART 6

EMBRACING CULTURE

“Companies with positive, vibrant cultures attract the best talent to their teams and produce better products and services since their employees are more motivated to give 100% daily. A stellar workplace culture leads to a better work environment, improved employee engagement, and a better representation of a company's mission.”

GAINING TRACTION: CULTURAL INTEGRATION

The journey of integrating a new hire into the fabric of a company begins with a clear articulation of the company's culture. Managers play a critical role in this process, serving as the bridge between the new employee and the organization's ethos and values. A manager's ability to clearly articulate the nuances of the company's culture sets the foundation for a new hire's journey within the organization. They serve as the narrator of the company's story, offering rich context and living examples of the culture in action. It's the manager's responsibility to ensure that new team members are not just familiar with, but fully immersed in, the company's vision, operational principles, and the unwritten social norms that guide behavior within the organization. There are a variety of different approaches to ensure a new employee finds meaning and purpose in the existing cultural landscape of your company. By implementing these strategies, managers can help new hires not only understand the company culture but become active participants and contributors to it. The goal is to foster an environment where new employees feel valued, understood, and integral to the company's identity and mission.

PROVIDE A WARM WELCOMING Arrange a personalized welcome that might include company-branded swag or a welcome note signed by the team, which immediately instills a sense of belonging. A manager can personally deliver a welcome message, arrange a team lunch, or create a welcoming committee to make new hires feel at home. Introduce new hires to the workspace and team, perhaps using a scavenger hunt or interactive map to make the tour more engaging. ARTICULATE THE CULTURE Managers should be able to articulate what the company culture stands for, its history, and how it has evolved. This means going beyond what's written in the handbook and sharing stories and examples that bring the culture to life. Illustrate core values through storytelling. For example, if innovation is a company value, share past instances where innovative thinking solved client challenges. CREATE CULTURAL AMBASSADORS Involve existing employees who are exemplars of the company culture in the onboarding process. These cultural ambassadors can share their experiences and insights, and model the behaviors and attitudes that the company values. Assign mentors who embody the company's values and can provide guidance, ensuring they have structured check-ins with the new hire. Support with stories where mentorship led to significant personal and professional growth, underscoring the value of the company’s mentorship programs. BUILD CONNECTIONS Encourage new hires to build relationships across the company by creating formal and informal networking opportunities. This could be through cross-departmental projects, social events, or one-on-ones. Actively involve new hires in significant company events, explaining their significance to the company culture. Introduce new hires to community outreach programs the company participates in, demonstrating the company’s commitment to social responsibility.

PROVIDE MEANINGFUL WORK EARLY ON Assign new hires meaningful work that makes an impact as soon as possible. This helps them understand their role in the company's success and how their work aligns with the company's culture and values. This promotes a sense of belonging and purpose. Give new employees a project that requires them to interact with various facets of the business. This can help them understand how different parts of the company interrelate and how the culture manifests in different departments. PERSONALIZE THE EXPERIENCE Recognize that each new hire is unique and may require different resources or support to feel fully integrated into the company culture. Tailor the onboarding process to meet these individual needs and learning styles, whether that's through one-on-one sessions or group activities. Show that while the company has a defined culture, it’s also flexible and adaptable. Encourage new hires to bring their own unique perspectives to the table, and be open to how they might positively influence the existing culture. ENCOURAGE OPEN DIALOGUE Create channels for new hires to ask questions and express their thoughts about the company culture. This open dialogue should be encouraged not only during the initial onboarding but as an ongoing conversation. Establish a feedback loop where new hires can offer their perspective on the culture. This can provide fresh insights and opportunities for the company to evolve its cultural practices. CONSISTENCY IS KEY Ensure that the culture presented during the recruitment and onboarding process is consistent with the day-to-day reality of working at the company. Discrepancies between the two can lead to disillusionment and disengagement. Periodically, have managers check-in with new hires to assess their integration into the company culture. This can involve informal discussions or more structured assessments.

INSPIRING CULTURAL PRACTICES:

Establishing a company culture that aligns with your organization's unique values and mission can be a daunting task given the diversity in today's corporate world. However, there's much to learn from the experiences of successful companies known for their strong corporate cultures. Many world-renowned businesses offer excellent examples and unique takeaways you can implement into your organization. We encourage you to explore these inspiring examples and consider how you can highlight the unique offerings your company culture presents to new employees:

THOUGHT LEADER : ADOBE Adobe is a company that goes out of its way to give employees challenging projects and then provide the trust and support to help them meet those challenges successfully. While it offers benefits and perks like any modern creative company, Adobe's is a culture that avoids micromanaging in favor of trusting employees to do their best. Adobe products are synonymous with creativity, and only through the avoidance of micromanaging are the people who create those products truly free to create. For example, Adobe doesn't use ratings to establish employee capabilities, feeling that that inhibits creativity and harms how teams work. Managers take on the role of a coach, more than anything, letting employees set goals and determine how they should be assessed. TAKEAWAY Putting trust in your employees goes a long way towards positive company culture, because trust leads to independent employees who help your company grow.

THOUGHT LEADER : SQUARESPACE This successful startup is regularly voted as one of the best places to work in New York City. Its company culture is one that is "flat, open and creative." A flat organization is one where there is no (or very few) levels of management in between staff and executives. SquareSpace also offers robust benefits and perks, including 100 percent coverage of health insurance premiums, flexible vacations, attractive office space, catered meals, stocked kitchens, monthly celebrations, relaxation spaces and periodic guest lecturers. Solid benefits such as these help a culture, but are not the sole instigator of successful culture. Down-to-earth leaders and direct access to management have a great deal of impact. TAKEAWAY Employees feel their voices can be heard when they aren't muffled under layers of management. This level of freedom and empowerment creates confident employees and improves morale.

THOUGHT LEADER : ZAPPOS Zappos has quite literally written the book on engaging coporate culture. It starts with a cultural fit interview, which carries half the weight of whether the candidate is hired. New employees are offered $2,000 to quit after the first week of training if they decide the job isn't for them. Ten core values are instilled in every team member. Employee raises come from workers who pass skills tests and exhibit increased capability, not from office politics. Portions of the budget are dedicated to employee team building and culture promotion. Great benefits and a workplace that is fun and dedicated to making customers happy all fit in with the Zappos approach to company culture -- when you get the company culture right, great customer service and a great brand will happen on its own. TAKEAWAY Zappos hires according to cultural fit first and foremost. It has established what the company culture is, and fitting into that culture is the most important thing managers look for when hiring. This promotes the culture and happy employees, which ultimately leads to happy customers.

THOUGHT LEADER : REI REI says that its employees give "life to their purpose," firmly attributing company success to workers. The CEO of REI has acknowledged that employees can get benefits anywhere, but allowing outdoors-oriented employees to immerse themselves in REI culture is what makes it unique. Employees can win equipment through "challenge grants" where they submit a proposal for an outdoor adventure that would be challenging. Regular townhall-style meetings are held where employees can submit questions anonymously to help management understand what's happening in the company. TAKEAWAY When your employees are completely immersed in the same interests as your company, the culture propels itself forward almost on its own. Culture that is owned and propelled by the same people puts value in their voices.

ACCELERATOR

Feedback Reception

Communication Openness

Dismisses feedback; shows no improvement.

Cultural Adaptation

Rarely communicates; closed off.

Sometimes dismisses feedback; inconsistent improvement.

Rank

Resistant to cultural norms; does not participate.

Limited communication; mostly reactive.

Accepts feedback; shows gradual improvement.

1

Struggles with cultural norms; minimal participation.

Communicates as needed; open to discussions.

Seeks feedback; shows notable improvement.

2

Adapts adequately; participates in some activities.

Communicates effectively; often initiates discussions.

Proactively seeks feedback; demonstrates significant improvement.

3

Adapts well; actively participates in cultural events.

Excellent communicator; highly collaborative.

4

Fully embraces and contributes to culture; leads initiatives.

5

PIT STOP:

Truly integrating a new employee into the company culture goes beyond mere introductions. It's about immersing them in the values, norms, and social fabric of the company, ensuring they feel a part of the community. MATRIX FOR EVALUATION Cultural Adaptation: The new hire's alignment with company values and participation in cultural activities. Communication Openness: Frequency and quality of interactions with team members and management. Feedback Reception: Willingness to receive and act on constructive feedback.

PART 7

STRENGTHS & SKILLS DEVELOPMENT

Investing time and resources into discovering an employee’s strengths is a great way to build relationships and show that you, as an organization, care about them as an individual.

RIDING SHOTGUN: STRENGTHS & SKILLS DEVELOPMENT

Facilitating employees in recognizing their strengths and weaknesses is a cornerstone of personal and professional development. This self-awareness empowers individuals to hone in on areas ripe for improvement, bolstering their overall performance and deepening their expertise. For managers, understanding each team member's unique capabilities isn't just insightful—it's strategic. It enables the tailoring of training strategies to enhance specific skill sets, smart delegation of tasks that play to each employee's strengths, and the orchestration of a team where diverse abilities harmonize to achieve common goals. It's crucial to distinguish that strengths are more than innate traits; they are malleable skills that, with effort and focus, can be cultivated and refined. Below, we've outlined a selection of professional strengths that serve as the foundation for such growth and are proven to excel in our industry:

Adaptability Analytical Skills Attentive & Detailed Oriented Budgeting Change Management Collaboration Communication Skills Confidence Conflict Management

Creative Critical Thinking Customer Service Data Analysis Decision Making Design Trends Digital Literacy Emotional Intelligence Flexibility Goal Oriented

Imagination Innovativeness Interpersonal Skills Leadership Learning Agility Motivation Multi-Tasking Negotiation Optimism Patience

Persistence Presentation Skills Problem-Solving Skills Product Knowledge Professional Networking Project Management Public Speaking Resilience Resourcefulness Risk Management

Sales Skills Self-Management Software Skills Strategic Planning Team Oriented Teamwork Technical Expertise Time Management Trustworthiness Work Ethic

In addition to creating a culture that values regular feedback and development, it's vital to champion initiatives that stretch an employee's capabilities. Assigning new tasks or projects that are slightly outside of their current skill set encourages growth and builds confidence through learning. This approach is akin to adding weights to a workout regimen; it might be uncomfortable at first, but it leads to stronger, more capable muscles in the long run. Encouraging a free exchange of ideas not only taps into the collective intelligence of the team but also instills a sense of ownership and pride in the work being done. Cultivating an environment where brainstorming is the norm and every voice has merit can transform passive employees into active contributors who are more invested in their roles and the success of the company.

IDENTIFYING STREGNTHS & SKILLS: ULTILIZING ASSESSMENTS

Understanding an employee’s strengths and skills is one of the most impactful steps managers can take to foster growth, align team dynamics, and create a high-performing workplace. Identifying these attributes shouldn’t be a one-time activity but rather an ongoing journey throughout the talent lifecycle—from recruitment and onboarding to long-term professional development and career transitions. By combining structured assessments, thoughtful observation, and meaningful conversations, managers can uncover each individual’s unique capabilities and help them thrive. The Role of Assessments in Discovering Potential Many Dealer Partners rely on established assessment tools to gain deeper insights into employees' innate traits, work preferences, and potential areas for growth. These tools are especially powerful in the early stages of the talent journey, helping managers make informed hiring decisions and develop onboarding plans tailored to the individual. Commonly Used Assessment Tools: Culture Index: Evaluates personality traits and work behaviors to align candidates with roles that suit their strengths. Myers-Briggs Type Indicator (MBTI): Identifies personality preferences and how individuals interact with others and process information. DISC Assessment: Focuses on communication styles and behavioral tendencies to improve collaboration and team performance. StrengthsFinder (CliftonStrengths): Highlights an individual’s top strengths to guide skill development and maximize potential. Emotional Intelligence (EQ) Assessments: Measures emotional awareness, regulation, and empathy—key factors for leadership and collaboration. When and How to Use Assessments The power of assessments lies in their ability to offer actionable insights when used at key moments in an employee's journey. During the recruitment phase, assessments can help identify candidates who are best suited to meet the specific demands of the role and complement the existing team. As part of onboarding, these insights guide managers in creating personalized training plans and addressing potential challenges before they arise. Later, during professional development reviews or career transitions, reassessing strengths helps managers identify new opportunities for growth and refine the support they provide. Complementing Assessments with Observation While assessments provide structured data, real-world observation often reveals strengths that formal tools might miss. Watching how employees respond to challenges, collaborate with peers, and approach problem-solving offers invaluable context. For example, an employee who demonstrates composure under pressure or consistently steps in to mediate team conflicts may exhibit leadership potential that goes beyond what a survey might capture. Feedback from peers and clients also provides a unique perspective. Colleagues and external stakeholders often notice qualities that might not be immediately apparent to managers, such as an employee’s ability to build trust, communicate effectively, or anticipate client needs. Gathering and synthesizing these observations alongside assessment data creates a more holistic view of an employee’s capabilities. Empowering Employees Through Self-Reflection One of the most effective ways to understand an employee’s strengths is to encourage them to reflect on their own experiences and accomplishments. Managers can facilitate this by asking thoughtful, open-ended questions, such as: What types of tasks or projects energize you? When do you feel most confident or successful in your work? Are there areas where you feel you excel and could mentor others? This practice not only helps employees recognize their own abilities but also fosters a sense of ownership over their professional development. When individuals are empowered to identify and articulate their strengths, they are more likely to take initiative and seek out opportunities for growth. Applying Strengths in the Workplace Once strengths and skills are identified, the next step is to integrate this knowledge into daily workflows and long-term plans. Assigning tasks that align with an employee’s natural abilities increases productivity and job satisfaction, while also fostering a sense of achievement. For example, an employee with strong analytical skills might excel in project planning, while someone with a creative mindset could lead brainstorming sessions or design initiatives. Managers can also use strengths-based insights to build complementary teams. Pairing individuals with diverse but synergistic talents creates a dynamic where team members balance and enhance each other’s contributions. This approach not only improves performance but also fosters collaboration and mutual respect. Stretching Capabilities for Growth Identifying strengths isn’t just about celebrating what employees already do well—it’s about creating opportunities for growth. Assigning tasks or projects that challenge employees to step outside their comfort zones encourages learning and builds resilience. For example, an employee with strong communication skills might be encouraged to lead a client presentation, while someone with an aptitude for innovation could be tasked with developing a new product concept. These “stretch assignments” build confidence and broaden skill sets over time.

IDENTIFYING STREGNTHS & SKILLS: ULTILIZING ASSESSMENTS

Understanding an employee’s strengths and skills is one of the most impactful steps managers can take to foster growth, align team dynamics, and create a high-performing workplace. Identifying these attributes shouldn’t be a one-time activity but rather an ongoing journey throughout the talent lifecycle—from recruitment and onboarding to long-term professional development and career transitions. By combining structured assessments, thoughtful observation, and meaningful conversations, managers can uncover each individual’s unique capabilities and help them thrive. The Role of Assessments in Discovering Potential Many Dealer Partners rely on established assessment tools to gain deeper insights into employees' innate traits, work preferences, and potential areas for growth. These tools are especially powerful in the early stages of the talent journey, helping managers make informed hiring decisions and develop onboarding plans tailored to the individual. Commonly Used Assessment Tools: Culture Index: Evaluates personality traits and work behaviors to align candidates with roles that suit their strengths. Myers-Briggs Type Indicator (MBTI): Identifies personality preferences and how individuals interact with others and process information. DISC Assessment: Focuses on communication styles and behavioral tendencies to improve collaboration and team performance. StrengthsFinder (CliftonStrengths): Highlights an individual’s top strengths to guide skill development and maximize potential. Emotional Intelligence (EQ) Assessments: Measures emotional awareness, regulation, and empathy—key factors for leadership and collaboration. When and How to Use Assessments The power of assessments lies in their ability to offer actionable insights when used at key moments in an employee's journey. During the recruitment phase, assessments can help identify candidates who are best suited to meet the specific demands of the role and complement the existing team. As part of onboarding, these insights guide managers in creating personalized training plans and addressing potential challenges before they arise. Later, during professional development reviews or career transitions, reassessing strengths helps managers identify new opportunities for growth and refine the support they provide. Complementing Assessments with Observation While assessments provide structured data, real-world observation often reveals strengths that formal tools might miss. Watching how employees respond to challenges, collaborate with peers, and approach problem-solving offers invaluable context. For example, an employee who demonstrates composure under pressure or consistently steps in to mediate team conflicts may exhibit leadership potential that goes beyond what a survey might capture. Feedback from peers and clients also provides a unique perspective. Colleagues and external stakeholders often notice qualities that might not be immediately apparent to managers, such as an employee’s ability to build trust, communicate effectively, or anticipate client needs. Gathering and synthesizing these observations alongside assessment data creates a more holistic view of an employee’s capabilities. Empowering Employees Through Self-Reflection One of the most effective ways to understand an employee’s strengths is to encourage them to reflect on their own experiences and accomplishments. Managers can facilitate this by asking thoughtful, open-ended questions, such as: What types of tasks or projects energize you? When do you feel most confident or successful in your work? Are there areas where you feel you excel and could mentor others? This practice not only helps employees recognize their own abilities but also fosters a sense of ownership over their professional development. When individuals are empowered to identify and articulate their strengths, they are more likely to take initiative and seek out opportunities for growth. Applying Strengths in the Workplace Once strengths and skills are identified, the next step is to integrate this knowledge into daily workflows and long-term plans. Assigning tasks that align with an employee’s natural abilities increases productivity and job satisfaction, while also fostering a sense of achievement. For example, an employee with strong analytical skills might excel in project planning, while someone with a creative mindset could lead brainstorming sessions or design initiatives. Managers can also use strengths-based insights to build complementary teams. Pairing individuals with diverse but synergistic talents creates a dynamic where team members balance and enhance each other’s contributions. This approach not only improves performance but also fosters collaboration and mutual respect. Stretching Capabilities for Growth Identifying strengths isn’t just about celebrating what employees already do well—it’s about creating opportunities for growth. Assigning tasks or projects that challenge employees to step outside their comfort zones encourages learning and builds resilience. For example, an employee with strong communication skills might be encouraged to lead a client presentation, while someone with an aptitude for innovation could be tasked with developing a new product concept. These “stretch assignments” build confidence and broaden skill sets over time.

ONGOING LEARNING & DEVELOPMENT OPPORTUNITIES

Ongoing professional development is the fuel that keeps the engine of progress running. Whether through Continuing Education Units (CEUs), tapping into the wealth of knowledge from industry associations, establishing mentorship connections, or utilizing training resources from partners like MillerKnoll, the investment in learning is a direct investment in the future of your workforce and business. Below is a curated selection of resources that our esteemed Dealer Partners regularly utilize to fuel the ongoing growth of their team members:

Manufacturer Training Programs

Industry Conferences & Seminars

Professional Certification Programs

Job Rotation & Shadowing

In-House Workshops

Cross-Functional Team Projects

Leadership Development Programs

Peer-to-Peer Learning

Mentorship & Coaching

ACCELERATOR

Initiative and Creativity

Learning Agility

Rarely takes initiative; lacks creative solutions.

Interpersonal Dynamics

Resistant to learning; struggles with change.

Occasionally shows initiative; some creative contributions.

Rank

Struggles with effective communication; poor teamwork.

Learns slowly; minimal adaptation to change.

Regularly takes initiative; contributes creative ideas.

1

Communicates basic ideas; occasional teamwork.

Learns adequately; adapts to new situations.

Frequently initiates new projects; highly creative.

2

Communicates effectively; collaborates well with the team.

Quick learner; adapts well and applies new knowledge effectively.

Consistently proactive; leads innovation.

3

Strong communicator; proactive in teamwork and conflict resolution.

Exceptional learner; seeks challenges and leads change.

4

Exceptional in communication; leads and unifies the team.

5

PIT STOP

By identifying and nurturing each employee's unique abilities, managers can foster a culture of continuous improvement and adaptability. This pit stop focuses on guiding new hires in recognizing their strengths and areas for development, aligning their growth with the company's objectives. MATRIX FOR EVALUATION Interpersonal Dynamics: Evaluate how well the new hire interacts with colleagues and clients, including communication skills, teamwork, and conflict resolution. Learning Agility: Measure the new hire’s ability to learn new skills and adapt to changes in the workplace, including embracing new challenges and applying new knowledge. Initiative and Creativity: Gauge the new hire's ability to take initiative and demonstrate creativity in their role, including proactive problem-solving and innovation.

PART 8

NURTURING RELATIONSHIPS

Organizations that allow space or encourage friendships to develop may also have a competitive edge—increased retention rates. According to a SHRM survey, 76 percent of U.S. workers who have close friends at work say it makes them more likely to remain with their employer.

TURNING UP THE RADIO: NURTURING RELATIONSHIPS

In the Furniture, Fixtures, and Equipment (FF&E) industry, success is built on more than transactions—it thrives on robust relationships rooted in trust, mutual understanding, and shared value. These connections extend far beyond external stakeholders to include clients, manufacturers, and community partners. Strong relationships foster repeat business, referrals, and a stellar reputation while also laying the foundation for high-performing teams and successful projects. Throughout the entire talent journey—whether recruiting new employees, onboarding fresh faces, or engaging seasoned team members—prioritizing relationships is critical. For employees to thrive and remain invested, they need to feel connected not only to their work but also to their colleagues, leadership, and the broader industry community. Managers play a vital role in fostering these connections and guiding employees to cultivate the relationships that will underpin their long-term growth and success.

Understanding Stakeholder Dynamics Every employee, regardless of their tenure or role, benefits from a strong understanding of the ecosystem in which they operate. In the FF&E industry, this includes recognizing the roles and expectations of clients, manufacturers, and community partners. Understanding these dynamics fosters better communication and more effective strategies for meeting stakeholder needs. Mapping Stakeholder Roles: Organize workshops for employees to identify key stakeholders, their expectations, and their influence on business outcomes. Observational Learning: Offer shadowing opportunities to observe interactions with different stakeholders, building familiarity with relationship management strategies. Simulated Scenarios: Use role-playing exercises to practice stakeholder communication in realistic, high-stakes situations. Client Engagement Strategies for All Stages Relationships with clients form the backbone of the FF&E industry. Strengthening these connections at every stage of the talent journey ensures employees understand the value of trust and reliability in client interactions. Portfolio Immersion: Assign employees of all experience levels client portfolios to study, delving into client histories, preferences, and challenges. Active Listening Skills: Facilitate ongoing training in active listening to help employees respond authentically to client needs. Interaction Insights: Encourage maintaining detailed logs of client interactions to personalize future engagements and improve relationship continuity. Building Strong Manufacturer Partnerships Manufacturer relationships are a cornerstone of success in the FF&E industry, providing the materials and products that bring projects to life. Employees across all stages of their career can deepen these partnerships for mutual benefit. Hands-On Collaboration: Involve employees in manufacturer-related projects to give them practical experience in managing these critical relationships. Facility Tours: Host visits to manufacturing facilities to enhance understanding of production processes and product innovation. Knowledge Sharing: Schedule regular product knowledge sessions to ensure employees stay informed and confident in their discussions with stakeholders.

Investing in Community Connections Community involvement enhances both the dealership’s reputation and employees' sense of purpose. For long-term team members and new hires alike, these opportunities foster local networks and build lasting industry ties. Volunteer Engagement: Encourage participation in community service projects that align with organizational values. Networking Opportunities: Support attendance at local trade shows, business events, and industry meetups to expand professional networks. Public Visibility: Equip employees to represent the organization in public speaking engagements, fostering confidence and elevating the dealership’s profile. Sustaining Relationships Over Time Building strong relationships is only the first step; maintaining them requires consistent effort. Employees across the talent journey must be equipped with strategies to nurture relationships through trust, reliability, and value. Scheduled Check-Ins: Establish regular touchpoints with stakeholders to stay informed and responsive to evolving needs. Relationship Audits: Conduct periodic reviews of key relationships to assess health and identify improvement areas. Personalized Communication: Train employees to personalize communications, remembering details like key dates, preferences, and past interactions. Collaborating and Responding to Feedback Feedback is an essential part of relationship building, offering opportunities for reflection and improvement. Encouraging employees to actively seek, provide, and act on feedback strengthens connections at every level. Feedback Loops: Implement structured feedback mechanisms, such as surveys and one-on-one conversations, to gather insights from clients, partners, and colleagues. Collaborative Problem-Solving: Engage employees in projects that involve collaborative interactions with stakeholders to foster teamwork and innovation. Action-Oriented Reviews: Hold regular sessions to review feedback and translate it into actionable improvements.

MANUFACTURER PARTNERSHIP BUILDING

CLIENT RELATIONSHIP MANAGEMENT

Neglects maintaining relationships; fails to recognize the importance of long-term connections.

STAKEHOLDER ENGAGEMENT

Limited interaction with clients; fails to understand client needs.

Maintains basic relationships but lacks strategies for growth or improvement.

Rank

Struggles to identify and engage with key stakeholders.

Interacts with clients but struggles in building rapport.

Maintains and nurtures relationships; shows understanding of their long-term value.

1

Recognizes some stakeholders but lacks engagement strategies.

Builds good relationships with clients; understands and responds to their needs.

Strategically grows and strengthens relationships; recognized for long-term relationship management.

2

Effectively identifies key stakeholders and engages with them.

Exceeds in managing client relationships; anticipates and exceeds client

Exemplary in nurturing and growing relationships; renowned for long-term strategic relationship development.

3

Proactively seeks and establishes strong connections with stakeholders.

Exceptional in client relationship management; sets a benchmark in client satisfaction.

4

Master in stakeholder engagement; leads and mentors others in this area.

5

PIT STOP:

By actively fostering relationship-building skills, managers can accelerate the integration of new hires into the team and wider business network. This quicker integration often leads to earlier productivity and contribution to the team's goals. In essence, fostering and evaluating relationship development in new hires is a strategic approach that benefits not only the individual's career growth but also the overall success and health of the organization. MATRIX FOR EVALUATION Stakeholder Engagement Assess the ability to identify, understand, and effectively interact with key stakeholders, aligning business activities with their needs and managing risks, while building trust and reputation. Client Relationship Management Evaluate the effectiveness in building and maintaining strong client relationships, leading to customer retention, revenue growth, and gaining valuable market insights for competitive advantage. Manufacturer Partnership Building Gauge the strength and productivity of relationships with manufacturers, focusing on supply chain efficiency, product quality and innovation, cost management, and leveraging market intelligence for strategic benefits.

PART 9

DESIGNING CAREER PATHS

Employees who strongly agree they have a clear plan for their professional development are 3.5 times more likely to strongly agree that their onboarding process was exceptional.

The talent journey doesn’t end after the initial phases of onboarding. It’s a continuous process that evolves alongside an employee’s career, playing a pivotal role in their long-term success and growth within the organization. This chapter emphasizes the importance of fostering an environment that supports ongoing development, skill enhancement, and career advancement, ensuring your team remains engaged, adaptable, and motivated to contribute meaningfully. Extending Development Across the Talent Journey Professional growth is an essential component of the talent lifecycle, not just for new hires but for employees at every stage of their careers. Investing in ongoing development offers a host of benefits, including: Long-Term Success: Continuous development ensures that employees evolve in their roles, adapt to changing business needs, and remain equipped to meet organizational goals. Skill Enhancement: Providing opportunities for employees to refine and expand their skill sets helps address gaps, keep pace with industry advancements, and drive innovation. Employee Engagement: Regular opportunities for growth and learning boost morale, foster loyalty, and increase job satisfaction, reducing turnover and cultivating a motivated workforce. The Manager’s Role in Fostering Growth Managers are instrumental in creating a culture of continuous development. Their active involvement ensures employees receive the guidance, resources, and support they need to thrive. Identifying Growth Opportunities: Managers can help employees uncover opportunities for professional development that align with their strengths, interests, and career aspirations. Whether it’s through stretch assignments, new responsibilities, or leadership opportunities, identifying these pathways is critical. Providing Support and Resources: Empowering employees requires the right tools—whether that’s access to training programs, mentorship, or technology. Managers should act as facilitators, ensuring employees have what they need to succeed. Creating a Culture of Learning: When managers champion a learning environment, they foster innovation and encourage employees to view growth as an ongoing process. This could include celebrating curiosity, embracing mistakes as learning opportunities, and promoting collaboration. Successful Applications for Future Growth To create an effective growth strategy for your team, managers should focus on practical, actionable steps that build momentum across the talent journey: Set Clear Development Goals: Collaborate with employees to establish measurable, achievable objectives tailored to their role and aspirations. This provides direction and accountability while giving employees a clear sense of progress. Provide Regular Feedback and Coaching: Constructive feedback and coaching sessions should be a regular part of the employee experience, offering guidance while reinforcing strengths and identifying areas for improvement. Encourage Cross-Functional Exposure: Opportunities to collaborate with other teams or shadow different roles broaden perspectives and strengthen skills, fostering versatility and adaptability. Promote Continuous Learning: Encourage employees to participate in industry-relevant workshops, webinars, certifications, and conferences. These opportunities enhance expertise while keeping employees engaged and motivated. Recognize and Reward Growth: Celebrate progress and achievements, both big and small. Recognition fosters a sense of accomplishment and reinforces the organization’s commitment to employee success. Looking Ahead The talent journey is a shared responsibility between employees, managers, and the organization. By extending development efforts beyond initial onboarding and weaving growth opportunities into every phase of the employee experience, organizations can build a resilient, future-ready workforce. Managers who prioritize continuous development not only unlock the full potential of their teams but also create a culture where growth and success are celebrated at every level. When employees see that their contributions and growth matter, they’re more likely to invest in their roles, their teams, and the organization’s future. Let ongoing development and future growth be the compass that guides your talent journey—keeping your team inspired, engaged, and ready for what’s next.

LOOKING TO THE HORIZON: ONGOING DEVELOPMENT & FUTURE GROWTH

Exceeds Expectations

Meets Expectations

Rapidly enhances skills; actively seeks new knowledge.

Below Expectations

Demonstrates steady growth in skills and job knowledge.

Excels in adapting to changes; proactively tackles new challenges.

Criteria

Shows little improvement in skills or job knowledge.

Adapts to new tasks and changes with minimal guidance.

Consistently shows initiative and innovates in their role.

Skill Development

Struggles with adapting to new tasks or changes.

Regularly takes initiative in learning and volunteering for new tasks.

Leads in team projects; fosters a collaborative environment.

Adaptability

Rarely takes initiative in learning or taking on new tasks.

Actively collaborates in team projects and contributes positively.

Exceeds set goals; sets and achieves higher standards.

Initiative

Minimal contribution to team projects; lacks collaboration.

Meets most of the set development goals.

Team Collaboration

Fails to meet set development goals.

Goal Achievement

PIT STOP:

Ongoing development and future growth are crucial aspects of a new hire's journey in an organization. Managers need to stay engaged and committed to this process, providing the support, resources, and environment necessary for continuous growth. By doing so, they not only aid in the professional development of the individual but also contribute to the overall success and dynamism of the team and organization.

PART 10

DEFINING SUCCESS

“When employees work together to ignite passion and tap into purpose, individual, team, and company performance improve. Building a strong performance culture involves two streams: instituting clear accountability mechanisms and improving employee experience. The goal is to create an enabling, inclusive culture that also has a performance edge.”

The adage "what gets measured gets managed" underscores the importance of establishing clear, actionable metrics for success throughout the entire talent journey. From recruitment to development, retention, and career progression, every stage of the talent lifecycle benefits from thoughtful evaluation. Measuring the effectiveness of these processes ensures alignment with organizational goals while fostering continuous improvement. By regularly assessing and refining your strategies, you create a dynamic framework that adapts to evolving business needs and drives sustained success. Why Measurement Matters Effective measurement provides a roadmap for optimizing your talent management efforts. Metrics illuminate what’s working, reveal areas for improvement, and create accountability across teams. Without these insights, critical elements of the talent journey—like engagement, skill development, or role alignment—may go unaddressed, limiting the organization’s ability to attract, retain, and grow top talent. For example, tracking recruitment success rates helps identify gaps in your hiring strategy, while performance data uncovers opportunities for targeted training. By consistently monitoring these indicators, you can ensure every stage of the talent journey is optimized for both individual and organizational success. Establishing Key Indicators To effectively manage the talent journey, it’s essential to identify measurable indicators tied to specific activities and desired outcomes across the lifecycle. Here are some examples: Fostering a Culture of Continuous Improvement Measuring success throughout the talent journey isn’t a one-time effort—it’s a continuous process. Metrics should evolve alongside organizational goals and workforce needs, ensuring relevance and impact. Iterate Based on Feedback: Regularly collect input from employees, managers, and leadership to identify trends and adapt strategies. Align Metrics with Goals: Revisit KPIs periodically to ensure they remain aligned with the organization’s strategic priorities. Embrace Cross-Functional Collaboration: Involve stakeholders from HR, leadership, and individual teams to analyze data and implement improvements. Share Findings Transparently: Communicate results and updates with your team to demonstrate the impact of their feedback and foster trust. The Big Picture AA comprehensive measurement framework ensures that every aspect of the talent journey—from hiring to career progression—contributes to both individual and organizational success. By embracing a mindset of continuous improvement, you can adapt to shifting needs, unlock potential, and foster a thriving workforce. The ultimate goal is not just to manage talent but to create an environment where employees can thrive, grow, and make meaningful contributions. Let your metrics be the guideposts that ensure your talent journey evolves alongside your business and its people.

Data / Outcome

Activity / Project

A shorter time-to-fill and higher-quality hires indicate an efficient, targeted recruitment process.

Key Indicator

Measure the time-to-fill and quality-of-hire metrics to evaluate your recruitment strategy.

High engagement rates signal that employees feel supported, valued, and connected to their work.

Recruitment Success

Conduct regular surveys to gauge employee engagement at key milestones, such as 30 days, 6 months, and annually.

Consistently high retention rates reflect a strong alignment between employee needs and organizational culture.

Engagement Rates

Monitor retention rates by department, tenure, and role to understand trends and identify areas for improvement.

Regular growth in competencies indicates that employees are leveraging resources to enhance their capabilities.

Retention Metrics

Track participation in training programs, certifications earned, and skills gained over time.

Strong alignment between performance and organizational objectives ensures employees are contributing meaningfully.

Development Progress

Assess employee performance against established benchmarks and long-term goals.

A high rate of internal mobility signals a thriving culture of growth and opportunity.

Performance Alignment

Monitor internal promotions and lateral moves to measure the success of career development initiatives.

Career Advancement

CHECK THE OIL: SUCCESS METRICS

AOS INTERIOR ENVIRONMENTS

CAROLINE MORGAN

CHUCK RADABAUGH

AMERICAN INTERIORS

ID&A

Jake Theisen

MILLERKNOLL

LAURA HOWELL

GOODMANS

ADAM GOODMAN

Gina Inoue

OP Hawaii

Sedgwick

Janet Kleiman

BENHAR OFFICE

JODI MAURER

MillerKnoll

Katy Donofrio

SKG

Lucia Wood

PIGOTT

PAIGE MONGAR

LOOKING FOR NAVIGATION SUPPORT?

If you're ready to shift your talent journey into high gear, reach out to us! We are a team of seasoned DPAC Talent Committee co-pilots eager to share our own lessons from the road, onboarding insights, and resources as you map out your own adventure.