How can HR personalise internal communications for a more engaged workforce?

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How can HR personalise internal communications for a more engaged workforce ?

From the rise of Covid cases to the ongoing ‘Great Resignation,’ businesses are facing a number of significant issues as the new year begins. HR experts will play a critical role in developing two-way contact with current employees and infusing employee experience throughout all processes during this volatile moment.

However, there is no such thing as a one-size-fits-all strategy to success. HR teams must adapt internal communications to each employee in order to reach them with the relevant information at the right time. Importantly, this necessitates an understanding of workplace peculiarities, such as the distinctions between desk and non-desk workers.

Here are three critical strategies for HR teams wanting to enhance internal communications in order to increase employee retention, raise engagement, and foster a healthy workplace culture.

Internal narratives for communicating the “why”

The ‘Great Resignation,’ according to a new survey, isn’t going away anytime soon, with three out of four employees considering giving their notice in 2022. Successfully expressing the “why” to all employees, whether in the office, on the road, or on the production floor, is critical, especially when individuals are leaving the company.

The key to accomplishing this right is to maintain the organization’s identity as a collection of individuals working toward a shared goal. HR teams will be well-positioned to answer queries like “why should I remain here?” and “why should I work here, with these people, in this position, at this pay?” if they have a solid internal story in place.

HR professionals may play a key role in supporting CEOs to communicate these ideas effectively and empathically across the organisation. They may contribute to the creation of successful leadership communications strategies, which will assist the C-Suite become more visible, by working closely with communications teams.

Staff surveys should be conducted on a regular basis to determine how employees are feeling. Positive and negative feedback, as well as concrete next measures, should be communicated to the workforce in a timely way. These surveys’ data may also be utilised for future decision-making, allowing HR to quantify issues, pinpoint fundamental causes, and implement remedies.

At the same time, HR must remember that staff turnover is unavoidable. If the ‘why’ has been communicated, it’s probable that when someone quits, it was just their time to seek another opportunity.

Multi-channel techniques are becoming more popular.

While all of these are important communication tools, they must be adapted to internal audiences. This necessitates a grasp of the disparities between various labour sectors. And businesses can’t afford to ignore its non-desk employees.

Organizations struggle to retain workers who work away from a desk, despite the fact that they make up roughly 80% of the worldwide workforce. Last year, the ONS stated that employment openings in categories including retail and auto repair were at an all-time high.

It’s difficult to assess if you’re reaching your non-desk staff when it comes to communications. Some non-desk employees will not even have email accounts due to the nature of their profession. Fortunately, the shift towards digital working has enabled several new means of reaching employees.

HR professionals must use multi-channel tactics to guarantee that everyone hears their messages. This is especially important when it comes to reacting to changing government guidelines on the new Covid version.

Employee applications should be implemented so that organisations may send push alerts to employees with vital safety information. Important procedures, like as health and safety rules, may also be stored in one location using these solutions. Teams may use the app to report danger problems, resulting in a safer working environment for everyone.

Content such as corporate news updates and social channels may be customised to each employee on a more personal level, providing a sense of cohesion within teams and the larger firm. This is also where you may save your recognition. Managers may express gratitude to their employees for all of their efforts, making them feel valued and more likely to want to keep doing what they’re doing.

In unpredictable times, careful, timely, and targeted communication will put your team on the path to a happier, more informed workforce.

Find out how HealthBoxHR can help your business establish multi channel communication with such tools like MyChatBox and Performance & more. 

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