SlideShare uma empresa Scribd logo
1 de 10
Baixar para ler offline
Returned ep engagement plan
Better brand
image of the
organisation.
Proper closure
of the internship
experience of
the EP.
Getting more
raises and
matches !
Making the EP –
a promoter of
the internship.
 We engage the EP with our local chapter once he returns. We close his
experience, take feedbacks, if he is a detractor we try to make him feel
better about the internship to ensure he is a passive or a promoter, not
only on NPS but in real terms i.e he does NOT bad brand us in the
market but actually refers our product to others.
 The basic objective of the plan is to leverage out of the returned EPs as
much as we can not only because as an organisation we need to
service him but also because we can leverage a lot out of him.
REPM –
Returned EP
Meeting
REP Buddies
Case studies
distribution
Certification
RnR
Campaigns
Re-integration
(TMP/TLP or
AMs)
Proper
Feedback
Mechanism
Engagement in
delivery of next
cycle of EPs
Personal
Counselling
Sessions
 You devote a team of 3-6 members (a taskforce, OC etc. depending on the number of
EPs you realized). They contact each EP, talk to them about their experience briefly
and send them a form which asks for material for impact reports and case studies and
ensure the filling of this form from their EPs.
 The case studies that you make should be emailed back to all EPs (You can make
cover pictures maybe) and ask them to upload it on social media.
 The case studies should briefly describe their experience and the post should have a
registration form link for the internship. This is a way of social media promotions.
 Synergize with VP M, you can make a flickr account or an album on facebook which
have only case studies of various EPs. A link of this album can be sent to all your
prospective EPs to show how the experience of others has been.
 Your EPs should be given physical copy of certificates.
 Tell them that they will be certified only when they submit their impact reports case
studies and fill the NPS (tell them about NPS and get it filled by them to ensure a
better response rate)
 A proper brand survey and feedback form must be sent to each EP asking in detail about
their experience. The EP buddies should ensure the filling of the form.
 One common form can be made for the EP which asks for picture for case studies, impact
reports, and feedback questions.
 For example : https://podio.com/webforms/5011689/391890
 REPM – Once your major number of EPs return you should do a Returned Exchange
Participant Meeting where you deliver sessions in which they introspect their
experience and how it has impacted them. You help them relate to the fact that this
experience has helped them discover their true self and their aspirations in life. (You
can let us know if you want an agenda and sessions for such an EPM.)
 The objective of a REPM is to close their experience and once it is done in the right
way you will somehow convince them that they had a good experience all over and
that it was worth it, which automatically makes them a promoter of the internship.
 This REPM should ideally be done once they all submit their Case studies, impact
reports and fill NPS.
 You can give them physical copy of certificates on this day by your LCP and ensure
that its jazzed up so that they feel the importance of it.
 This is the most ideal scenario that you should have where atleast 80% of your EPs
are reintegrated as a member or an AM.
 It is a synergy project with your VP TM where your job is to ensure that the EPs turn
up for the reintegration meeting and the VP TM allocates them the department they
should be working in.
 If your VP TM feels that some EP is not fit to be recruited as a member then you
should consider them as an AM for your CUs.
 You can create a ‘Delivery Support Group’ of AMs who can be made EP buddies of
the new raises that you have. This delivery support group will be a very good support
system for the new raises as they have the experience already. This step needs to be
very very cautious as if your EP buddy did not have a good experience then he might
be a bad influence on your new raise. So you need to have a very strong induction
and select only those EPs for this who had a good experience.
 You can call your REPs who had a good experience on your EPMs for new EPs. This
can help in a lot of ways –
o When your raised/matched EPs will hear the experiences of returned EPs they will be
more excited for the internship.
o They can subtly do all the expectation settings with the EPs that you want to do.
o If your reintegration is done well you can also drive down IXP raises for the coming
cycle.
o They can help in CPS as they have experience of various countries.
o They can be EP mentors for those who are going to the country they went to. Example
– All your matches to Russia can be mentored by a Russia return EP.
These are a lot of strategies that you can use to keep
them engaged, brand yourself better and make them
promoters and at the same time leverage out of their
experience BUT you need to be very smart while doing
all of this and pick the strategies that suit your reality.
They have a potential to back fire and create a mess if
not used in the right way at the right place. Usage of
them can really help you boost raises as well as
delivery rate.

Mais conteúdo relacionado

Semelhante a Returned ep engagement plan

Voice of the Member Research
Voice of the Member ResearchVoice of the Member Research
Voice of the Member Researchguest392313
 
Module 4 - SLPOrganizational Structure and CultureFor the SLP .docx
Module 4 - SLPOrganizational Structure and CultureFor the SLP .docxModule 4 - SLPOrganizational Structure and CultureFor the SLP .docx
Module 4 - SLPOrganizational Structure and CultureFor the SLP .docxgilpinleeanna
 
CanFit Pro Stay One Month Longer
CanFit Pro Stay One Month LongerCanFit Pro Stay One Month Longer
CanFit Pro Stay One Month LongerJustin Tamsett
 
Our Startup Branding Journey - Part 2: How To Create Brand Consistency
Our Startup Branding Journey - Part 2: How To Create Brand ConsistencyOur Startup Branding Journey - Part 2: How To Create Brand Consistency
Our Startup Branding Journey - Part 2: How To Create Brand ConsistencyCustomericare
 
LI Candidate Interview Guidebook
LI Candidate Interview GuidebookLI Candidate Interview Guidebook
LI Candidate Interview Guidebookbbstaggs96
 
2016 Annual Enrollment Survival [Guide]
2016 Annual Enrollment Survival [Guide]2016 Annual Enrollment Survival [Guide]
2016 Annual Enrollment Survival [Guide]benefitexpress
 
Eric Papp strategy
Eric Papp strategyEric Papp strategy
Eric Papp strategyJacobWolf22
 
We Don't Know What We 'Don't Know': Apprenticeship Success
We Don't Know What We 'Don't Know': Apprenticeship SuccessWe Don't Know What We 'Don't Know': Apprenticeship Success
We Don't Know What We 'Don't Know': Apprenticeship SuccessThe Pathway Group
 
Increasing Response Rate and Net Promoter Score
Increasing Response Rate and Net Promoter ScoreIncreasing Response Rate and Net Promoter Score
Increasing Response Rate and Net Promoter ScoreAdhiraj Singh
 
AskNicely - more valuable customers with NPS
AskNicely - more valuable customers with NPSAskNicely - more valuable customers with NPS
AskNicely - more valuable customers with NPSKai Crow
 
4 Critical Elements of Your Onboarding Process
4 Critical Elements of Your Onboarding Process4 Critical Elements of Your Onboarding Process
4 Critical Elements of Your Onboarding ProcessUrbanBound
 
Reward and recognition within the assistant industry
Reward and recognition within the assistant industryReward and recognition within the assistant industry
Reward and recognition within the assistant industryPractically Perfect PA
 
Marketing for Your Next Gig
Marketing for Your Next GigMarketing for Your Next Gig
Marketing for Your Next GigClearedJobs.Net
 
oGIP lead AIESEC SERBIA
oGIP lead AIESEC SERBIAoGIP lead AIESEC SERBIA
oGIP lead AIESEC SERBIATamara Ljubić
 

Semelhante a Returned ep engagement plan (20)

Er functional track
Er functional trackEr functional track
Er functional track
 
PBS_Presentation
PBS_PresentationPBS_Presentation
PBS_Presentation
 
Dance USA Intro
Dance USA IntroDance USA Intro
Dance USA Intro
 
Voice of the Member Research
Voice of the Member ResearchVoice of the Member Research
Voice of the Member Research
 
Got Morale
Got MoraleGot Morale
Got Morale
 
Module 4 - SLPOrganizational Structure and CultureFor the SLP .docx
Module 4 - SLPOrganizational Structure and CultureFor the SLP .docxModule 4 - SLPOrganizational Structure and CultureFor the SLP .docx
Module 4 - SLPOrganizational Structure and CultureFor the SLP .docx
 
CanFit Pro Stay One Month Longer
CanFit Pro Stay One Month LongerCanFit Pro Stay One Month Longer
CanFit Pro Stay One Month Longer
 
Our Startup Branding Journey - Part 2: How To Create Brand Consistency
Our Startup Branding Journey - Part 2: How To Create Brand ConsistencyOur Startup Branding Journey - Part 2: How To Create Brand Consistency
Our Startup Branding Journey - Part 2: How To Create Brand Consistency
 
LI Candidate Interview Guidebook
LI Candidate Interview GuidebookLI Candidate Interview Guidebook
LI Candidate Interview Guidebook
 
2016 Annual Enrollment Survival [Guide]
2016 Annual Enrollment Survival [Guide]2016 Annual Enrollment Survival [Guide]
2016 Annual Enrollment Survival [Guide]
 
Exchange training ogx thailand
Exchange training ogx thailandExchange training ogx thailand
Exchange training ogx thailand
 
Eric Papp strategy
Eric Papp strategyEric Papp strategy
Eric Papp strategy
 
We Don't Know What We 'Don't Know': Apprenticeship Success
We Don't Know What We 'Don't Know': Apprenticeship SuccessWe Don't Know What We 'Don't Know': Apprenticeship Success
We Don't Know What We 'Don't Know': Apprenticeship Success
 
Increasing Response Rate and Net Promoter Score
Increasing Response Rate and Net Promoter ScoreIncreasing Response Rate and Net Promoter Score
Increasing Response Rate and Net Promoter Score
 
AskNicely - more valuable customers with NPS
AskNicely - more valuable customers with NPSAskNicely - more valuable customers with NPS
AskNicely - more valuable customers with NPS
 
4 Critical Elements of Your Onboarding Process
4 Critical Elements of Your Onboarding Process4 Critical Elements of Your Onboarding Process
4 Critical Elements of Your Onboarding Process
 
Reward and recognition within the assistant industry
Reward and recognition within the assistant industryReward and recognition within the assistant industry
Reward and recognition within the assistant industry
 
Got Facebook? Now What? - Strategy
Got Facebook? Now What? - StrategyGot Facebook? Now What? - Strategy
Got Facebook? Now What? - Strategy
 
Marketing for Your Next Gig
Marketing for Your Next GigMarketing for Your Next Gig
Marketing for Your Next Gig
 
oGIP lead AIESEC SERBIA
oGIP lead AIESEC SERBIAoGIP lead AIESEC SERBIA
oGIP lead AIESEC SERBIA
 

Mais de Shiva Vyas

Discover India | iGIP | Introduction
Discover India | iGIP | IntroductionDiscover India | iGIP | Introduction
Discover India | iGIP | IntroductionShiva Vyas
 
This is My Day | LCP Elections Closing
This is My Day | LCP Elections ClosingThis is My Day | LCP Elections Closing
This is My Day | LCP Elections ClosingShiva Vyas
 
Story of My Life | My Journey in AIESEC
Story of My Life | My Journey in AIESEC Story of My Life | My Journey in AIESEC
Story of My Life | My Journey in AIESEC Shiva Vyas
 
EPM Presentation
EPM PresentationEPM Presentation
EPM PresentationShiva Vyas
 
Delivery the idea
Delivery the ideaDelivery the idea
Delivery the ideaShiva Vyas
 
Connected AIESEC in Delhi University
Connected AIESEC in Delhi UniversityConnected AIESEC in Delhi University
Connected AIESEC in Delhi UniversityShiva Vyas
 
What does revolution mean to us?
What does revolution mean to us? What does revolution mean to us?
What does revolution mean to us? Shiva Vyas
 
AIESEC in DU | Effective Matching
AIESEC in DU | Effective MatchingAIESEC in DU | Effective Matching
AIESEC in DU | Effective MatchingShiva Vyas
 
Information & internal communication document aiesec delhi university
Information & internal communication document aiesec delhi universityInformation & internal communication document aiesec delhi university
Information & internal communication document aiesec delhi universityShiva Vyas
 
Brand and Communication for New Recruits
Brand and Communication for New Recruits Brand and Communication for New Recruits
Brand and Communication for New Recruits Shiva Vyas
 

Mais de Shiva Vyas (16)

Discover India | iGIP | Introduction
Discover India | iGIP | IntroductionDiscover India | iGIP | Introduction
Discover India | iGIP | Introduction
 
This is My Day | LCP Elections Closing
This is My Day | LCP Elections ClosingThis is My Day | LCP Elections Closing
This is My Day | LCP Elections Closing
 
Story of My Life | My Journey in AIESEC
Story of My Life | My Journey in AIESEC Story of My Life | My Journey in AIESEC
Story of My Life | My Journey in AIESEC
 
Tc in igcdp k
Tc in igcdp kTc in igcdp k
Tc in igcdp k
 
EPM Presentation
EPM PresentationEPM Presentation
EPM Presentation
 
Delivery the idea
Delivery the ideaDelivery the idea
Delivery the idea
 
Connected AIESEC in Delhi University
Connected AIESEC in Delhi UniversityConnected AIESEC in Delhi University
Connected AIESEC in Delhi University
 
What does revolution mean to us?
What does revolution mean to us? What does revolution mean to us?
What does revolution mean to us?
 
AIESEC in DU | Effective Matching
AIESEC in DU | Effective MatchingAIESEC in DU | Effective Matching
AIESEC in DU | Effective Matching
 
Rylc
RylcRylc
Rylc
 
How o gcdp
How o gcdpHow o gcdp
How o gcdp
 
I gcdp how.
I gcdp how.I gcdp how.
I gcdp how.
 
Why o gip
Why o gipWhy o gip
Why o gip
 
Information & internal communication document aiesec delhi university
Information & internal communication document aiesec delhi universityInformation & internal communication document aiesec delhi university
Information & internal communication document aiesec delhi university
 
Marketing 101
Marketing 101Marketing 101
Marketing 101
 
Brand and Communication for New Recruits
Brand and Communication for New Recruits Brand and Communication for New Recruits
Brand and Communication for New Recruits
 

Último

Company Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdfCompany Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdfRobertPhillips265023
 
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003believeminhh
 
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfSourav Sikder
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023Steve Rader
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
מיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלי
מיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלימיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלי
מיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגליBen Shushan & Co. C.P.A (Isr.)
 
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...Khaled Al Awadi
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...IMARC Group
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.ukaroemirsr
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHelene Heckrotte
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsIntellect Design Arena Ltd
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examplesamberjiles31
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxWorkforce Group
 
Al Taj Al Malaki Company Profile -------
Al Taj Al Malaki Company Profile -------Al Taj Al Malaki Company Profile -------
Al Taj Al Malaki Company Profile -------ThanzirNazer
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Reportamberjiles31
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Winbusinessin
 

Último (20)

Company Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdfCompany Profile and SWOT Analysis Product List.pdf
Company Profile and SWOT Analysis Product List.pdf
 
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
The Vietnam Believer Newsletter_MARCH 25, 2024_EN_Vol. 003
 
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
TalentView Webinar: Empowering the Modern Workforce_ Redefininig Success from...
 
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdfChicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
Chicago Medical Malpractice Lawyer Chicago Medical Malpractice Lawyer.pdf
 
NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023NASA CoCEI Scaling Strategy - November 2023
NASA CoCEI Scaling Strategy - November 2023
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
מיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלי
מיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלימיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלי
מיסוי רילוקיישן לפורטוגל- היבטי מיסוי ישראלי ופורטוגלי
 
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...NewBase  25 March  2024  Energy News issue - 1710 by Khaled Al Awadi_compress...
NewBase 25 March 2024 Energy News issue - 1710 by Khaled Al Awadi_compress...
 
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
Boat Trailers Market PPT: Growth, Outlook, Demand, Keyplayer Analysis and Opp...
 
7movierulz.uk
7movierulz.uk7movierulz.uk
7movierulz.uk
 
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptxHELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
HELENE HECKROTTE'S PROFESSIONAL PORTFOLIO.pptx
 
AL Satwa Dubai Call Girls +971552825767 Call Girls In AL Karama
AL Satwa Dubai Call Girls +971552825767  Call Girls In AL KaramaAL Satwa Dubai Call Girls +971552825767  Call Girls In AL Karama
AL Satwa Dubai Call Girls +971552825767 Call Girls In AL Karama
 
Upgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking ApplicationsUpgrade Your Banking Experience with Advanced Core Banking Applications
Upgrade Your Banking Experience with Advanced Core Banking Applications
 
WAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdfWAM Corporate Presentation Mar 25 2024.pdf
WAM Corporate Presentation Mar 25 2024.pdf
 
Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024Borderless Access - Global Panel book-unlock 2024
Borderless Access - Global Panel book-unlock 2024
 
Intellectual Property Licensing Examples
Intellectual Property Licensing ExamplesIntellectual Property Licensing Examples
Intellectual Property Licensing Examples
 
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptxCracking the ‘Business Process Outsourcing’ Code Main.pptx
Cracking the ‘Business Process Outsourcing’ Code Main.pptx
 
Al Taj Al Malaki Company Profile -------
Al Taj Al Malaki Company Profile -------Al Taj Al Malaki Company Profile -------
Al Taj Al Malaki Company Profile -------
 
Project Brief & Information Architecture Report
Project Brief & Information Architecture ReportProject Brief & Information Architecture Report
Project Brief & Information Architecture Report
 
Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024Ethical stalking by Mark Williams. UpliftLive 2024
Ethical stalking by Mark Williams. UpliftLive 2024
 

Returned ep engagement plan

  • 2. Better brand image of the organisation. Proper closure of the internship experience of the EP. Getting more raises and matches ! Making the EP – a promoter of the internship.
  • 3.  We engage the EP with our local chapter once he returns. We close his experience, take feedbacks, if he is a detractor we try to make him feel better about the internship to ensure he is a passive or a promoter, not only on NPS but in real terms i.e he does NOT bad brand us in the market but actually refers our product to others.  The basic objective of the plan is to leverage out of the returned EPs as much as we can not only because as an organisation we need to service him but also because we can leverage a lot out of him.
  • 4. REPM – Returned EP Meeting REP Buddies Case studies distribution Certification RnR Campaigns Re-integration (TMP/TLP or AMs) Proper Feedback Mechanism Engagement in delivery of next cycle of EPs Personal Counselling Sessions
  • 5.  You devote a team of 3-6 members (a taskforce, OC etc. depending on the number of EPs you realized). They contact each EP, talk to them about their experience briefly and send them a form which asks for material for impact reports and case studies and ensure the filling of this form from their EPs.  The case studies that you make should be emailed back to all EPs (You can make cover pictures maybe) and ask them to upload it on social media.  The case studies should briefly describe their experience and the post should have a registration form link for the internship. This is a way of social media promotions.  Synergize with VP M, you can make a flickr account or an album on facebook which have only case studies of various EPs. A link of this album can be sent to all your prospective EPs to show how the experience of others has been.
  • 6.  Your EPs should be given physical copy of certificates.  Tell them that they will be certified only when they submit their impact reports case studies and fill the NPS (tell them about NPS and get it filled by them to ensure a better response rate)  A proper brand survey and feedback form must be sent to each EP asking in detail about their experience. The EP buddies should ensure the filling of the form.  One common form can be made for the EP which asks for picture for case studies, impact reports, and feedback questions.  For example : https://podio.com/webforms/5011689/391890
  • 7.  REPM – Once your major number of EPs return you should do a Returned Exchange Participant Meeting where you deliver sessions in which they introspect their experience and how it has impacted them. You help them relate to the fact that this experience has helped them discover their true self and their aspirations in life. (You can let us know if you want an agenda and sessions for such an EPM.)  The objective of a REPM is to close their experience and once it is done in the right way you will somehow convince them that they had a good experience all over and that it was worth it, which automatically makes them a promoter of the internship.  This REPM should ideally be done once they all submit their Case studies, impact reports and fill NPS.  You can give them physical copy of certificates on this day by your LCP and ensure that its jazzed up so that they feel the importance of it.
  • 8.  This is the most ideal scenario that you should have where atleast 80% of your EPs are reintegrated as a member or an AM.  It is a synergy project with your VP TM where your job is to ensure that the EPs turn up for the reintegration meeting and the VP TM allocates them the department they should be working in.  If your VP TM feels that some EP is not fit to be recruited as a member then you should consider them as an AM for your CUs.  You can create a ‘Delivery Support Group’ of AMs who can be made EP buddies of the new raises that you have. This delivery support group will be a very good support system for the new raises as they have the experience already. This step needs to be very very cautious as if your EP buddy did not have a good experience then he might be a bad influence on your new raise. So you need to have a very strong induction and select only those EPs for this who had a good experience.
  • 9.  You can call your REPs who had a good experience on your EPMs for new EPs. This can help in a lot of ways – o When your raised/matched EPs will hear the experiences of returned EPs they will be more excited for the internship. o They can subtly do all the expectation settings with the EPs that you want to do. o If your reintegration is done well you can also drive down IXP raises for the coming cycle. o They can help in CPS as they have experience of various countries. o They can be EP mentors for those who are going to the country they went to. Example – All your matches to Russia can be mentored by a Russia return EP.
  • 10. These are a lot of strategies that you can use to keep them engaged, brand yourself better and make them promoters and at the same time leverage out of their experience BUT you need to be very smart while doing all of this and pick the strategies that suit your reality. They have a potential to back fire and create a mess if not used in the right way at the right place. Usage of them can really help you boost raises as well as delivery rate.