As more digital tools enter the workplace, organizations should pay particular attention to the actual, not promised, productivity within their workforce. According to PwC’s Global Workforce Hopes and Fears Survey 2022, one of the biggest challenges they identified is the need to improve what is often called the “employee experience.”
In life, we overwhelmingly add. We like to do ‘more’ rather than ‘less’.
It doesn’t have to be that way.
The other option is to subtract (often overlooked).
There are rewards in less.
Getting to less doesn't mean we're doing less; rather, it's quite the opposite. We do much more thinking when we consider outcomes that involve subtraction because it forces us to think more than we did before when we defaulted to addition-solutions only.
One way to subtract is to stop doing certain things.
Studies have shown that the majority of all staff turnover happens within the first year. Highly engaged employees, however, resign less frequently than disengaged employees.
In your mind, when is an employee’s engagement level at the highest?
On the day an employee signs the offer letter their employee engagement is presumably at a peak.
Why would any organization want to let it drop by missing the opportunity to keep that momentum up?
Companies are quite adept at managing how they communicate their messages outside the company and towards their target customers. They have entire departments and teams of experts that strategize an external communications strategy and implement this through a well-thought-out communications plan.
But what about internal communications? This is the act of conceptualizing and implementing a communications strategy targeted towards your own employees. This often does not receive the same attention and focus that external communications receives.
But why is this the case?
Isn't the overall goal of Internal Communication to turn strategy into action?
Whenever I ask organizations how they communicate with and get their message across to their entire workforce - including their non-desk workforce that performs their work on-the-go - I often hear, “Oh, internal communication with our mobile workforce? We have it covered. Everyone is on WhatsApp.”
This makes me very concerned and uneasy.
Have you ever asked yourself the question, "What could be so wrong with using a consumer tool for internal corporate communications?"
Connecting people in the workplace and helping teams work together more efficiently is at the core of our mission. When Beekeeper first set out seven years ago, we were determined to digitalize traditional top-down communication channels.
We wanted to make information easily accessible to everyone, regardless of their location. In many cases, Beekeeper also enabled employees to give direct feedback to company management for the very first time.
Over time, it became clear that top-down communication channels like bulletin boards and newsletters are only the tip of the communication pyramid. For operational communication that’s truly transformative, information must also flow from the bottom-up, across departments, between functions, and diagonally into different teams.
How are you coping during this period?
What are you discovering about yourself and each other that you could not see before?
What have you lost during this time but are not missing?
These questions and others trigger new conversations and collaborations between many members of the group.
𝗢𝗰𝗰𝗮𝘀𝗶𝗼𝗻𝗮𝗹 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝘀𝘂𝗿𝘃𝗲𝘆𝘀 𝗮𝗿𝗲 𝗱𝗲𝗮𝗱 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗮𝘁𝗲𝗿. 𝗚𝗼𝗼𝗱𝗯𝘆𝗲 𝘀𝘂𝗿𝘃𝗲𝘆𝘀, 𝗵𝗲𝗹𝗹𝗼 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀.
We were conditioned by experts that we need non-authentic, anonymous, low-trust workplace surveys to tell us what we should talk about.
And whilst we were in the building, we didn’t buy it but we went along with it, right?
But no longer! Long and static employee surveys are dead, replaced by authentic conversations between people who choose the topics, not the survey authors.
In the Enterprise Social Room, we began this extraordinary conversation and re-imagining a future where conversations across physical locations and hierarchies became part of the ‘new normal’.
Frontline. noun “The most advanced, responsible, or visible position in a field or activity.”
That definition is an accurate description of your company’s most influential people: frontline employees. They’re on the ground, leading the charge, and have the most interaction with your customers.
How many percent of your frontline workers are receiving corporate communication directly and in an instant?
Typically, this mobile workforce is often left unattended and, as a result, is left feeling disconnected from the company. Only 13% of them are engaged at work. As a result, they’re more likely to leave for another company with a more inclusive approach and a digital workplace.
It’s important to understand why frontline employees need to be included in your business strategies.
Bees aren’t smart, bee colonies are. No single bee knows how to build a hive, protect the queen, and produce honey. But collectively, they still make it happen, which is quite impressive.
Here is how they do it: