How to achieve an effective EVP

Producing and delivering an effective Employee Value Proposition

An Employee Value Proposition (EVP) is the agreement between the employer outlining the benefits and key features for working in the organisation and the performance and contributions expected of the employee.

EVP, Employee value proposition, Towers Watson, 10 key practices, employee survey data, total rewards strategy

An effective EVP enables organisations to stand out from its competitors, attract and retain talent and strengthen employer brand.  By integrating an

EVP that aligns the employer brand strategy with the internal and external communications plan, companies are fast recognising the cascading effect it can have.  From leadership communication to regular training and development; an open culture to attractive benefits; successful EVP’s are fast becoming key fundamentals to a company’s success.

According to Towers Watson’s latest Change and Communication Global ROI Research study:

Organisations who use their employee value proposition most effectively are five times more likely to report highly engaged employees. They are twice as likely to report achieving financial performance significantly above their peers. Organisations recorded higher performance when compared to companies that use their EVP less effectively.

“The employee value proposition is one of the best tools available for companies to engage employees, as well as attract and retain top talent,” says Richard Veal, head of Towers Watson’s Reward, Talent and Communication consulting UK practice. “Unfortunately, to many organisations, the EVP remains a hidden gem that is unshaped, overlooked or not utilised to its fullest extent. Our latest research provides important insights into what makes the best companies – those with highly effective EVPs – different.”

Making your EVP stand out from the crowd

But how can you achieve an effective employee value proposition and what are the key steps to overall success?  Here are our 4 steps for creating and implementing a company-changing EVP:

1. Collaboration

Gather a team which will enrich the EVP process and encapsulate the essence of the company as well as meeting the overall objectives.  A cross-functional team which includes marketing, communication, HR, team leaders and line managers can provide a more successful outcome.  By collaborating with different departments across a wide age range, this can shape an EVP which is more purpose-driven, achievable and sustainable.

2. Objectives

Once you have organised a unified team, ascertain the key objectives of the EVP. Define who you are as a company (vision and ethos), the services you deliver and the staff you employ. Consider what you need to succeed internally and externally and the competitive market you operate in. This will help define your overall employer brand, your brand positioning and what you need to evolve and expand in your industry.

3. Internal implementation

Your employees are your biggest ambassadors. Therefore, it is imperative that you incorporate your EVP into company inductions, reward and recognition schemes, communications and business strategies. This shows your employees that the ethos of the EVP is readily integrated throughout the company and not a pipedream.

4. Communication

Once you have created your EVP use creative channels to communicate it to the people you are trying to attract. Adapt company websites, external advertising and interview processes; this will give prospective talents an opportunity to determine if they would make a good fit for your business. Consistently communicating through branding, PR, social and marketing can help audiences develop a positive perception about the company. As a result it will add value, attract and retain talents and position your company as ‘an employer of choice’.

With an effective EVP you will have candidates fighting to work for you and employees fighting to stay with you!

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with creating and delivering a strategically focused EVP, call or email us today and let us show you how engagement can boost your organisation.

Developing a Strategic Narrative

Leadership communication: how to develop a strategic narrative

What is a strategic narrative?

A strategic narrative is central to employee engagement.  It provides a compelling business story that explains the company background, future goals and outlines how employees can contribute to this.

Giving employees insight into the overarching aims and goals, a strategic narrative can strengthen engagement and emotional connection with the company; providing opportunity to contribute and integrate from an early stage.

Why do you need a strategic narrative?

A strategic narrative can help engage staff with long-term goals of the company.  Aligning key messages, communicating change or outlining action plans; the narrative is a unifying document from which everyone can understand what the company is trying to achieve.

But how can you ensure your narrative is effective?

An effective strategic narrative is one with a clear and compelling storyline!  Just like a bestselling book, it needs a context for the story and compelling plot, provide incentive to read and be left wanting to read more:

  • The setup: This is the reason behind the narrative; putting the story in context before it begins and explaining its purpose in simple terms. It includes key historical moments of the company, milestones met, challenges overcome and successes achieved.
  • The story: This sets out a compelling vision for the company’s future; it provides the overarching focal point and long-term goals. It encapsulates the dramatic tension audiences love to read; giving valuable insight into the company and showing how this can be improved.
  • The resolution: This offers clear direction and an action plan to achieve the goals. It is the climax of the ‘story’ where it becomes clear how employees can contribute, prioritise and help meet the company goals.

And not forgetting….

For a strategic narrative to be truly successful always keep the audience in mind when creating the narrative.  It should offer employees a platform to emotionally engage in a shared vision, align opinions and teams and be motivated to shift mindsets and transform behaviours; striving for and superseding milestones that will continuously improve the company’s performance.

Key points to include in your strategic narrative

  • Always write with your audience in mind
  • Involve key contributors from the onset
  • Outline the fundamental structure of the narrative including its purpose, direction, goals and proposed action plan
  • Consider the language, style and tone of voice of the strategic narrative
  • Provide leaders with the opportunity to personalise segments of the narrative
  • Integrate the narrative into everyday actions to keep it alive
  • Continuously measure the narrative and its impact on the intended audience

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with developing a strategic narrative, call or email us today and let us show you how engagement can boost your organisation.

Defining organisational integrity

Organisational Integrity: we hear it, we see it but do we follow it?

Organisational integrity is and should be the foundation of any working environment.  Building trust and incentivising staff to go ‘above and beyond’ is encouraged through honesty and transparency filtered through great leaders.

As a collective interpretation of individual integrity; organisational integrity guides core values, aspirations and patterns of thought and conduct among staff.  It creates an environment that encourages trust, promotes accountability and consequently, better engagement.

By integrating more robust standards, successful organisational integrity creates an environment everyone wants to be a part of and fully supports, comprehends and understands any structural, transformational changes.

The core values

But what are the core values to base a successful organisational integrity strategy on? And how can you avoid disruption to the integration and implementation of the strategy including performance management, role conflicts and ethical climates?

organisational integrity, core values, values, company culture, culture, employee engagement, accountability, responsibility

Fundamentally, the key value is trust!  Creating an organisational integrity strategy must encourage trust from the team; promote honest and transparent communication and create peer and senior led decisions based on the motto ‘do what you say you will do, truthfully and consistently with your team’.  Taking into consideration these core values will help achieve a more sustainable and operable strategy. We have put together our top core values tips to help create a culture of trust and organisational integrity based on three simple points.

Top three core values tips:

Smarter decisions: Decision-making can be an easy task.  But if you are over-committing or under-valuing expectations, respect for leaders and managers soon becomes waned and tiresome.  As a result, staff motivation starts to drop.  Making more meaningful and attainable decisions can contribute to a better engaged and trusted workforce.

Honest accountability: Composing and delivering decisions can naturally become hierarchical if not communicated effectively or coherently with the team.  Integrating decision making that responds to crisis situations or provides honest account of current problems can have a cascading effect on the mentality of the team.  Avoiding happy illusions will encourage staff to respond in the same transparent manner; it enables them to see the reality of their situation and taking responsibility for delivering results.

Open environment: Creating a more open and receptive culture within any organisation allows staff to feel supported; it encourages them to speak up as and when a situation may arise.  This leads to greater accountability and responsibility to improve, excel and promote a more effective and motivated working environment.

As employee engagement experts, Engage for Success state: ‘Trust is fundamental to high performance in a team, and high engagement in an organisation. Organisational integrity builds trust’.

Have your say

Tweet us @ClearVoiceComms

 At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information or help with developing an organisational integrity strategy, call or email us today and let us show you how engagement can boost your organisation.

The importance of an employee voice

Invaluable employee voice

The term employee voice defines an opportunity given to staff, inviting, listening and involving them in company decision-making.  It offers staff a platform to contribute openly and transparently on what they see is important within the company.

Employee Engagement experts, Engage for Success, say ‘employee voice exists where the organisation has put mechanisms in place to enable it to have an ongoing conversation with its staff, in different ways, to ensure every voice is heard’.

Whereas CIPD research found that a quarter of practitioners said that the principle ‘people should be able to influence the decisions that affect them’ is one that they never apply in their decision-making, or they merely see it as a ‘nice to have’.

But how important is the employee voice and why should organisations be empowering staff instead of silencing them?

Key advantages of an employee voice

Giving employees a voice can create a catalogue of advantages, from increased productivity to a more engaged working environment.  Explore the top five reasons for why giving employees a chance to speak up can benefit your company:

Awareness:  Employees give you all-encompassing perspectives of the entire company with first-hand accounts of productivity and operational processes. They could unveil challenges and company weaknesses.

Investment: Giving employees a platform to share their views and opinions can increase employee engagement and productivity.

Problem-solving: It can open up solutions to business issues that may not have been considered and encourages effective decision-making.

Innovation: Engaged employees may have more innovative ideas that can help steer your company in a different direction.

Performance:  Better engaged employees who can see that their voice is being heard and integrated into decision-making will perform better in their role.  Motivated by the effects their opinion has on processes, it can save companies money in the long-term.

As the Involvement and Participation Agency (IPA) and Tomorrow’s Company’s report ‘Releasing Voice for Sustainable Business Success’ aptly states:

‘without active, confident and vocal employees, companies and organisations will not be able to achieve sustainable business success’.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information or help with giving your employees a voice, call or email us today and let us show you how engagement can boost your company.

Creating an Internal Communication Strategy

Internal Communication Strategy

Creating an Internal Communication Strategy offers the opportunity to build a stronger organisation with a unified workforce.  Contributing to better engagement and increased productivity, an Internal Communication Strategy can empower staff and highlight the value of their role in line with the company’s objectives.

But how do you create one?

To create an effective Internal Communication Strategy, best practice starts with the preparation and planning stages including:

Review and Report

Review the current structure and communication of the company, identifying how you communicate key messages, what employee perceptions of key strategies are, channels used and where communication currently sits.

Identify your audience

Understanding your audience and the environment they work in will help you engage and communicate more effectively.  Consider reviewing locality, role positioning and previous campaigns used to integrate strategic messages.

Internal Communication Strategy, Silke Brittain, ClearVoice, Bedford, strategy, internal communications, strategy, management, employees,Objectives

Define the objective of the Internal Communication Strategy; what are you trying to say, who are you targeting and how will you communicate with them?  Each objective should be SMART (simple, measurable, attainable, relevant and timely) and should close the gap between current perceptions and the desired outcome.

Implement & succeed

Plan & schedule

Create a Communication Strategy that encompasses the business strategy, details of your target audience, objectives, channels and processes which will be used to deliver key messages.  Most importantly establish a schedule that will highlight when and how you measure the objectives and outcomes.

Communicate

One of the most important steps in delivering a successful Internal Communication Strategy is getting everyone on board; particularly those who you need to directly involve in the implementation of the strategy before you share the details.

Measure

An Internal Communication Strategy will always require measurement, assessing what works, whether the objectives were met and what could be improved for next time.  Ensure that you carry out measurement regularly and coherently.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communication and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information or help with developing an Internal Communication Strategy, call or email us today and let us show you how engagement can boost your business.

Intranets – a powerful digital tool?

How intranets can improve employee engagement

Intranets work as a collaborative platform that contain information specific to a company and can only be accessed by its employees.

A well-thought out intranet site can be a powerful digital tool that can help boost productivity and engagement.  It can also serve as a central hub of company information and resources that can help employees do their jobs, quickly and easily.

The benefits of intranets?

Intranets have a catalogue of benefits.

From cutting administration costs to supporting employees within a centralised digital workplace, intranet sites provide a key role in building an inclusive and engaged culture within the company.

Intranets, case study, change management, ClearVoice, communication strategy, communication, company culture, customer journey, digital engagement, digital evolution, digital maturity, digital strategy, employee advocate, employee communication, employee engagement, employee experience, employee journey mapping, employee journey, employee retention, employee value proposition, employee voice, employer brand, Engage for Success, engaging managers, EVP, financial services, focus groups, four pillars, healthcare, HR communication, HR, human resources, innovation, Institute of Internal Communication, integrity, internal communication, IOIC, M&A, manufacturing, merger and acquisition, motivation, on-boarding, people, performance improvement, pharmaceutical, productivity, recognition, research, retail, reward, Silke Brittain, strategic narrative, strategy, talent acquisition, trust, values, well-being,Intranets can also facilitate as company information platforms.  They serve as efficient channels to submit and update necessary data such as contact or payroll details, training and resource materials, CRM facilities and relevant company updates.

The value to HR departments

Intranets can have a significant, positive impact on key HR objectives through their ability to support, develop and communicate the employer brand and contribute to the overall employee experience.

Royal Mail and Tesco are great examples of how employee focused platforms can strengthen the employer brand and provide a wholesome employee experience.  Dedicated to staff, the sites provide valuable insights, colleague focused offers, company news, uniform order forms and exclusive employee login points which lead to confidential hub areas.

Integrating HR processes, Royal Mail’s intranet site aptly named myroyalmail.com also provides online access to employment policies, health and safety processes, share offers and business standards.

Tesco’s intranet platform, ourtesco.com, gives colleagues a central hub of staff-focused information including magazines, internal product and service promotions, community and charitable events and administrative documents including pay slips and business conducts.

A resourceful tool

Intranets considerably reduce administration costs and resources by centralising information to one area instead of across a multitude of internal servers, cloud-based platforms or even relying on one allocated body.

It also has the capacity to improve roles, expand employee engagement, strengthen employer brands and migrate company policies and procedures.  As a result, creating tangible benefits for HR departments and overall strategies.

Giving employees a reliable, dependable and resourceful digital platform.

Have your say and tweet us @ClearVoiceComms

 At ClearVoice, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on developing an intranet platform, call or email us today and let us show you how engagement can boost your organisation.

Reward and Recognition Programs

The importance of a Reward & Recognition program

A Reward and Recognition program can have significant impact on overall employee engagement in an organisation. From boosting morale to lowering staff turnover, reward and recognition programs offer companies a motivational tool that can be beneficial to the employer as well as the employee.

The three top tips for building a Reward & Recognition program

An effective employee recognition scheme should be relevant, fair and transparent for all employees to be motivated. Clear criteria outlining the purpose, audience, channel and measures will help employers manage and deliver the program easily and sustainably.  The key areas to include in any program criteria include:

  • Purpose: Having clear objectives for the introduction of the program will help shape the overall process. Are you trying to boost performance, drive employee retention or reinforce expected behaviours? These questions will help create a program that is bespoke to your objectives and you can easily measure.
  • Power: The most effective Reward and Recognition programs are ones which are peer led. Involve staff in championing the program; ascertain how they will communicate, measure and select winning candidates; and consider the overall perception and subsequent motivation of the workforce in this process.
  • Process: The Reward and Recognition program must have clear criteria. It should outline how the employee’s behaviours or actions will be recognised, by whom and who is eligible to receive this award. This will ensure the program is relevant and help motivate staff to perform accordingly.

Benefits of a Reward and Recognition program

reward, recognition, employee, engagement, clearvoice, silke brittain, employee communication, internal communication, bedford

Reward and recognition programs are not just beneficial to an employer but also to the employee.  It provides a unified acknowledgement of performance and adoption of the company’s culture and ways of working.

A culture of recognition is one of the most important factors in creating a positive work environment. A simple ‘thank you’ from a manager goes a long way and confirms the meaningfulness of the work an employee has completed and been recognised for.

Have your say and tweet us @ClearVoiceComms

 

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information or help with developing a reward & recognition program, call or email us today and let us show you how a simple ‘thank you’ can boost your organisation.

Guest blog: Engage and stop chasing demographic unicorns

Engage with diverse workforces

Are you stressed about trying to engage your diverse workforce? Going crazy trying to engage millennials in your office?

You’re probably overwhelmed by articles and blog posts telling you how to communicate with your workforce by age, ethnicity and gender. Frankly, it’s unworkable.

The fact is people are complex and the psychological underpinnings that lead employees to engage with a firm morph with both time and situations. Engagement is daunting. That’s why you need a different model – a new way of thinking about engaging your diverse workforce.

Stop chasing demographic unicorns.

The 4 Drive Model

The 4 Drive Model (originally created by Lawrence & Nohria) is a comprehensive framework for understanding employee motivation at its root. The 4-Drive Model satisfies a wide variety of engagement issues with a single approach. This way, you can engage your 26-year-old white female as easily as the 45-year-old Asian male.

engage, 4-Drive Model, ClearVoice, engagement, audience, demographics, diversity, diverse audiences, employee

#1: Acquire & Achieve. The first set reflects our drives to acquire things, status, experiences, rewards, etc. and is a common foundation for all engagement plans. Intuitively, you can peg millennials with their drive to acquire and achieve, but hold your horses. They’re not the only ones. We live in a consumer-driven world. Your millennials and your 50-something coworkers received Apple watches for holiday gifts (maybe even from themselves).

Kurt Nelson, PhD, President of The Lantern Group, applies a version of the 4 Drive Model to engagement strategies. He noted recently that “The standard ‘pay them more and get more performance’ mantra doesn’t work anymore. A written letter of appreciation can generate more engagement than a big check.”

#2: Bond & Belong. We have a drive to create positive relationships and engage with others to fit in as social beings. In this way, we are satisfying our desire to bond and belong. This drive transcends age, gender and ethnicity and has more to do with what’s happening in the careers of your employees and changes in their environment. In every new setting, the subconscious mind demands satisfaction to bond and belong, to fit in and for the tribe to recognise achievements.

The modern workforce exists not so much as individual contributors but as dynamic participants in a web of teams. As Nelson noted, “Successful leaders look for opportunities for their people to interact and form social connections.”

#3: Create & Challenge. These drives are about our need to create, improve, master, learn and overcome challenges. People commonly overlook this when considering what engages employees. An assignment with tremendous challenges can contain more motivational power than an average assignment with a big bonus. As historian Jacob Bronowski said, ‘We delight in our own creativity,’ so give an employee something to create and watch them run.

That said, it’s more than just having a challenge in a job. It’s also about expanding the cognitive abilities that allow us to succeed. “To maximize performance,” said Nelson, “make sure that there are regular opportunities or even requirements to engage employees in learning.”

#4: Define & Defend. Defining our purpose and defending our status, ideas and relationships. How we identify ourselves has immense motivational power. While saving-face is one such reactive aspect, the proactive side is staking a claim and enabling employees to raise a flag on their own battlements. These drives serve those who have clear visions of their purpose and goals in the organization.

“Employees will fight long and hard for a company that they believe in and one that has their back,” says Nelson.  This is truly the ultimate gift an employee can give a company when their environment supports it “but the moment they sense deceit or feel belittled, those same employees can turn into your biggest liability.”

Applying The 4 Drive Model

Dr. Nelson recently leveraged the 4 Drive Model with a global pharmaceutical firm in revamping their sales incentive trips. Historically, the firm offered lavish trips for top performing employees to exotic destinations as recognition of their successes. However, the company wanted to dial down the public perception of the trips and at the same time maintain high levels of motivation among the sales reps. The result, after private interviews, team brainstorms and input from senior leaders, a menu of trips was created to allow teams to choose (bond & belong) among learning-centric trips (create & challenge) with senior leaders (acquire & achieve) that were relevant to their team’s success (define & defend).

One Isn’t Enough

Nelson noted that “an improvement in each of these drives impacts organizational performance independently” which is important for any firm. Satisfying all 4 drives simultaneously initiates “an exponential increase in performance”. By comparison, firms see a 3%-6% performance increase for satisfying any individual drive versus a 36% performance increase when all four drives are satisfied.

Chasing demographics is akin to chasing unicorns in a magical forest.  By focusing on the 4 Drives, it allows you to develop programs that address your entire audience looking at where they are at.

Tim Houlihan applies the behavioral sciences to workplace engagement and consumer behavior to corporations around the world.

Have your say and tweet us @ClearVoiceComms

Many thanks to Tim, Chief Behavioral Strategist, at BehaviorAlchemy for his time and insight into engaging audiences. At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on engaging with diverse workforces, call or email us today and let us show you how engagement can boost your organisation.

Free employee engagement resources

Giving you the best free employee engagement resources

Would you like to get your hands on the best, free employee engagement resources? Employee engagement strategies have proven to reduce staff turnover, improve productivity and boost profits.

free employee engagement resources, case study, change management, ClearVoice, communication strategy, communication, company culture, customer journey, digital engagement, digital evolution, digital maturity, digital strategy, employee advocate, employee communication, employee engagement, employee experience, employee journey mapping, employee journey, employee retention, employee value proposition, employee voice, employer brand, Engage for Success, engaging managers, EVP, financial services, focus groups, four pillars, healthcare, HR communication, HR, human resources, innovation, Institute of Internal Communication, integrity, internal communication, IOIC, M&A, manufacturing, merger and acquisition, motivation, on-boarding, people, performance improvement, pharmaceutical, productivity, recognition, research, retail, reward, Silke Brittain, strategic narrative, strategy, talent acquisition, trust, values, well-being,Therefore, understanding and developing your communication and engagement channels can be crucial in determining the success of your company.

At ClearVoice™, we understand the vitality of stronger employee engagement which is why we have pulled together a list of free employee engagement resources. Giving you an optimal list that may help deliver more efficient and sustainable communication channels for your workforce.

Below you will find a list of our favourite employee engagement resources; helping you show your staff that you care:

Reports, articles and case studies:

Employeeengagement.com offers an extensive list of complimentary resources that help to identify communication gaps; understand employee engagement and provide beneficial insight into stronger communication channels.

Davidzinger.com created a selection of free engagement resources as a celebratory 61st birthday present to his audiences!  They include strategic tips and advice, tools to engage staff and a great variety of ‘top 10s’ with engagement as the prime topic!

Humanresourcestoday.com is an article-based platform that offers news and insights into employee engagement.  This site provides a great selection of contextual topics and background research when exploring the benefits and trends of employee engagement.

eBook insights:

Officevibe.com is a great quick link for eBooks, free courses and mini guides on achieving and maintaining stronger and more effective employee engagement in the workplace.  The eBooks are insightful and easy to read and gives a starting platform to expand upon.

Gethppy.com is a collection of free eBooks, infographics, HR events and an amalgamation of engagement focused articles collected from different sources.  A great ‘go to’ for background readings, activities and employee engagement insights.

White papers:

Wethrive.net is an engagement software site but does offer a great selection of white papers on mental health resources, benefits of engagement and the effects on productivity.  A very resourceful site for engagement reading and insight.

Software & Intranet platforms:

Capterra.com provides an extensive list of employee engagement software platforms with starred reviews and a link to the source’s website.  It offers a central hub for software tools; giving a very detailed synopsis of each site.

 Change your company; motivate your staff and watch the transformation unfold!

Have your say and tweet us @ClearVoiceComms

 At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on engaging your audiences, call or email us today and let us show you how engagement can boost your organisation.

New Year: Digital trends for 2018

New Year, new challenges

The New Year is upon us and with the start of 2018, come new trends that will revolutionise how we engage with employees, reach out to customers and expand online visibility.

Through cloud technology, artificial intelligence and responsive channels, technology has already affected how companies utilise digital devices to communicate with internal and external audiences.

As we embrace the New Year, we look at what trends are set to further change your communications channels and how to prepare your workforce for the takeover.

Read about the top three digital trends:

Chatbots

Chatbots are virtual assistants animated by artificial intelligence intended to deliver real-time answers to customers. Global tech business, Oracle, found that 80% of brands expect to use them for customer interaction by 2020.  One such system which combines AI technology with data is IBM Watson.  A supercomputer with combined data storage of over 200 million pages of information processed against six million logic rules, the software can analyse the relevant information and make recommendations in real time.

In action: Fukoku Mutual Life Insurance in Japan replaced 30 employees with the AI system, believing it would increase productivity by 30% and see a return on its investment in less than two years.

Mass personalisation

ClearVoice, new year, employee engagement, employee experience, Silke Brittain, employee communications, internal communications, strategy, people, employee voice, integrity, communications strategy, innovation, strategic narrative, performance improvement, employee journey, customer journey, employee value proposition

Mass personalisation is the act of creating campaigns or websites targeted to specific audience’s history.  It enables recipients to focus on what’s relevant to them at the time it matters.  For organisations, it allows them to micro-target individuals or groups; giving them relevant information that affects their specific role as and when needed.

In action: Last year Virgin Group introduced the next generation in engagement software.  Virgin Pulse Hub, a dynamic engagement and communication portal connects employees with relevant HR and benefits tools, programs and information.  It enables administrators to segment messages across a variety of factors, including age, location and health risk factors; delivering them in ways that resonate with employee populations.

Remote workforces

Remote workforces are when employees work outside the ‘traditional’ office environment.  With over 96 million workers using mobile devices to do their jobs, companies are fast discovering the overall benefits of employing staff remotely.

In action: Buffer, a social media schedule platform company has more than 80 employees working in several different countries.  ‘Courtney Seiter, Buffer’s Inclusivity Catalyst, shares that instead of having a hybrid remote and on-site environment, Buffer “does everything 100% remote first to create that feeling of inclusivity and equality across the board.”’

How to prepare your office for 2018

As we begin the new year, preparation can ensure a stress-free agenda.  Develop a plan for 2018 by encompassing tactics which can help improve and strengthen key elements of the business.  Utilise the five key areas when developing your strategy for the coming year, helping provide practical solutions in a short space of time:

Employer brand review

A great employer brand is one that both customers and staff will want to be a part of.  Review how it is currently perceived and how it can be improved forecasting key milestones to improve your employer brand.  Think about the attractiveness of the company, the core message and culture you have built.

Challenge preparation

Consider factors which may affect your business, staff and your customers.  Think about the up and coming digital trends; would they improve efficiency, increase online visibility or reduce costs? Use this time to research key events which may affect audiences such as GDPR or Brexit, helping address potential risks to your business.

Identify new opportunities

Use the New Year to explore new marketing tactics, thinking about mass personalisation, social channels and networking events. Consider new products or services or even reinventing how you package them up. Encourage staff to feed ideas for economic growth and provide incentives for internal contributions.

Financial downtime

Carry out a financial review of current costs and identify if you’re getting value for money or if costs could be better used elsewhere.  Do you have a bonus scheme in place for employees?  Assess how best to deliver these and what the bonuses are measured on including performance, sales or time of servitude.

Review and prepare a comms plan

A comms audit can help identify which channels work; identify common weaknesses and measure the overall effectiveness.  Assess who you are communicating with, internally and externally, how you could improve the comms channel and the best medium to adapt to deliver key messages.

Have your say and tweet us @ClearVoiceComms

At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on strategy preparation and internal communication, call or email us today and let us show you how engagement can boost your organisation.