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!

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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.

Onboarding Employees

Onboarding Hurdles

Recruiting and onboarding new employees can be a tiresome if not long-winded exercise. Often recruiters spend large amounts of time interviewing and assessing if that candidate is right for the role and company.  However, many organisations fail to take the candidate one step further and consequently, must repeat the recruitment saga once again. But what is onboarding? And how do you avoid reoccurring recruitment processes and ensure your early onboarding process is successful?

Onboarding 101

A well-organised onboarding process outlines exactly what a recruit needs to prepare, start and immerse themselves into a new role. This includes any physical assets they need such as equipment, stationary and business cards. Secondly, company documents such as strategies, policies and procedures and the employee handbook. And, most importantly, it includes peer support introductions and line manager identification. 

According to the Center of Generational Kinetics one-third of your new hires will decide if they want to stay at your company long-term within one week of starting the job.  Therefore, pre and post engagement is crucial to retaining staff interest from the moment they have decided to join!

From onboarding apps used by big brands such as Pepsico to engagement platforms including the UK’s renowned myroyalmail.com, keeping staff’s interest in their role is paramount in sustaining employer brand attractiveness.

Onboarding checklist

To ensure that your onboarding process is effective, check out our 8-tip guide for engaging and retaining staff, easily and effectively:

  1. The aesthetics: Order & prepare new equipment a week before the candidate starts; providing them with exactly what they need from the moment they walk in the door.
  2. Policies & procedures 101: prepare a welcome pack with a full 101 of the company background, current policies and procedures, and a checklist of forms which need completing before the end of their first week.
  3. The guided tour: Assign a Mentor to the candidate with a full company induction and tour of the building (facilities are always a must!).
  4. Company understanding: Make time to go over what the company’s USP’s are, target audience and main objectives.  It may not be relevant to the role but it is pertinent to their overall understanding.
  5. Shout out to the team: A new candidate warrants a shout out to the team they are working with and to the entire company. Also, the staff newsletter is a great channel for internal declarations.
  6. Staff training & protocol understanding: Ensure the recruit understands the functionality of the tools or systems they will be using, giving clear and concise training and supporting materials.
  7. Schedule periodic 1:1’s with line managers: Provide ongoing support from day one.  1:1’s are vital in ensuring the new candidate is settled and comfortable with the new role, encouraging engagement every step of the way.
  8. Inspire & motivate: High staff retention is down to the engagement of your team.  Inspire, motivate and incentivise all members of staff; giving them reason to go above and beyond their role.
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 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 onboarding and retaining staff, call or email us today and let us show you how engagement can boost your organisation.

Guest Blog: Positive Onboarding Experience

A Thousand Onboarding Firsts

When was the last time you started a new job at a new company and had a positive onboarding experience? What were you thinking in the days leading up to the new job and what was your first day like? In case your ‘Dear Diary’ entries are bit vague from that time, here’s a quick refresher on some of the things that probably went through your head…

When you accepted the offer to join, you were saying yes to one of the most wonderful experiences humans have; to become a part of a group. More than just being invited to join this organisation, you were excited about the new position; the new responsibilities, the new culture and, especially, the first day. A new chapter in your life, new adventures, new challenges, people and a new place for you to prove yourself to the world. This organisation invited you to join them and it felt great.

You were also a bit nervous that you were the newbie. The outsider. You were nervous about asking questions so you didn’t appear petty, irrelevant or downright stupid. You were concerned about what you were going to wear. And you might have made a dry run to practice your commute or written down questions for your first meeting with your new boss. You might even have tried to memorise some of the names of your new teammates.  Or you might have been concerned about learning all the relevant skills needed to do your job. In summary, you were embarking on the early stages of your onboarding journey.

Four Keys to Successful Onboarding (EAST)

Regardless of the role, experience and age, everyone experiences similar challenges to some degree. The message to employers: The first day of onboarding a new hire is your opportunity to get everything right. There are four keys to make the first day one that is memorable for all the right reasons.

Make Onboarding Easy

The first day starts with getting to work. Sure, Google Maps can give directions. But as the new boss, you can lower stress for the new employee by offering insider tips. “Once you get off the train, head out of the station onto 4th Street and walk toward downtown. Enter the door under the sign that says The 421 Building and tell reception to ring me. It’s about a 7-minute walk from the train. And if you pass the bakery, you’ve gone too far!”

And make sure cultural quirks are shared to warn them. “Because of the big game, everyone will be wearing team jerseys on Monday.” Be sensitive to the fact that whatever you take for granted because you’ve been there for some time is completely unknown to your new hire. Make their welcome and first day of their onboarding experience an easy one.

Make Onboarding Attractive

Just because the new hire has decided to take the job, don’t stop selling them on how much you want them. Continue to make the onboarding experience attractive to them. Start by warming them up with a phone call the week before they start. Let them know you’re excited to have them on your team and offer up time for the new hire to ask questions.

Because we are attracted to things that are relevant to us, make sure the things that get personalised in your office are properly personalised for your newbie. Print their name on the folder of welcome documents when they walk in the door. Name tags, security credentials and any legal documents should have their name correctly filled in. Legal name on legal documents and nickname, if they prefer, on name tags and name plates. Everyone likes it when other people get their name right – don’t miss this small step to make the new job attractive to them.

As silly as it may seem, start with praise and recognition on the first day. “I know the paperwork can be a pain, but I appreciate the effort and focus you’re putting on it. You’re doing great. ”There’s no reason to be disingenuous, but don’t pass up opportunities to remind them of how you’re aware of the effort they’re putting into their first day. That will go a long way in establishing vivid memories that contribute to greater retention and enhanced referrals, when you need them.

Make Onboarding Social

Work is possibly the most significant community that we belong to because of the time we put into it over the span of our working career. That community has an impact on the new hire’s life and the newbie wants that community to accept them in return. We all want to be accepted.

Let the newbie know that he or she is accepted, welcome and that you are full of hope for their success. Thomas Jefferson’s mother supposedly said to her young son when his school expelled him for poor performance that she was proud of him; and that the teacher believed he was such an exceptional student that he needed a different class to challenge him!

Foster a support network that the newbie can rely on.  As you introduce coworkers, connect a reason for the new hire to know them. “This is Sasha, he’s great with office paperwork. And this is Gina, she’s terrific with technology issues.” The newbie is unlikely to remember all the specifics but knowing there is a supportive social network is key to getting off to a good start.

Part of the social onboarding process should include one-to-one meetings with relevant team members and associates from the organisation. Get the newbie to commit to setting up meetings with a list you provide and as they achieve those mini-milestones, be sure to recognise the effort and achievement. Small as it may be, we want the social side of our lives to work without trouble.

Make Onboarding Timely

There are certain times when we are more ready to change than others. We are more apt to reignite our gym membership when we start looking at swimsuits in the Spring. We are more apt to buy life insurance after the birth of a child. Timing matters and authors Daniel Pink in When and best-selling researcher Robert Cialdini, PhD in Pre-Suasion both emphasise the timing and sequence of events and how they impact behaviour change.

Asking your newbie on their first day for a commitment to meet with each member of the team will gain compliance. And it can be more nuanced than that. Don’t ask the newbie to commit to work objectives until they’ve got an understanding of the job. The first commitments they should make is to be learning the necessary job skills and demonstrating them in a timely fashion.

Also, how time is spent is equally important. Having big gaps in the calendar before the newbie knows how to do the job will lead to listlessness. Make sure you pack their days with relevant learning opportunities until they have a feel for the work. Then, you can more easily fill downtime with tasks from the backlog.

Easy, Attractive, Social, Timely

Onboarding, onboarding experience, easy, attractive, social, timely, Robert Cialdini, Pre-Suasion

Since our brains are not digital cameras recording every single moment humans pay attention to, and remember, the vivid extremes in life. That means that a single, small experience at the wrong time can over-influence our memories.

A study was conducted with the ostensive purpose of asking classical music critics to rate the performance of a conductor (when listening on a vinyl record). All the people in the study listened to the same recording. Some listened to perfectly clean recordings. Some listened to records that had a scratchy sound in the middle and some had a scratch at the end of the recording. At the conclusion of the listening session, the critics rated the conductor’s ability with the particular piece of music. Critics who heard the scratch at the end of the performance rated the conductor’s performance lower than the critics who heard no scratch in the recording.

Key Onboarding Tips In Summary

Be careful how you create all of the ‘firsts’ for your new hire.  Each first impression contributes to their opinion of the company and that links to their happiness on the job. It affects their emotional engagement with the company and their satisfaction with their manager.

Make their introduction to the company Easy; make their first day Attractive; leverage the Social side of their new workplace and make your communication with them Timely.

Plan ahead and help your newbies feel wanted; just like you wanted to feel when you first joined.

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 successfully onboarding your new hires with, 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

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 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.

Guest blog: Culture and values – what’s it worth?

The true cost of culture and values

The vast majority of people turn up for work wanting to do a great job. But, unfortunately, many organisations manage to rapidly prevent them achieving that goal. Not intentionally of course; but unless you have a well planned on-boarding process accompanied by a welcoming culture, you are likely to fall at the first hurdle as the glow of the new job becomes tarnished by the reality of bureaucracy, process, and daily tedium. This is when a good culture supported by meaningful values can make all the difference.

It will have cost your organisation around £30,000 to find and replace that employee and in turn he or she has spent a great deal in time, energy, and probably anxiety, changing jobs or starting their first one. High expectations on both sides. So it’s not hard to see that if that family style supportive culture promised at the interviews along with the welcome talks from those important people under-deliver, there will fast be disappointment. And that can cost you dearly.

Time for a few Stats

According to the Deloitte 2017 Global Human Capital Trends Survey:

  • Organisational culture, engagement, and employee brand proposition remain top priorities in 2017; employee experience ranks as a major trend again this year.
  • Nearly 80 percent of executives rated employee experience very important (42 percent) or important (38 percent), but only 22 percent reported that their compa­nies were excellent at building a differentiated employee experience.
  • Fifty-nine percent of survey respondents reported they were not ready or only somewhat ready to address the employee experience challenge.

simply irresistible organisation model, deloitte university press

 

It’s not all that surprising that the majority of employers are poor at creating a great employee experience. Only the most enlightened business leaders can see the ROI on great culture supported by genuine values.  Most are wrapped up in issues where the payback is more tangible, easier to see and measure.

It’s time to wake up and smell the coffee

Trends show that this issue is not going away but rather becoming more important. For example, new graduates entering the workplace are no longer obsessed with just the salary and benefits package. They want to work somewhere they can share in values they believe in and a culture that supports them. And of course, if your employer’s culture is not something special, irreplaceable and distinctive, there is much less to stop you going to work somewhere else.

Worst of all is having a set of values on the website and on the walls in your meeting rooms which are largely unknown by the employees (can you recite your Company Values?), and not put into practice by management. Better to have none than to openly demonstrate ignorance or hypocrisy.

And it’s easier than ever today to find out what it’s really like working somewhere. Tools such as Glassdoor and Facebook make it very easy to see reality as opposed to what they want you to see on the website!

Every organisation should strive to be unique, even if the products and services are scarcely differentiated from competitors. In fact in this case it’s even more important. Don’t forget that your culture will shine through to customers, prospective customers, prospective employees, suppliers and everyone you deal with. It’s what makes you different. Culture often emanates from the original founder, even if they are no longer around. It’s that hard-to-describe essence that makes your place the place it is. By creating a timeless set of Values, you can capture that essence and use it make your organisation special, different and great.

Expensive if you get it wrong, valuable if you get it right

Even if you find it hard to see the tangible benefits, the costs associated with getting it wrong (poor culture, no values or redundant values) are likely to be immense:

  • Higher staff turnover @ £30,000 per head
  • Less motivated employees, less likely to go the extra mile
  • Unsustainable customer satisfaction – if your employees are not engaged, your customers will feel this in their interactions and will be less loyal to you. Your business could die.

Try putting a price on each of these for your organisation.

Every organisation has a culture whether you like it or not. Might as well use it positively, supported by a tangible set of values, to help engage employees and customers in a sustainable way.

At amp Performance Limited, we help both public and private organisations by developing performance improvement solutions through Motivation and Incentives. We help answer people and business questions. We do this by providing services across Communication, Education, Measurement and Reward. Visit us at www.ampperformance.co.uk

Have your say and tweet us @ClearVoiceComms

Many thanks to Adam Sidbury, Director, at ampPerformance for his time and insight into the true cost of organisational culture and values. At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire, motivate and transform your workforce to increase your company’s productivity and profits. For more information on developing a well-planned on-boarding process and welcoming culture, 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.

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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.

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.

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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.

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 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.