by Amy Jenkins | December 12, 2019

Employees are changing, but is your communication strategy keeping up? 80% of the global workforce is now deskless or remote, and typically aren’t able to access traditional comms channels like email, town halls, and intranets. This means they might not receive communications from your senior leadership team about your company culture, mission, or values. They might not have access to benefits information or policies. 80% of your workforce might be missing out on the critical information they need to do their jobs.

 So how do you convince leadership that it’s time to change?

1. Learn what your employees both want and need: You need to understand who your employees are (segments) what communication / information they have access to today and what they want in the future.

2. Understand your balance of “need-to-know” information with “nice-to-know” content. Make sure you include cross-functional teams in this discussion to understand both formal and informal comms that are out there.

3. Create employee personas: Do you know what content and channels your different employee segments have access to? Spend time getting to know each employee group within your business to ensure no one is left behind in communication.

4. Conduct a channel assessment: You know about email fatigue, but what about channel fatigue? Do your employees know where to go to get information, and more importantly, do they have access to that channel. 

After you’ve gathered all this information you can identify the gaps in your current communications strategy and prioritize how to improve on that strategy.

And don’t forget about evaluating the effectiveness of your content. Content is king, and there is no piece of technology that will solve your communications problems if your content is not resonating with your employees.

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