- Strategic Planning
- Comprehensive Wellness
- Benefits Administration
- Employee Communications
- Voluntary Benefits
- Human Resources Support
Effective employee communication is a vital aspect of the employer-employee relationship. It shows employees that they are valued by the company; conversely, lack of communication can make them feel underappreciated, fostering discontentment and low morale. With all the possible channels for communication today, there are plenty of opportunities to supply employees with timely and accurate company news and information.
Mediums for Employee Communication
In today’s technology age, the communication options are seemingly endless. However, it’s important to balance technological channels with face-to-face contact, so that executives and managers stay visible and accessible to employees.
Examples of technological communication channels:
- Videos (online or broadcast on televisions around the building)
- Blogs (written by CEOs or other executives)
- Hotline telephone number for emergencies or important announcements
- Bulletin boards (online or physical)
Examples of face-to-face interactions:
- Town hall meetings
- Company or department-wide meetings
- CEOs or executives walking around chatting with employees
- One-on-one meetings between employees and their direct supervisor
When to Communicate with Employees
Communication is important on several levels, ranging from groundbreaking company information to day-to-day interaction.
- Significant news: This includes layoffs, mergers/acquisitions, management changes, new product announcements, bankruptcy, organizational crises and company re-organization. It is essential to inform employees of such news promptly, truthfully and transparently. Nothing hurts employee morale and loyalty more than hearing about something on the morning news rather than from their employer.
- Quarterly and yearly goals, initiatives and achievements: Give employees access to company sales data, upcoming and ongoing goals or initiatives, and details on the future direction of the company. They want to know that they are working for a healthy, financially solvent company, and they likely will be interested to hear what direction decision makers are taking the company.
- One-on-one meetings: All employees should have the opportunity to meet one-on-one with their immediate supervisor periodically to discuss expectations, current projects and concerns or questions on either end.
- Praise and recognition: Employees want their hard work to be recognized, so make sure your management team finds ways to praise large accomplishments of teams or individuals. Whether it’s a personal e-mail, an in-person handshake or an announcement on the company intranet, don’t let employee achievement go unnoticed.