Employees join unions because they believe there is a lack of respectful communication between them and their employer. Sometimes there is a lack of community in the workplace, making it easy for an outside union to come in and represent employees. Unions are using social media to remain union-free and to build a community with their members and prospective targets; you need to as well.
This is where social media can be a powerful tool to help you remain union-free. The purpose of social media is to build communities and facilitate camaraderie. When done correctly, social media can enhance your employee communications, help you retain top talent, reduce costs, promote innovation and facilitate the sharing of institutional knowledge, all while improving internal communications and keeping your employees happy–two necessary elements for union avoidance.
Here are tips on using the two most powerful social media platforms, Facebook and Twitter.
A private Facebook group is a great way to use social media to improve employee communications. By making groups private, only individuals you invite to the group can see what you and your employees post. A private group is a great way to:
One concern is that some employees might be hesitant to share their Facebook profile with you because they do not want to blur the line between their personal and professional lives. You need to make it clear that the purpose of this program is not to gain access to the personal lives of employees, but to facilitate communication. Consider adopting a policy where information found on an employee’s Facebook wall will not be used in HR decisions.
Did you know that Twitter’s origins were actually rooted in internal corporate communication? Designed for fast, short updates, Twitter grew to be so much more than that. Now, Twitter is a public forum, and you cannot create a private area, but Twitter can still be an effective tool for employee communication, as it allows for private direct messaging between individuals. This function can allow you to quickly address internal issues privately. For this to work, you need to respond to all messages and issues, even if it is something you do not want to hear. If you only respond selectively, using Twitter in this way will be entirely ineffective and might actually hinder your mission to remain union-free.
Don’t fear using social media to create a sense of community among your employees and to remain union-free. Remember that some will participate, and some will not, and you must have other means of reaching those who don’t care for it. This can include video, websites, even dedicated eLearning programs, all of which can convey your union-free philosophy and the reasons for it.
Finally, remember the “social” part of social media – this is a two-way conversation between the company and it’s employees. In fact, it can turn into much more than that when employees start conversing with each other. Knowing that, you must maintain your social media presence with regular posts, respond in a timely way to comments and questions, and make sure those in charge of administration of these outlets are well versed in the policies and procedures you have in place. Make those policies known to all participants, and never let employees use abusive language or attack one another on any social platform.
Want to improve your social media presence for employee communications to remain union-free? The Union Proof team can help guide you on the best ways to get started! Want to see how we do it? Sign up for our Insider Network by clicking here. When you join, you can also take part in our private Facebook group and get cutting-edge tips on how to create your union proof workforce.
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.
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.
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.
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.
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.
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.
It’s a great time to be a Human Resources professional. Technological advancements are not only streamlining administrative tasks, but they’re helping HR departments provide employees with better service and allowing HR to connect with workers more effectively. Suitable technology for HR can be the difference between a good company and a great company. Here are just a few of the ways we’re seeing that happening right now:
Minimizing the time you spend on clerical, administrative tasks can free you up to concentrate on more interactive job duties that boost employee engagement, help management and staff communicate better, and enhance the work experience in various other personal ways. These advantages make employee self-service a critical option.
Basic online options have become commonplace for many employees. Online access has for years allowed team members to perform simple tasks, like revising withholding, changing an address or accessing payroll information. Today, the increased automation of more sophisticated businesses processes, including onboarding, performance appraisals, training and more offers you more time to focus on creating a culture of engagement.
“Data analytics” is a hot buzzword currently – and with good reason. When applied skillfully, data can reveal valuable information that helps businesses perform more effectively. As an HR pro, analytics present you with an opportunity to assess the job performance of your company’s workforce in a more objective manner than ever before. With these tools, your team can have access to extensive data. Technology for HR can help improve recruiting, retention, reduce absenteeism, and guide training efforts.
The use of technology to analyze this data to your best advantage is vital:
Social media use has become ubiquitous, and its use is still increasing. It’s imperative that HR departments make use of this tool for more than just recruitment tasks. Social media can help you take the pulse of your company and learn how employees view their workplace, management and company culture. Using social collaborative tools allows you to reach out to staff, encourage engagement, build stronger relationships and have impact on your company’s reputation.
Social collaboration tools, such as #slack and Flock are helping Human Resources teams connect with and stay connected to teams of employees, finding faster and simpler ways to answer questions successfully. Online project management tools like monday.com and Trello allow HR teams to create topic-focused discussions internally and provide access to related documents when change is ongoing.
Perhaps the most exciting way that technology for HR is helping create a better working environment is the way HR is using AR/VR for training. These digital reality options support immersive learning, which is a highly successful method of teaching. Tasks like product assembly and machine operation can be taught far more efficiently with the use of this technology, and trainers and managers can help more employees through AR/VR than they can in a traditional classroom or a one-one-one training environment.
Virtual Reality training also allows employees to practice skills and upgrade knowledge in industries where experience is key, such as healthcare. VR can provide consistent knowledge similar to what video provides but with more interactive, experiential learning.
With growing advancements in the tech industry, it’s an exciting time to be part of Human Resources, a field that’s open to using these tools to create better results and better employees. If your company isn’t quite ready to dive into custom-created virtual training, finding an experienced company to create dynamic video onboarding and training will start you on the path to greater opportunities. Consistent training can help your leaders grow and keep employees union-free, creating your company’s reputation as an employer of choice.
You might think it’s a bit strange for a company who produces professional-quality video for companies to give advice on “do it yourself” video for HR. But employees, especially millennial employees, crave engagement, and HR departments are increasingly expected to communicate regularly with their workforce on both routine and critical issues. Videos can be a great way to communicate with employees and deepen engagement, but, really, should you create your own content? This article will consider the pros and cons of HR departments shooting their own employee communication videos – and you might be surprised!
Do you have an iPhone? Good news, you’re an amateur filmmaker. Gone are the days when you needed to buy dedicated camera equipment. That phone in your pocket can take high-definition video and can usually autocorrect for poor lighting. There are a number of simple things you can do to make those handheld videos look better. Try spending 30 minutes to create consistent lighting conditions throughout your set (or if outside, try to minimize glare from the sun). You can also use multiple iPhones to get different angles. Newer models even shoot video in 4K, though this resolution will consume a great deal of memory. Even these basic techniques can give your videos greater credibility but once you use editing software, the quality of your content improves exponentially.
Many amateur filmmakers use Apple’s iMovie, an incredibly powerful software platform that can make short films look fantastic. The software even allows you to start editing on your iPhone before finishing on a Mac. Once you start using iMovie, it makes sense to upgrade your other equipment to get the most out of the software. A good microphone will help capture high-quality audio, and a proper lighting rig goes a long way to make sure your subjects and set are appropriately lit. You can find royalty-free music on sites such as Premium Beat and Pond unless you intend to create your own. iMovie includes a large suite of editing tools such as time lapses, color correction and special effects. While these tools make your videos look great, it can take many months to fully understand how to use the software to its full potential.
Technology has evolved to the point that with limited skill, you can create a great looking employee video. With a little editing and touch-ups, homemade videos can be distributed throughout your organization. However, mission-critical communications require a professional touch. During periods of heightened tension such as union organizing, layoffs or restructuring, you want to make sure your video surgically communicates the right message to the right audience. You only get one shot in corporate communications, and mistakes can be quickly broadcast on national news and social media. Everyone wants to go viral, but not for the wrong reasons. The good news is that there the team at Projections can provide first-class employee communication videos when the stakes really matter. Projections specializes in labor relations and provides award-winning, highly effective corporate communication tools for onboarding, union organizing campaigns, benefits rollouts, changes (such as facility closings or corporate restructuring), and especially for training and educating your workforce.
A great way to deepen employee engagement is first-class videos, websites and e-learning. Showing your team members that you value their ongoing education is vital for morale and employee retention – not to mention your reputation as an employer of choice. The equipment needed to create quality videos is increasingly affordable, and there are a number of software tools to make your videos look more professional. For routine communications, creating your own videos is probably fine. For critical communications with your broader workforce, such as union avoidance, look to a professional that specializes in corporate communications to ensure your videos are focused enough to convey the right message to the right audience when it really matters.
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.