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Employee Communications Council Blog

Insightful blog posts written by corporate communications professionals on ways to improve employee engagement, organizational change management and internal communication strategies


Internal video communication has spread throughout many industries and organizations of all kinds like a virus. A good virus. Video communication comes in many forms, but it is almost always more effective than traditional internal communication, employee communication, and employee engagement strategies

One of the more rewarding aspects of internal employee communication is when communicators are called upon to rally the troops for volunteer activities in the name of corporate social responsibility. Cleaning out local parks, stocking supplies at a food pantry, serving meals at a homeless shelter, or any of the hundreds of other ways companies can pitch in to make a difference in their community.

The whole point of business is to grow, to increase market share and margins, to start generating profits and increasing pay for the employees while keeping them onboard with superior employee video communications. But growth isn't a straightforward proposition. The pace and management of growth is just as important. Grow too fast (Krispy Kreme comes to mind), and you may misconstrue the market situation. Grow too slowly (Dell Computers), and the opposition overtakes you.

A good video communication agency can produce digital content for your internal communications system that can sometimes more clearly get your message across to employees and managers effectively. Here are three ways a video communication agency can make your internal communications content can’t-miss.

“An engaged workforce is optimal from an organizational performance point of view.” - Peter J. Martel, senior talent development consultant at Harvard Business School (Harvard University)

Engaging your younger generations in the workplace is a whole different ball game from employee communication and employee engagement for others. It requires more mutual understanding and flexibility, something other generations aren’t always willing to fight for.

If your company is not using digital communications in the workplace, you are being left in the dark ages.

If there’s one thing that kills productivity, morale, and a company’s bottom line, it’s having to replace great employees. That’s why we need employee retention techniques.

There’s an old saying in the military that every battle plan, no matter how clever, gets torn up as soon as the fighting starts. The same sometimes goes for the best-laid plans in change management.

Business leaders have come to accept that workforce analytics and planning are important to internal communications and the future success of their companies. At the same time however, those who believe their companies are good at it are a small minority. Most C-suite executives acknowledge an execution gap between what workforce analytics can do for them and what they currently get from analytics and planning.

A team leader in any organization must not only get the message of management across to all team members, he or she has to foster better employee engagement, communication, and collaboration. In complex working environments with remote workers and cross-functional team members, team leaders can get better results from employee collaboration by following these basic principles.

How do you incorporate social media into your business model? Some veteran companies may not be sure how to answer that question, if they can answer at all; this is where millennials come into play.

The top job markets in the United States in terms of salary, employee compensation, employee retention, and onboarding efforts are the ones the demand the highest training. There’s a reason why these positions are highly sought-after and difficult to get into. If you make your company a privilege to work for, you’ll have huge competition for each position available.

An example of how a company completed its corporate culture change management mission effectively and efficiently.

If your employee engagement indicators have taken a dip recently, perhaps you’re not asking the right survey questions. Company executives too often get positive responses on their employee engagement surveys but find other indicators of employee engagement, like overall morale and productivity, sagging. You need employee engagement survey questions that get to the heart of the issues and provide useful metrics to guide your employee engagement strategy.

They sound like a good idea, but everyone who works in an open office hates open offices.

It doesn’t take a genius or a Harvard psychology study to know that high employee compensation makes for happier employees. It’s like studying the effect of mutually beneficial relationships on our overall happiness. Small businesses are often faced with a choice to provide their employees with top compensation packages from the start, or relying on more employees working for lower wages. Given enough time, companies with higher compensation packages are more successful.

While your main goal is to make a profit in business, you should never forget the workers who made those profits happen. Keep them engaged and motivated and you will not only improve retention but will make your company an even bigger success because the people behind the scenes feel like a valued part of the team.

As a ‘seasoned’ corporate communicator (i.e., one who got his start before Dave Grohl was in that band before the Foo Fighters), I’ve long felt one of the toughest employee communication issues I faced were when internal clients were overly-eager to share information.

American author Robert Lee Fulghum is best known for a book he created entitled All I Really Need to Know I Learned in Kindergarten. The book’s title is from the first essay and poem in the volume, which was published in 1986. The author lists the lessons normally learned in American kindergarten classrooms, and he reflects upon how the world would be improved if adults adhered to the same basic rules as children. Those rules? They include listening, sharing and living a life that balances work and play. We’re now seeing those principles in employee communications systems and HR training

Human Resources managers have to manage compliance at all levels of an organization, including adherence to fair labor and employment practices. One way Human Resources departments get into trouble with compliance is when they are faced with age discrimination claims

Millennials are taking over workplaces all over the world. Here's how you can create better employee engagement in an office full of Millennials, according to a Millennial.

Compliance is a huge component of success in many industries that have tight regulations to follow. Any business that has to follow a set of strict, unbending laws, such as the financial institutions, must create a scaffold of internal reporting and internal communications systems that ensure compliance on all levels

When it comes to business communications and change management, it's axiomatic that you need buy-in from the C-suite executives of your company. Regardless of what you need to achieve, it's simply easier if you have them in your corner.

Retention costs the company much less in terms of productivity and the process of finding and hiring new talent. The higher the employee turnover, the faster any organization can fall into oblivion. What causes high turnover and how can you limit it?

Retention is a large part of internal communications for any organization because it’s expensive to interview and onboard newcomers to replace a truly valuable employee. Here’s how to keep your talent in-house.

Internal communications involves many complex processes, from getting the brand statement and mission to trickle down to all employees from management to internal branding and methods of communication between employees. When managers invest time in opening dialogues with their employees, they save time in the long run. Here is the power of the open conversation.

The trend taking over employee communications and performance management in many industries right now is to abandon the performance rating and annual review in favor of a less formal approach with more frequent conversations. As an employee, I have always thought of the annual review as an exercise in demoralization.

Employee Engagement is all about engaging with everyone at an organization, no matter their age, background, or personal beliefs. As Generation Y grows into more responsibility at work, employers have to adapt to the changing workforce. Luckily, Millennials are coming into positions better prepared than ever to succeed.

Learn how to improve your Internal Communications when dealing with employee complaints to keep your employee retention rates high.

Employee Communications start with intelligent employee talent acquisition. In today’s mobile-driven world, recruiting on social media is increasingly important.

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