How to get employees to wear your company’s t-shirt?
You want employees who represent your company with pride. Not because they have to, but because they truly believe in what you do. But how do you create that kind of engagement? Here’s one thing we can already tell you: it takes more than fun team events or motivational posters in the office.
In our podcast, we spoke with Wim Grosemans, Global Head of Product at BNP Paribas Fortis, about how he and his team keep young talent on board. Here’s what we learned.
1. Get employees involved in your vision
People only feel truly engaged when they understand why their work matters. But let’s be honest, nobody gets excited about endless PowerPoint slides on company strategy.
Tip: Organise interactive sessions where teams tackle challenges, pitch strategies, and suggest improvements. Then, show them what happens with their input. When people see their impact, they feel like they’re part of something bigger.
2. Invest in their future
If you want young talent to stay, they need to grow. Not just in technical skills, but personally and professionally too.
Tip: Talk to them about their ambitions. Offer training beyond technical know-how, like coaching, communication, and leadership development.
3. Create a culture where mistakes are okay
Saying “mistakes are fine” is easy. But do people actually feel safe enough to take risks? Employees will only push boundaries if they know a misstep won’t get them into trouble.
Tip: Make challenges and setbacks part of your weekly team talks, without judgment. Look at what can be improved and treat mistakes as learning opportunities. When people feel safe to experiment, they take ownership and grow. As long as they improve, a mistake is never a failure.
4. Make mentorship accessible
Mentorship works, but only when it feels natural. The best mentoring happens in everyday moments, not in forced, formal setups.
Tip: Encourage informal mentoring through lunch meetups, coffee chats, or buddy programs where juniors and seniors share experiences in a relaxed way. Make it clear that mentors are there to support, not to micromanage.
5. Show real internal growth
Plenty of companies say there are growth opportunities, but how often do employees actually see it happening?
Tip: Share success stories of colleagues who took on new challenges internally. Make internal job openings easy to find, like on a dedicated spot on the intranet.
6. Make traineeships truly valuable
A traineeship isn’t just a stepping stone. It’s a chance to connect young talent to your organisation in a meaningful way. But for that to happen, it needs to match their expectations.
Tip: Give trainees real projects from day one. Combine hands-on experience with strong coaching and opportunities to learn from senior colleagues. A good traineeship is more than just skill-building, it helps people see the bigger picture of your organisation.
Conclusion: Real engagement takes action
Engaged employees don’t happen by accident. It takes a work environment where people feel valued, challenged, and connected. Build a culture of growth, trust, and action, and you’ll see employees wear your company’s t-shirt with pride. Not just in the office!
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