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Category Archives for Corporate Communication

5 Ways You Can Drive a Culture of Engagement

A Culture of Engagement: 5 Ways the Best Employers Create an Engaged Workforce

Concerning results from Gallup’s State of the Global Workplace report suggest that just 13 percent of global employees are fully engaged with their jobs. Additional research from Gallup indicates that absense of a culture of engagement costs the United States an annual $550 billion in lost productivity. The good news? It’s possible to develop a culture of engagement, as indicated below:

1. Run a Purpose-Driven Organization

Employees feel more engaged when they believe that their efforts actually make a difference. Hence, the greater satisfaction among employees at organizations that identify as purpose-driven. According to Path to Purpose author Bill Damon, to be purpose-driven means to possess a “long-term, forward-looking intention to accomplish aims that are…of consequence to the world beyond the self.” Research from Deloitte Insights points to a higher employee retention rate at mission-driven companies with a culture of engagement.

2. Give Employees a Say to Create a Culture of Engagement

Employees at all levels want to feel as if they have a voice. They appreciate corporate leaders who regularly seek their input — and actually consider or even act on their suggestions. The first step to creating a culture of engagement? Increasing the frequency of employee surveys and infusing them with open-ended questions that go beyond the usual multiple-choice format.

Create Engaged Employees With These Three Easy Tips

3. Recognize Employees Who Go Above And Beyond

From gift cards to social media shout-outs, employees crave recognition. High-performing employees push harder if they expect their efforts to be rewarded. According to a TjInsite poll, 35 percent of employees regard lack of recognition as the greatest roadblock to productivity. Recognition doesn’t always have to involve singling out select employees; entire teams may prove more productive if recognized or rewarded for their communal achievements.

4. Hold Managers Accountable To Create More Employee Engagement

Managers play a critical role in keeping employees motivated and keeping employee engagement high. Management expert Victor Lipman firmly believes that people quit managers, not jobs. The most effective managers understand the value of not only short-term productivity but also long-term employee engagement.

Providing leaders with the tools they need to improve engagement is a simple matter of training. Look for interactive programs designed to create better leaders with a wide variety of thought-provoking topics.

5. Provide Regular, Meaningful Training

Employees want to work for companies that have a culture of engagement and that are invested in their long-term growth. This means training not only with the intent of improving current job performance, but also in hopes of developing skills that will help employees make progress on their desired career trajectory. Training should equip employees with the skills needed to achieve challenging, yet manageable workplace goals. This, in turn, drives greater job satisfaction, and ultimately, an engaged workforce. Employee engagement is critical to productivity and innovation — and should therefore be a priority at organizations of all sizes and in all industries. A concerted effort to improve engagement could produce a satisfied, high-achieving workforce made up of individuals who firmly believe in your company’s mission.

Ready to get started? Begin with a powerful new employee orientation video, designed to introduce your company’s culture and values. By welcoming your new hires in the right way, you can reduce turnover, improve morale and succeed at creating a UnionProof culture.

5 Great Ideas for your Employee Onboarding Video

What makes an outstanding employee onboarding video? Of course, the content is vital – you want to make sure your new hires get inspired and confirm that their decision to come on board was a great one. But what makes your orientation video really memorable and impactful? Is it a great customer testimonial? A strong narrative? Good production values? The truth is, it’s all of the above. Here are five examples of killer onboarding videos that optimize employee orientation.

 

1. Dunkin’ Donuts Onboarding Video

Dunkin’ Donuts doesn’t rely on fancy graphics to get their message across. This simple onboarding video features franchise owner Scott Fanning, who introduces the Dunkin’ Donuts brand and explains to viewers what it’s really like to work for the company.

The video then incorporates reconstructions of several common customer service situations that new hires will find soon themselves in — serving food, communicating with customers, handling payments, etc.

2. Trivago

Travel comparison website Trivago introduces viewers to its company culture with a behind-the-scenes look at its headquarters in Dusseldorf, Germany. This documentary-style onboarding video features a “day in the life” of new hires on their first day on the job. Essentially, new hires are watching new hires as they interact with each other and integrate into the company culture. Pieces-to-camera from members of staff punctuate the documentary footage.

3. U.S. Environmental Protection Agency

The United States Environmental Protection Agency (EPA) uses a combination of on-screen graphics and pieces-to-camera to illustrate its values, objectives, and company culture. Clocking in at over seven minutes, this is one of the longest onboarding videos on this list, but it maintains the attention of viewers by explaining complicated concepts and legislation in an engaging manner.

The video is actually split into two parts: The first half explains why new hires should be proud to work for the organization, while the second half details how the agency operates.

4. Innocom Technologies

Now for something completely different. Singapore-based software solution company Innocom Technologies has created an employee onboarding video that uses animation throughout. This colorful, creative clip features several animated slides that tell viewers about the company’s long-term strategic goals.

Innocom Technologies starts by declaring their company mission before introducing the current solutions they have incorporated into their business. Animated characters appear on screen as the company presents important information about its structure, core team, and core values. The video ends by asking viewers to contact a member of staff if they have any questions.

New Hire Orientation

5. Waste Management Services, City of Edmonton

This onboarding video from the City of Edmonton covers a day in the life of their waste management department. With high production values, the video introduces new hires to the department’s various members of staff. It tells viewers what Waste Management Services does and what it plans to do in the future.

A narrator engages with the audience and speaks to them directly as if she were in the training room. “You’ll find out why waste staff go home at the end of each day and feel good about what they do. And soon, so will you.” With this onboarding video, the City of Edmonton has done the unthinkable. They’ve managed to make waste management exciting.

Pieces-to-camera, animation, voiceovers, graphics –the organizations above use various filming and editing techniques to introduce new hires to their company culture. These organizations all have one thing in common: They don’t skimp on production values.

Remember, your employee onboarding video could be the most crucial component of your orientation process and set the tone for an employee’s entire tenure. This is why you need to hire an experienced, professional employee communication company to produce a video that’s as good as any on this list.

Twitter for HR

To Tweet or Not To Tweet: Twitter for HR Pros

Twitter for HR. Seems like something we should have already conquered, but the truth is, knowing exactly which 280 characters will attract the best talent to our organizations is a tall order.

Today’s job seeker can afford to be highly selective. Those with exceptional skills are often looking for a new position while continuing in their current one. With risk low, job candidates can take the time to research any company they’re considering thoroughly – and yes, that includes following the Company on social media.

More than70% of employers now use social media as a research resource to find out more information about job candidates, and at least 62% of millennials visit company social media sites to look for job openings. Twitter, in particular, can be useful when disseminating information and generating awareness about open positions. However, at the same time, it can also be challenging to use Twitter for HR the right way.

These Twitter for HR tips will ensure you use social media in a way that helps build your brand and establish your Company as an employer of choice:

Tweet about Job Openings

The most straightforward way you can use Twitter for HR is to tweet job openings. Create a unique hashtag (e.g., #companyhiring), then make sure you include it with all job openings. Use relevant global hashtags that will draw in job seekers who aren’t already familiar with your company. Include #JobListing, #JobOpening or hashtags about your geographic area or industry. Hashtags about your jobs will help attract people who are using Twitter to look for open positions.

Use the #HireFriday Feed

#HireFriday is a popular Twitter feed that job seekers often follow. Tweet on Fridays with the hashtag #HireFriday to help your open positions get more exposure at the end of each week.

Stick to Your Brand Identity

To truly have a reputation as an employer of choice, always maintain your company’s voice and tone. Include Tweets that reflect the company’s vision, mission, and values. (In fact, those make great tweets all by themselves!) Make sure that your Twitter account helps to solidify your brand image–not detract from it. When in doubt, reflect on the company’s stated values.

Avoid Controversy When Using Twitter for HR

Actively avoid questionable activity on Twitter. Having a cautionary mindset means you should avoid engaging in anything political or religious (including following public figures, liking or retweeting polarizing posts, and posting anything controversial yourself). Keep Tweets strictly about your company to ensure you don’t alienate outstanding job candidates.

With the proliferation of technology today, HR professionals have a bounty of resources at their fingertips that can help them recruit and reach the best candidates for open positions. One of them is Twitter. By understanding how to use the platform and what pitfalls you can avoid, you can ensure that using Twitter for HR will help you do your job more effectively and efficiently and that you reach just the right audience.

Attract talented employees

Corporate Collective Consciousness

Can you guess the movie from these famous quotes?

“Toto, I’ve got a feeling we’re not in Kansas anymore.”

“May the Force be with you.”

“Here’s looking at you, kid.”

Chances are, you guessed all three. These quotes have become part of our collective consciousness. Nearly everybody recognizes them, even if they’ve never seen the original movie.

Does your company have a good corporate culture and collective consciousness, too? Everyone in your organization should share the same values, attitudes, and ideas. Everyone should be reading from the same page. But it doesn’t always work like this. What gives?

RELATED: Union Organizing Why Your Employer Brand Matters

Things Your Employees Inherently Know

There are things that every one of your employees inherently knows. They know what time they start work, what time they finish, where the vending machines are.

But do your employees know about your company mission and corporate culture? Your long-term strategic goals? Your morals, values, and beliefs?

Probably not. At least, most of them don’t. In fact, 61 percent of employees are completely unaware of their company’s mission statement. The majority of those who do (57 percent) say they feel uninspired by it.

The problem is, most employee orientation programs just aren’t good enough. They introduce employees to their new role but don’t focus on company culture and long-term development.

It’s no wonder, then, that most of your staff have no clue about your company’s values, ethics and corporate culture.

How to Improve Collective Consciousness

Want to improve your company’s collective consciousness? You need to engage with your employees, from their first interview to their final day in the office. Here’s how:

Make the Message Loud and Clear for Good Corporate Culture

If your employees are unaware of your mission statement, you probably aren’t communicating it clearly enough. List your goals and values on your website, on your social media pages, and in your employee orientation literature.

Be More Transparent

Business transparency is crucial for employee engagement. Your manager should be visible and friendly; your HR team should be approachable and willing to answer questions from your employees.

RELATED: Leading With Transparency and Empathy

Use the Latest Technology

The latest technology will help you communicate your message and improve collective consciousness. Employee orientation videos, for example, enhance the onboarding process, improve employee conduct and manage expectations. Your new hires are more likely to remember the information you’re telling them, too — 65 percent of people are visual learners.

Follow the tips on this list, and your company’s values, ethics, and goals will soon be as recognizable as all those famous movies quotes that everyone can roll off their tongue.

employee communication and digital marketing

Shouting into the Void: Employee Communication and Digital Marketing

There are 287 million internet users in the United States. It’s safe to say, then, that most people, if not everyone, in your organization use the internet on a regular basis. As your employees spend more of their time online, you have more opportunities for engagement. Now you can use the same techniques digital marketers use to build your company culture, connect with workers and promote positive employee relations. But how you do it? Here are several ways to connect employee communication and digital marketing

Why Should You Communicate With Employees Online?

As an HR and labor relation pro, you know the drill. Sometimes communicating with employees is a challenge — you feel like no one’s listening. You probably get questions from workers that you’ve already answered. Did these employees just forget what you told them? Or were they even listening in the first place?
Consider thinking of your employee communications like digital marketing. This approach allows you to get your message across in an innovative way. Workers are more likely to retain important info, and you can foster positive employee relations. Digital marketing is a powerful tool that lets you engage with workers in your organization. It’s “an umbrella term for all your online marketing efforts,” says software development and marketing company, HubSpot. This term encompasses methods like Google search, email, websites, online video and social media.

How Can You Use Digital Marketing to Engage Employees?

HR pros are using digital marketing techniques today to target employees and create a UnionProof culture. One type of digital marketing method, email automation, for example, lets you send automated marketing messages to staff about relevant and timely topics. Automation can also be a powerful tool for onboarding new employees, with just the right amount of information delivered at just the right time. Automated emails can include links to video messaging, downloadable resources, company handbook, and more. Later, you can also educate employees on right-to-work laws, authorization cards, dues and other information specific to your UnionProof culture. You can communicate your union-free philosophy and inspire workers to take specific actions.
Another aspect of digital marketing, social media, can help you build your culture of engagement by featuring positive employee relations stories from inside the company. Create your online presence as an employer of choice with benefits for new hires, a new hire orientation video, and current industry and legal updates that resonate with employees at your company.
Unlike traditional advertising, digital marketing lets you track your communications with employees. Discover, for example, whether staff read your emails or liked your social media posts. “Digital analytics play a crucial role in nearly every enterprise’s digital marketing strategy, not only for tracking and measuring website traffic but for tracking and measuring other digital channels, as well,” says Marketing Land. “With the explosive growth of social media, video, and mobile, the importance of understanding the contributions and relationships of these channels to website traffic and conversions has increased significantly.”
social media monitoring

Traditional vs. Digital Marketing

In the past, HR teams sent employees paper-based communications like newsletters. These took a long time to complete, and there were no guarantees that employees would even read them. Digital marketing methods, on the other hand, increase the likelihood of staff reading your messages. Research shows that the average person checks his or her email 15 times and spends 35 minutes on Facebook every single day.
Therefore, digital marketing is a great way to promote labor relations. You can update your Instagram and Twitter feeds with the latest developments in union avoidance, for example, or attract more people to your organization with search engine optimization (SEO).

What Are the Best Digital Marketing Techniques?

You can incorporate various methods into your digital marketing strategy. Here are some techniques that you can use.
  • Promote your company’s objectives and values on social media with the right hashtags. Who knows, someone with hundreds of thousands of followers might see your message and post it on their page.
  • Advertise events that promote union-free workplaces on your website or blog. It’s just like pinning an ad on your office noticeboard, but employees are more likely to take notice of your message. Encourage your social media followers to like, share and comment on your content, too.
  • Use pay-per-click advertising to increase the number of people who visit your website and blog. This type of search engine marketing increases the visibility of your organization and its core values on websites like Google and Bing.

What Else?

There are other digital marketing methods, too. Content marketing, for example, lets you incorporate information about your company and its union-free philosophy on your blog. You can create compelling content — what it’s like to work for your company, for example — and post information about employee orientation and staff training.
Text messaging lets you send short marketing messages to mobile devices — perfect if you need to notify employees quickly. This is an effective communication tool: Collectively, Americans check their phones 8 billion times per day.
Live online events are just as effective. Webinars, for example, let you communicate union-free practices and HR-related topics to audiences around the world. All you need is a computer or mobile and an internet connection.
Finally, online video is a powerful tool for employee communications. Use it for orientation and training.
Still haven’t incorporated digital marketing into your workplace? Using marketing methods like SEO, social media, email automation, live events and video promotes your company culture, improves communications and lets you engage with employees on a much deeper level.
social media video
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