Webinars are still considered a winning tactic for countless companies. In fact, recent polls have shown that two-thirds of B2B marketers in the United States consider webinars effective marketing tools. Whether for brand promotion, product introduction or real-time presentations, webinars are only second to videos when it comes to effective content marketing. With this in mind, are these online tutorials still essential for training new employees or engaging with clients? Recent polls and studies say absolutely yes, and e-learning platforms such as Projections continue to soar in global popularity.
According to Percolate, 20 percent of U.S. marketing executives stated that their companies created webinars the previous year. While these video presentations were mainly based on product integration and client fulfillment, a number of webinars were dedicated to training in-house and remote employees across the globe.
According to industry experts, the advent of Internet technologies has made it easier to connect employers and staff for timely and optimal training sessions, through the use of tools such as the following:
Training webinars also incorporate lectures, workshops and e-learning tools that help employees understand a company’s directives and goals. Similarly, client webinars are designed to showcase new products and services, as well as discuss annual reports with existing and potential investors. These interactive services also serve as crucial networking platforms for clients and employees. In fact, webinars can even be used for team-building events that foster greater collaboration between departments.
There are several benefits to using webinars and virtual seminars for training staff. First, companies can save money on face-to-face training sessions for employees. Second, employees are able to freely communicate with all departments, as well as fellow workers. They can ask questions about policies, and share ideas and suggestions to increase productivity and performance. Third, webinars allow in-house and remote employees to access all training materials and documents anytime, and anywhere. Other benefits of employee training webinars include the following:
Companies are realizing the critical connection between employee engagement and factors like retention rates, productivity and profits. As employees seek out work-life balance, many major companies are making unconventional cultural changes. Smaller business owners might feel constricted in their ability to keep up and offer competitive, quirky employee benefits; however, there are ways to transform those over-the-top perks into affordable, effective employee benefits and remain an employer of choice in your industry.
Netflix reportedly keeps little watch over their employees’ work hours, with no 9-5 schedule. For small business owners, how do you ensure employees are available during periods of high volume? This extreme approach can be made more practical by creating flexibility outside of “core hours.” In this case, employees would have a set of mandatory hours in their week, while the rest could be altered to fit, thus providing a guilt-free option for employees who need to leave early or arrive late.
Netflix has also gone above and beyond with vacation time, offering employees free rein over their days off. Management simply doesn’t track or control how often or when employees take time off, trusting them to make reasonable decisions. While you may trust your employees, you know a “vacation anytime” approach could lead to short-staffed situations. Instead, employers can close for the day or reduce holiday hours of operation, eliminating the resentment that often comes with working on holidays.
Google provides its staff with onsite doctors, chiropractors and therapists. Undoubtedly, most businesses cannot afford this pricey endeavor, but any company can invite simple programs that benefit employee health. For example, midweek, half-hour office yoga sessions, taught by an affordable instructor, would help break up the week and refresh employees.
The Institute for Integrative Nutrition employees receive fresh flowers on their desk each morning. What can regular companies do to boost the mood and atmosphere with a simple touch? Give your staff free rein to decorate their personal spaces or rearrange furniture to suit their work needs. Dedicating one day to this project each year can strengthen employee communication and serve as a fun break.
Every employee dreams of having college tuition paid for in full, which is just what Starbucks does for those staff members who want a bachelor’s degree. Unfortunately, education isn’t cheap and most young employees will change jobs several times in their early professional life. However, you can offer relevant employee training for leaders and supervisors through abetterleader.com.
Taking advantage of its beautiful California location, Patagonia encourages its employees to take a surf break during the day. Retail Marketing Coordinator Danielle Egge says the luxurious break improves her daily productivity dramatically. While most businesses aren’t stationed by the beach, managers can coordinate running or cycling groups to encourage daily activity during or after lunch breaks.
Education technology company 2U knows how to spoil its employees — with free trips to Disney World, of course. Coordinating and financing such a trip is a huge undertaking, especially for a larger staff, but simply inserting a bland employee picnic in its place won’t cut it. Instead, managers can poll the office to determine what local destinations employees want to visit. From outdoor parks to great local restaurants, employee trips will be appreciated for the time, money and effort involved in a fun day/night out.
What better way to inform your employees about different cultures and build stronger teams than by traveling abroad? Epic does just that, even offering paid sabbaticals to countries like New Zealand and Germany. Your employees may not have the time to skip off into the sunset, but you can bring other cultures into the workplace. Consider inviting unique speakers with topics that appeal to your employees, or even hiring caterers for an ethnic mini food festival. As you mix up their regular environment, your employees will feel as though they’re receiving mini vacations throughout the year.
AnswerLab answers tech nerds’ dreams by offering a $400 allowance for employee devices or apps. Even with a small staff these allowances add up fast, but not all apps and software are expensive. Businesses can consider holding monthly meetings in which managers introduce a new tool that can help make employees’ jobs easier. These tools can be low cost or even free, provided directly to employees or offered as an option.
A step up from simple vacation time, Full Contact offers to pay $7500 toward its employees’ getaways, as long as they disconnect and actually travel somewhere. This perk, dubbed “Paid Paid Vacations,” is in addition to employees’ already paid 15-day vacation. Companies can mimic this perk by notifying employees of discount travel packages and programs throughout the year.
Real Estate software company BoomTown allows employees to bring their dogs to work, calling dogs an “important part of the workforce.” Depending on your business, you might not find it safe or practical for pups to roam the workspace. However, companies can arrange a day in which the space is opened to friends and family, allowing employees to proudly show what they do. This event can also generate employment interest and help identify potential candidates.
You don’t have to break the bank to connect with your employees and provide them with meaningful experiences they can appreciate. Ultimately, employees will recognize and value sincerity over flashy employee perks, and be more inclined to remain union-free — because it’s respect your staff truly desires.
We’ve all been there. Business is good, the work is flowing, the team is collaborating and then you hear it: an employee complaint. Maybe they feel the workload isn’t fair. Maybe they’re frustrated with the communication, or feel a lack thereof. Whatever it is, your first instinct may be to put on the boxing gloves and come back on the defensive. However, what if you can turn that complaint into what it likely is: an employee’s desire to make the company truly great? By doing this, you just may begin to see those complaints as opportunities instead.
Let’s clear this up right off the bat: complaints are good, because they mean that employee engagement is good. A complaint is a sign that your employees are so actively engaged in their jobs that they want their company to equal their passions and their contribution. They want to make a suggestion for improvement and see that they have a voice in how they spend those 40 hours every week. If your business doesn’t have a clear and effective avenue for these suggestions, they may just turn into complaints.
To prevent suggestions from turning into complaints, your company needs to have a way for employees to communicate their desires. The first and easiest way is to advertise an open-door policy. Include language in your employee handbook that you welcome feedback as a tool to constantly improve your program for all those involved. Schedule open office hours for employees to express any concerns or share new ideas. Foster positive employee relations by demonstrating that not only are you open to the contributions of your team, but that you will actively try to make changes within your power when they fit with your mission and your company’s needs.
Of course, no amount of open doors and feedback-based policies will prevent the occasional complaint from squeezing between the cracks. When this happens, don’t be disheartened. Nobody is perfect, and every company can find room for improvement. To handle complaints constructively, start the conversation by giving your employee the power to find a solution. For example, if your employee is complaining about a lack of opportunity for professional growth, ask them what areas they would like to develop and what suggestions they have for fostering these skills. If they complain about a long commute, have them propose a plan that outlines how they can get the job done from home occasionally — and be willing to give it a trial. If an employee has a suggestion to make, don’t feel it is all on your shoulders to make those changes. Rely on the strength of your team and the skills of your employees — you hired them for a reason, of course — to come up with constructive solutions as well.
Whether your employees have been with the company for decades or — perhaps even more importantly — are millennials just out of college, having an open and transparent organizational culture will ensure that all workers don’t just feel heard, but are heard. In order to minimize employee unrest and complaints, you need to make a clear and obvious effort to communicate openly in an effective way about employee concerns — not just what they are, but how your company is going to address them. Show that you are willing to put yourself out there and make a mistake in order to improve employee engagement and satisfaction. In this way, your employees can work with more passion and more trust in the company they support.
Most important of all is for the company to communicate that employees are being heard. Whether that takes the form of live meetings, regular video messages, or even an online resource, regular communication fosters understanding. This is particularly true when feedback from employees involves something systemic that may take some time to address. Creating custom training resources to address employee concerns can go a long way toward addressing the opportunities employees present to you. By fostering an environment of feedback, action and communication, you can create a culture that rewards growth and provides job security for every team member.
There is an old adage that declares, “Love what you do and you’ll never work a day in your life.” Gamification is a new way of proving that old wisdom to be true in more corporate environments than ever before. Incorporating “game” components to what employees do every day has proven successful for motivating sales, improving communications and engaging consumers with brands. These enterprise strategies work equally well for small businesses. Every day, in fact, more small businesses are engaging customers and employees using gamification.
Gamification is defined as bringing game elements into any non-game environment. In the business world, gamification refers to the game-related strategies used to motivate and encourage employees and engage customers. Gamification strategies are always evolving, but traditionally include a focus on elements of gaming that include rewards, achievement markers, contests and even rules for winning.
Rewards for collaboration are often more effective than rewards for competition. As small businesses rely more heavily on portable communication and electronics for information sharing, opportunities to include gamification increase with each virtual platform. Virtual meetings that are actually fun and cost effective are now very possible for small businesses. Replacing the next team building meeting with an afternoon of slow pitch in the park or an hour at the pool hall takes gamification beyond the office and out of the virtual world
How do we make work fun today? That’s where honest corporate communication is essential. While the old-school Pavlovian-inspired bells and whistles are still there, modern applications of gamification include giving employees more artistic and unique rewards, and using fully interactive and personalized computer interfaces when communicating with customers.
Shared corporate goals are the number one factor in hiring and retaining the best employees in your field, and gamification can play an essential role in communicating and reinforcing that shared corporate vision. It can also transform the performance of your employees. For instance, it is important to do more than take an ‘Employee of the Month’ photo. Instead, that strategy can become more modern when that photo is shared with various offices through multiple social media channels. Similarly, including motivators and virtual rewards for collaborative team interaction will help strengthen small business teams, while the gamification strategies already inherent in the social media channels will motivate employees and consumers to communicate with one another in more creative ways.
Gamification integrated with staff training can help motivate employees to learn. Modernized approaches to gamification are proving to increase consumer engagement, create strong dynamic work teams, and facilitate cheerful and appropriate professional communications.
Your HR department is vital to building the best company possible. It ensures that your employees are at their best and receive the support they need. While there are so many things that your HR department has to do that it might be tempting to take a few shortcuts, there are a few areas where you absolutely must use HR best practices or face negative long-term consequences in the future.
New employee orientation is vital, as it sets the tone for the rest of an employee’s experience with your company. Within the first week, it is important that you describe the basic work processes that the employee will be using every day. This can include everything from job-specific tasks to the basics that everyone uses, such as email protocol. It’s also important that you keep the information you share with your employees consistent. So it’s a good idea to create a series of orientation videos that you can share during the orientation process. It ensures everyone gets the same information and, if done right, can be more engaging than a manager rushing through the process.
After their salary, your company’s benefits package is arguably the most important element for your employees. To ensure that your benefits communication is outstanding, you need to go beyond the norm. Approximately 80 percent of companies still rely on printed materials regarding benefits sent to their employees’ homes. In a digital world, that’s not nearly enough. Your employees need to be engaged with the process. That means annual videos that are available online for your employees to review and interactive websites that help them find the best plans. These tools can be invaluable for smoothing out the annual benefit enrollment process.
Unions can be destructive for businesses. Unions can devalue seniority and employee effort, make it difficult for your business to compete, and also exploit your employees. This can lead to your business becoming unprofitable and to your employees losing their jobs. Union avoidance is in everyone’s best interest and you need to communicate this to your employees. Take the time to investigate the best union avoidance strategies and then implement them for the sake of your company and your employees.
So, don’t cut corners when it comes to employee engagement! If you need help connecting with your employees, whether it’s during orientation, harassment training, wellness programs, annual benefits enrollment, or just to communicate important facts, contact Projections. Your message will reach your audience and create the change you need to grow. We make it so easy, you’ll find no shortcuts needed!