Employee
Communication
Leverage employee communication for successful strategic execution
Business strategy is only a dream until it transforms into a reality with execution. Move the needle where it matters. Align the team with your business goals, ensuring everyone understands and moves forward in the right direction. Your business-critical internal communication campaigns need deep expertise to make an impact. Work with us to create compelling stories and motivate employees to drive business results.
Take a look at some of our
COMMUNICATION SOLUTIONS
Effective execution needs a deeper understanding
Help your team understand your organization’s business strategy. Show how your strategy is linked to the higher purpose and provide broader context for the specific strategic choices. When employee communication helps in connecting the dots, employees can better understand how their individual work aligns with the organization’s strategy. Increased awareness enables employees to –
- Deliver high performance
- Engage better with the team
- Be proactive through change
Speed up the journey from a new hire to a team member
Every organization has its unique needs when it comes to new employee onboarding. Build your own well-structured onboarding process prioritizing factors critical for your business. Provide necessary and timely information on job expectations, company policies, benefits, communication tools, etc. Going further, empower new hires with deeper insights into business strategies, organizational culture, team dynamics and established norms of collaboration. When done right, employee onboarding can –
- Accelerate productivity readiness
- Increase engagement and retention rate
- Enable seamless cultural assimilation
- Build a strong employer brand
Ensure smooth operation with clear policy communication
Create and communicate corporate policies and procedures considering your unique business needs. Depending upon the nature of business, your organization may need policies around – employee code of conduct, leave and attendance, health and safety, flexible work, dress code, fraternization, technology, equal opportunity, whistleblowing, gifts and hospitality, confidentiality and so on.
Policies are usually included in the Employee Handbook. They also need to be updated and communicated from time to time. Clear and regular policy communication serves several important objectives, as follows.
- Outline employee and employer rights
- Safeguard business interests ensuring compliance with government regulations
- Provide guidelines for business operations and professional standards
- Help in aligning expectations and reducing the possibility of conflict
Build trust with transparency
From educating employees about your compensation philosophy to empowering managers for one-to-one pay discussions, compensation and benefits communication has many crucial aspects. Organizations need to maintain the right balance by bringing transparency while protecting confidentiality. Proper management of this highly sensitive and critical communication topic can lead to more efficient business operations.
- Promote a better understanding of your compensation strategy
- Manage the perception of fairness and pay parity
- Communicate how pay is connected to performance
- Build trust and enhance employee satisfaction
- Redirect the focus on business outcomes
Set the tone for a high-performance
Leverage employee communications to create a high-performance culture in your organization. Set the right expectations. Provide clear direction for individual, team and organizational performance. Ensuring that performance remains the top-of-mind topic will keep your team focused on the goals, motivating them to become high achievers.
- Foster a culture of continuous learning and improvement.
- Feedback plays a pivotal role in elevating performance. Encourage employees and managers to be open to providing and receiving feedback.
- Keep employees informed about your performance assessment cycle, processes and evaluation criteria.
- Recognize and reward high performance. Celebrate your wins, big and small.
Sustenance calls for balance
More and more organizations are now acknowledging the benefits of investing in employee wellbeing initiatives. The benefits are evident in terms of increased engagement and productivity, less absenteeism, higher retention ratios and better resilience to face business challenges.
Internal communication is one of the most important functions when it comes to articulating your organization’s commitment to employee wellbeing. Using this opportunity to create conversations around various wellbeing topics can help in fostering the workplace culture that is healthy and conducive to high performance.
- Reinforce your commitment to employee wellbeing by promoting a sustainable work culture.
- Encourage your team to have healthy work-life balance by setting the right expectations.
- Create awareness about the benefits and perks in your organization.
- Build a positive work environment and a sense of belonging to a supportive community.
- Create psychological safety where employees can freely share their challenges and seek support.
Adoption comes before adaptation
While change is an inevitable part of business, even the critical organizational changes often end up in inefficient management. Some of the major contributing factors include the lack of stakeholder buy-in, poor understanding and inherent resistance to change. Communication can play a pivotal role in overcoming these hurdles, making your organization more agile and adaptable. When all stakeholders align and move forward in one direction, change can bring its intended benefits for everyone, ensuring business success.
- Align your team by communicating regularly and consistently about the purpose of the change, its necessity, nature, timeline and other important details.
- Alleviate unnecessary stress and reduce employee resistance.
- Initiate, follow through and monitor change for its successful adoption by all stakeholders.
- Ensure your organization stays agile and adaptable to survive and thrive in today’s dynamic and demanding business landscape.
Inclusive teams build a resilient business
As D&I expert Michael Bach puts it, ‘Diversity is a fact; inclusion is a choice.’ While organizations are bound to have more or less diverse teams, diversity can make a positive impact only when everyone feels included. Aside from its ethical, social, political and legal implications, an organization’s commitment to D&I offers a range of business benefits.
A diverse team creates a medley of different perspectives, which leads to deeper insights, innovative approaches, better decision making and more resilient business. Employees feel more satisfied and motivated in an inclusive environment. Organizations gain access to a larger talent pool and improved perception of the employer brand also helps in attracting and retaining talent.
Building a diverse and inclusive workforce requires an organizational commitment to D&I and consistent efforts on multiple fronts, one of the most effective being internal communication.
- Communicate regularly about your organization’s commitment to diversity, equity and inclusion.
- Create awareness about different parameters of diversity and ways to avoid unconscious biases.
- Educate your team about strategies and practices to promote inclusion.
- Leverage internal communication to support your organization’s D&I goals.
Take a look at some of our
Communication Solutions
Effective execution needs a deeper understanding
Help your team understand your organization’s business strategy. Show how your strategy is linked to the higher purpose and provide broader context for the specific strategic choices. When employee communication helps in connecting the dots, employees can better understand how their individual work aligns with the organization’s strategy. Increased awareness enables employees to –
- Deliver high performance
- Engage better with the team
- Be proactive through change
Speed up the journey from a new hire to a team member
Every organization has its unique needs when it comes to new employee onboarding. Build your own well-structured onboarding process prioritizing factors critical for your business. Provide necessary and timely information on job expectations, company policies, benefits, communication tools, etc. Going further, empower new hires with deeper insights into business strategies, organizational culture, team dynamics and established norms of collaboration. When done right, employee onboarding can –
- Accelerate productivity readiness
- Increase engagement and retention rate
- Enable seamless cultural assimilation
- Build a strong employer brand
Ensure smooth operation with clear policy communication
Create and communicate corporate policies and procedures considering your unique business needs. Depending upon the nature of business, your organization may need policies around – employee code of conduct, leave and attendance, health and safety, flexible work, dress code, fraternization, technology, equal opportunity, whistleblowing, gifts and hospitality, confidentiality and so on.
Policies are usually included in the Employee Handbook. They also need to be updated and communicated from time to time. Clear and regular policy communication serves several important objectives, as follows.
- Outline employee and employer rights
- Safeguard business interests ensuring compliance with government regulations
- Provide guidelines for business operations and professional standards
- Help in aligning expectations and reducing the possibility of conflict
Build trust with transparency
From educating employees about your compensation philosophy to empowering managers for one-to-one pay discussions, compensation and benefits communication has many crucial aspects. Organizations need to maintain the right balance by bringing transparency while protecting confidentiality. Proper management of this highly sensitive and critical communication topic can lead to more efficient business operations.
- Promote a better understanding of your compensation strategy
- Manage the perception of fairness and pay parity
- Communicate how pay is connected to performance
- Build trust and enhance employee satisfaction
- Redirect the focus on business outcomes
Set the tone for a high-performance
Leverage employee communications to create a high-performance culture in your organization. Set the right expectations. Provide clear direction for individual, team and organizational performance. Ensuring that performance remains the top-of-mind topic will keep your team focused on the goals, motivating them to become high achievers.
- Foster a culture of continuous learning and improvement.
- Feedback plays a pivotal role in elevating performance. Encourage employees and managers to be open to providing and receiving feedback.
- Keep employees informed about your performance assessment cycle, processes and evaluation criteria.
- Recognize and reward high performance. Celebrate your wins, big and small.
Sustenance calls for balance
More and more organizations are now acknowledging the benefits of investing in employee wellbeing initiatives. The benefits are evident in terms of increased engagement and productivity, less absenteeism, higher retention ratios and better resilience to face business challenges.
Internal communication is one of the most important functions when it comes to articulating your organization’s commitment to employee wellbeing. Using this opportunity to create conversations around various wellbeing topics can help in fostering the workplace culture that is healthy and conducive to high performance.
- Reinforce your commitment to employee wellbeing by promoting a sustainable work culture.
- Encourage your team to have healthy work-life balance by setting the right expectations.
- Create awareness about the benefits and perks in your organization.
- Build a positive work environment and a sense of belonging to a supportive community.
- Create psychological safety where employees can freely share their challenges and seek support.
Adoption comes before adaptation
While change is an inevitable part of business, even the critical organizational changes often end up in inefficient management. Some of the major contributing factors include the lack of stakeholder buy-in, poor understanding and inherent resistance to change. Communication can play a pivotal role in overcoming these hurdles, making your organization more agile and adaptable. When all stakeholders align and move forward in one direction, change can bring its intended benefits for everyone, ensuring business success.
- Align your team by communicating regularly and consistently about the purpose of the change, its necessity, nature, timeline and other important details.
- Alleviate unnecessary stress and reduce employee resistance.
- Initiate, follow through and monitor change for its successful adoption by all stakeholders.
- Ensure your organization stays agile and adaptable to survive and thrive in today’s dynamic and demanding business landscape.
Inclusive teams build a resilient business
As D&I expert Michael Bach puts it, ‘Diversity is a fact; inclusion is a choice.’ While organizations are bound to have more or less diverse teams, diversity can make a positive impact only when everyone feels included. Aside from its ethical, social, political and legal implications, an organization’s commitment to D&I offers a range of business benefits.
A diverse team creates a medley of different perspectives, which leads to deeper insights, innovative approaches, better decision making and more resilient business. Employees feel more satisfied and motivated in an inclusive environment. Organizations gain access to a larger talent pool and improved perception of the employer brand also helps in attracting and retaining talent.
Building a diverse and inclusive workforce requires an organizational commitment to D&I and consistent efforts on multiple fronts, one of the most effective being internal communication.
- Communicate regularly about your organization’s commitment to diversity, equity and inclusion.
- Create awareness about different parameters of diversity and ways to avoid unconscious biases.
- Educate your team about strategies and practices to promote inclusion.
- Leverage internal communication to support your organization’s D&I goals.
Our 5-step process for employee communication
UNDERSTAND
your current challenges and communication objectives
EXPLORE
the options after considering diverse perspectives and approaches
PLAN
the communication campaign and collaterals
CREATE
engaging communication pieces by infusing creativity
REVIEW
the effectiveness, and derive insights for future improvements
Explore
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