Raj Sundarason, Regional VP and Chief Evangelist of WalkMe™ and the author of the book ‘The DAP Strategy’ joins us to discuss planning a digital transformation journey for the employee experience, making a digital transformation seamless across all internal stakeholder teams, and planning for risks to the employee experience during transformation.

Brady Pyle, Deputy Chief Human Capital Officer at NASA and Internationally Certified Talent Management Coach joins us to discuss human capital challenges and how NASA solves them, NASA's unique approach to talent management (for employees and alumni), and NASA's diversity and inclusion ethos.

A quick 5 minutes on some guiding thoughts you might find helpful as you think about how to launch and drive engagement and value in your community. What is critical, is that your former employees are not going to bond with, engage in a conversation with or become vested in a relationship with your organizations logo and a user called "X Alumni Program" - every community needs a person, or group of people who are in the community, profile photos, known, active and at the very least serve as a tour guide / welcoming committee.

Remember Alumni Engagement is any touch point a former employee has with your organization, not just website visits or logins.

A quick 5 minutes on some guiding thoughts you might find helpful as you think about how to measure, manage and report on your Alumni Engagement. Highlighting that you have different metrics and reporting measures for yourself as the community leader in the trenches and for your leadership and executive team as you spend the year laying the ground work to increase your team size, technology budget and overall program budget so that you can deliver more events, swag, speakers and opportunities.

Remember Alumni Engagement is any touch point a former employee has with your organization, not just website visits or logins.

A quick 5 minutes on some guiding thoughts you might find helpful as you embark on a journey to launch a formal Corporate Alumni Program and create a long term relationship with your former employees.

The key to a successful program is to build your Alumni Community, Values, Vision and Offering with your Alumni not for your Alumni. If you include this community of former employees early, listen, engage, share and treat them as a stakeholder they will be more vested in the success of the program.

A quick 5 minutes on some guiding thoughts you might find helpful to understand what is a Corporate Alumni Program and why organizations engage and maintain a relationship with their former employees.

In this quick chat we highlight the core value and return for a company to maintain this connection (1) Recruiting (2) Referrals (3) Sales & Business Development (4) Brand Advocacy.

As employees transition out of your organization and into being an Alumni they will continue with their career path gaining access to new skills, competencies, networks and people that can be accessed by your organization.... if you maintain a relationship.

A quick 5 minutes on some guiding thoughts you might find helpful when deciding whether to offer swag to your Corporate Alumni Community, either as part of their transition out the organization or on joining your official Alumni Network.

Ultimately, do what works for your company, what matches your organization and if you do give swag make it part of the culture, of celebrating your employees as they leave - a right of passage that on your last day you get a swag box.

Your Alumni will wear this swag when they join events (online/ in person) and very often will post on social media how cool their former employer is - their parting words will be publicly positive.