Tag Archives for " employee engagement "

11 Examples of How Great Social Media Sets Employers Apart

Forging meaningful connections via social media is a goal of most people. It’s not just individuals though; about 50 percent of large companies and 75 percent of small businesses use social media.

Here are a few examples of how companies excel in using social media:

  1. Best Buy’s Blue Shirt Nation (BSN): This is a community of Best Buy employees who share knowledge, best practices and ideas, regardless of their positions and even ages. Best Buy has successfully integrated this internal network with its employees’ lives and have used it to empower employees and engage them meaningfully.
  2. Zappos: Two-thirds of employees of this online shoe and clothing shop have a social media presence, where they are encouraged to freely connect online with customers. Besides that, the company fosters a culture that helps employees thrive and be happy. You can be sure that no employee of such a company would consider union organizing.
  3. Indium Corporation of America: This solder manufacturer has ten blogs and 15 bloggers. The company has been able to cultivate relationships that enhance not just customer satisfaction and brand loyalty but also employee satisfaction.
  4. Latham & Watkins LLP: The private social network of this large law firm is useful from recruitment to retirement as it contains relevant official and personal content.
  5. Starbucks: Although this popular coffeehouse chain has a social media team, it encourages its employees to share updates about the brand on their own social media accounts. Besides, it has an online community, MyStarbucksIdea, where customers and employees can suggest ideas to improve the Starbucks experience and see it happen. Such employers suck the wind out of the union-organizing sail!
  6. Giantnerd: This company sells equipment for outdoor activities like hiking, biking and snowboarding. They created a social network within their website. You can join it with just one click upon which you will receive a five-percent discount. If you click the Like button on the site or join its Facebook community, you get exclusive deals. Since adding the Like button, Giantnerd’s average order has increased by 50 percent.
  7. San Chez Bistro: This tapas bistro and restaurant uses social media to be in sync with its customers. You can use Twitter to reserve a seat, which is known as “tweet-ahead seating.” Once you tweet, the online hostess tweets back to confirm. They also use their Foursquare page to offer incentives to patrons.
  8. Hootsuite: This popular social media dashboard regularly posts its employees’ photos on Instagram. It tags the employee in the description. Acknowledging and applauding employees improve employee morale and can be a positive union-avoidance method.
  9. Marsh Inc.: When this global risk management and insurance broker wanted to teach finance to a group of employees, it approached its finance experts, who created a 27-part blog series that included both written content and videos taken using phones.
  10. Deloitte: The multinational professional services firm has an internal social network, D Street. Each employee gets a personal landing page at D Street, complete with a photo gallery, an “about me” section and a blog. D Street also has online communities where employees can interact with each other. You can be sure they don’t discuss union card signing there!
  11. Southwest Airlines: This major US airline gets its staff to share stories on its blog, Nuts About Southwest, and post things about the firm on social media. Its social media actions were much appreciated in July 2016, when a technical outage brought the company website and email system down and Southwest’s social media team worked nonstop to respond to frantic queries.

Companies use social media largely to increase brand awareness or as marketing and sales tools. However, it can also be an excellent way to engage your workers meaningfully.

Conducting an HR Audit

Creating a More Engaged Workforce With Improved Policies

Creating a highly engaged workforce has become a vital aspect of business success. Statistically, employee engagement has been poor in the last few years. According to recent data from Gallup, nearly 70 percent of the American workforce is disengaged; around the world it’s worse, with only 15 percent of workers engaged. When employee engagement is low, it can harbor dissatisfaction in employees, making them susceptible to reduced productivity, turnover and an increased presence of labor unions. Therefore, all organizations must have a system for checking that their labor and employment practices are conducive to a highly engaged workforce.

Our comprehensive guide to conducting an HR Audit can help you form a plan of action for making sure that your company is on the right track. Here are five incredibly easy (and practical) first steps you can take to develop workforce policies that promote improved employee engagement:

1. Review all Recruitment and Hiring Processes

The journey to greater employee engagement can be a difficult one, but it is easier to manage with a clear roadmap. This often starts before an individual actually begins work — in the pre-hire stage of their experience. When a company’s brand reputation emphasizes a positive culture where employees feel valued, it sets things up for long-term success.

What you can do now: The applicant tracking system and way candidates are treated throughout the interview, hiring and on boarding process makes a huge difference. Use the audit guide to help you to identify any areas that need to be corrected.

2. Improve your Compensation and Perks

All human resource teams must ensure that employees are receiving the best possible compensation and benefits in order to remain competitive. The 2017 PayScale Compensation Best Practices Report indicated that 32 percent of top performing companies have changed their compensation strategies as a result of employee engagement feedback. More employers are actively listening to what their employees are asking for and taking steps to ensure they get what they need.

What you can do now: Take the time to conduct a brief survey of your employees to find out if your compensation program needs improvement.

HR Audit Guide

3. Ensure Secure and Accessible Information

In today’s business world, everything from customer data to employee information is stored in a digital format. This often includes the use of scheduling, payroll, performance and benefit platforms. Ongoing monitoring is needed to ensure that data is accurate and up-to-date and that people are paid correctly.

What you can do now: Your organization should verify that all information systems are secure from information breaches, and accessible and easy-to-use for employees. A third-party auditing firm can often pinpoint potential issues.

4. Improve the Work Environment

Working conditions make a big difference in how employees view their employer. There are too many toxic conditions invading otherwise good companies. The aspects that human resources can control include: having clearly written policies to deal with things like employee grievances, anti-bullying, drug use, union card signing, and more.

What you can do now: Review employee handbooks and update labor law posters in employee break areas. For some objective feedback, ask employees during exit interviews what the company can do better.

5. Boost Employee Performance Management

When employees are recognized for their efforts at work, they tend to stay more engaged in their careers. Having a professional development program to guide employees through the various stages of career growth is one step in the right direction.

What you can do now: Review job types with management and create structured learning paths for each department.

By following this checklist , any human resource team can help to elevate employee engagement, productivity, knowledge and morale.

Looking For More? Download our FREE Guide to conducting a Labor & Employment Audit to help you make your workplace more positive & productive!

new hire orientation video

How to Motivate New Employees With Video Onboarding (6 Great Tips)

Does effective onboarding increase employee motivation? SHRM (The Society for Human Resource Management) has gathered information indicating that it does. Their findings? That the result of effective onboarding is that both employee AND employer reap long-term benefits.

According to SHRM, effective onboarding will increase job satisfaction, organizational commitment and performance levels. In addition, it can reduce turnover and new employee stress levels. When you research onboarding, you’ll find that video is one of the most effective approaches available today.

Why Video Onboarding?

Traditional onboarding often consists of classroom-style lectures accompanied by documentation the new hire must study. Providing video is more memorable and far more effective than a lecture. It’s a way to build trust of company executives and ensure that the message to new employees is consistent. In addition, top-notch onboarding that includes video can reduce in-house training costs, and even reduce turnover in the first 90 days of employment.

Must Read: Inspire Your New Hires! How To Create A Stellar Orientation Video

Tips for Creating a Dynamic New Employee Onboarding Process

1. Create an Online Portal for Access to Your Onboarding Videos

You can build a library of onboarding videos and update them as required. When the employee has access to the library, they can revisit information that they need to reinforce.

Another advantage is that you don’t need to overwhelm new hires by providing all the information they need at one time. It’s easy to set up a drip email campaign that spaces out delivery of links to the videos in sequential order, based on the employee’s start date.

2. Create Shorter Orientation Videos to Address One Topic at a Time

Separate the information you want to convey into manageable pieces. For example, one video could be a welcome video from the CEO; another might come from department heads and so forth.

Employee Onboarding

3. Plan Orientation Video Content Carefully

Get employee input for ideas on the topics to cover. Ask existing employees of differing seniority in what ways they got lost when they were new hires. Also, ask them what they know now that they wish they’d known when they first joined the company.

4. Create an Orientation Video Series to Introduce the New Hire to the Organization

Here are some topics you may want to include in a multi-day orientation program:

  • CEO welcome
  • Department heads talking about the role of their department in the overall organization and the department’s mission and objectives
  • Where the company’s prospects and customers come from
  • A comprehensive view of the company’s products and services
  • Information on the company’s competitors
  • Marketing approach and the company’s competitive advantages

5. Create Operational Videos to Ease the New Employee Into Day-to-Day Operations

The types of videos can cover issues that may seem mundane but are important to new hires. Examples include how to use necessary equipment, IT policies, how to get support if something goes wrong, and a wide variety of other day-to-day challenges.

Operational videos are also useful for reference – they’re the sort of content that the new hire may return to later, when they encounter that particular challenge.

6. Create Videos Focused on “Inside Insight”

Of course, your onboarding videos should reflect your company culture. Expand on that idea with fun videos that illustrate what it’s like to work at the company. Take a video of one employee, or edit the input from a variety of employees into one video. Your team members can share on a variety of topics, such as what they do, their biggest challenge, their greatest satisfaction, the resources they find most useful, the help they can offer to new employees, and what they like about their job or the company. If you have employees whose career paths have included a series of promotions, arrange for them to provide a testimonial on career opportunities for long-term employees.

If you’re responsible for onboarding new employees, video is a tool you won’t want to ignore. Don’t get overwhelmed if you don’t have a video library right now. Since you’ll be creating specific videos to address specific topics, you can easily build a library over time. The most important thing is just getting started!

A Unique Employee Engagement Strategy That’s Actually Working

Employee Engagement StrategyWorking to create motivated, engaged employees is a full-time job. That’s why a static approach to onboarding no longer works. You need real interaction, but as the number of team members grows, it’s often hard to individualize not only your new hires, but your existing employees as well.

Consider a unique approach to employee engagement that, when done right, can work wonders. “Blind Dates” between employees can not only increase worker morale but improve productivity, motivation and work quality as well. Beyond that, Globoforce reported that when they have a friend in the office, employees are 69% more likely to describe themselves as “highly engaged” at work.

Engaging Employees With Blind Dates

The strategy, while a bit awkward at first, simply calls for your Employee Relations team to arrange for different employees – who likely would never interact in their normal workday – to meet and greet each other.

Toronto-based FreshBooks, has completed several rounds of blind dates among employees, and reported that of the employees who chose to opt-in, “100 percent of people who joined said they liked it.” These meetings are all about building rapport and giving staff a break from the daily mundane work tasks. Employees can treat the time as a brainstorming session since bouncing ideas off someone with a new perspective is often helpful.

Staff from different departments can also get together for parts of assignments where their work connects. They can work with each other to clear confusion and gain more knowledge — each employee will have something unique to bring forward.

Employee Onboarding

Letting Employees Grow Off Each Other

Their blind date is a time when all regular work should get thrown out the window. Let them sit down for coffee and find ways to help each other grow. Your employees will not only engage with each other, they also get an emotional break from their normal work life.

This personalized communication truly matters. The one thing that makes an employee feel worthless, or on the brink of getting fired, is a lack of personalization. You should want your entire team to be comfortable with each other, regardless of which position they hold or what department they serve.

Plan Smart to Strengthen Employees

The key is to plan these blind dates strategically. Don’t just pick names out of a hat. If Bob from the IT department can help Janet from accounting overcome software confusion, why not let them interact?

They might already communicate through certain protocols or systems. But by building rapport, less negativity and fear surrounds their communications. In the end, Janet will walk away more confident that she can reach out to Bob for little issues. Meanwhile, Bob will have a better feel for Janet’s weak points and will no longer feel like he’s offending her when he offers unsolicited help.

See for Yourself

The idea might sound a little “out there,” and it is, but the results may astonish you when its done right. Focus on cross-department dates; create interactions that wouldn’t happen otherwise. Set aside an hour each month for “corporate dating,” and have department managers coordinate the two employees, based on what benefits their current workload the most.

RELATED: 11 Positive Employee Relations Strategies You Probably Haven’t Tried

Digital Marketing + Human Resources – What Top Companies Are Doing Now

Human Resources and Digital Marketing2017 will be blanketed by a myriad of digital marketing strategies for HR firms. From recruitment and onboarding to employee engagement – human resources personnel must be ready to embrace new trends, staying ahead of the curve and meeting the needs of discerning employees across the board.

Wait, back up the bus… did that just say – MARKETING? For human resources?

The job market is becoming increasingly competitive, with unemployment numbers continuing to fall. That means employers have to set themselves apart from other companies. It means communicating your company’s values, beliefs and the ways in which you’re working to be an employer of choice. In short, marketing.

So yes, today, marketing means digital marketing – and digital marketing is powerful stuff for human resources. Sending letters to employees homes is so 2015… now, you need to be online, transparent, and ready to embrace the demands of an entirely new kind of job-seeker.

Keeping Websites Up to Date

Employee-centric websites can serve as information hubs for recruiters and talent. In fact, your company’s website is usually the first platforms for job seekers scanning available opportunities and listings. With this in mind, your website must be up-to-date and reflect all the current and burgeoning employment trends. From industry developments to top hiring prospects, your sites should also include a wealth of resources for clients and talent. We’re talking about employment listings, growth reports and informative articles that correlate with several industries and niches. It is also vital to implement social media links and SEO strategies to secure brand visibility and awareness. In fact, meta tagging and keywords still play a pivotal role in connecting users to the services and information they need.

Beyond recruitment, HR will need to embrace digital marketing in the onboarding process. Begin with emails to your teams that keep everyone informed of any start dates for new hires. This makes sure your new employee has all the software, hardware, training, and resources they need to hit the ground running. Consider automated fulfillment of a gift of premium items, so that new employee will feel welcome and part of the team immediately. Add to that some relationship-building marketing emails for your new employee, helping them get acclimated without overwhelming them on their first day.

And look for places to implement a digital marketing strategy in every corner of your online presence by creating an interactive onboarding program that will allow new hires access to the information they need as they get started in their new position.

Newsletters and E-Mail Lists

Of course, regular email newsletters will continue to play integral roles in all HR marketing campaigns. However, these materials can also serve as mobile blogs for all your new and existing subscribers. This means the content should effectively attract and engage job seekers and clients – while addressing all their questions and concerns.

This is where knowledge of online content creation becomes important – what kind of voice do you want for your company in this arena? What topics are vital to cover, and how will you convey who your company truly is? This kind of digital marketing is what draws people to companies today – and repels them just as quickly. It’s important to truly reflect who you are and the kind of team you’re continually building to help your company reach its goals.

Your email content should always be easy to scan and digest as well. Creating memorable content helps generate a lasting buzz about your company

Social Media is Still Essential

As always, mastering the right social media platforms will be imperative in reaching the right people and drawing them to your company. Recent statistics show that 79 percent of job seekers use social media for daily searches. This includes Facebook and Twitter, along with other platforms and networks. With this in mind, your HR department should continue cultivate relationships on social media platforms relevant to the kind of people you hope to attract. This will help you reach your prospective team members on a large scale – while effectively marketing the things that differentiate you from your competitors to specific individuals.

Believe it or not, depending on who your company is, Instagram and Pinterest can both be especially helpful in establishing a visible presence for your company. Savvy HR professionals utilize these platforms for posting industry growth charts, pictures, videos, and anything that connects their company to what their kind of job seekers are looking for.

 

So, digital marketing strategies for HR doesn’t sound so far-fetched in 2017. Embracing these concepts can help you build a stronger company with an unbeatable team of engaged employees.