Employee Communications' Impact On Employee Retention
Some ways that employee communications can improve employee retention is using engagement software and social tools to improve collaboration, repressing information communication, offering ongoing or regular feedback, strengthen ambient awareness, creating fun ways for employee interactions, and redesigning the employee reward programs and communicating its goal to the employees.
WAYS THAT EMPLOYEE COMMUNICATIONS CAN IMPROVE EMPLOYEE RETENTION
1) Employee Engagement Software Connect Workers
Forrester classifies that engagement software applications are helpful in having a system of support where it allows employee communications, employee recognition, human resource management, and workforce analytics. Worker engagement platforms also aim to connect workers to others and to common purposes. It allows regular feedback and coaching, learning, personalization, social recognition, and participation in team or social activities, according to Gartner.
2) Repressing Informal Communication
One of the key motivators for employees to engage with the social tools of their company is curiosity about other’s personal lives. Many companies prohibit nonwork discussions on their internal sites. But employees feel more equipped in exchanging conversation with someone you don’t know well when they have gained personal insights about their co-workers. The company’s internal social tools can be used by watching colleagues talk about hobbies and pastimes and at the same time, employees can also assess whether their co-workers are likable.
3) Using Internal Social Tool to Improve Collaboration
Internal social tools enable building awareness of expertise to engage with co-workers more widely. An initial conversation may spark other discussions that could start new ideas to address common issues in the workplace. When collaboration in the workplace is improved, it may increase retention as employees feel they are capable of building a productive partnership within the organization. Social tools can also facilitate personal and professional connections with employees who work in different locations. This can increase trust and rapport across geographic and cultural borders.
4) Understanding Talents through Ongoing Feedback
Feedback and analytics help HR and team leaders to fully understand the expectations and issues of the employees in their organization. There are pulse survey tools available such as Glint, TINYpulse, and PeoplePulse. It is recommended to have more frequent or regular engagement surveys to build a complete, real-time understanding of the issues that the employees face while at the same time, allowing the leaders to check if their employees are aligned with the corporate purpose.
5) Strengthen Ambient Awareness
Ambient awareness is a social-science term for the awareness of communication and behavior in the organization. Management should see the value of how people make unexpected fruitful connections across the organization and encourage people to befriend and follow new co-workers. Occasionally reminding employees that it is also productive to invest time in creating healthy relationships in the workplace is also a good practice.
6) Fun Ways to Improve Communication
Collaborative efforts such as company outings, allotting employees happiness budget, games and competitive group activities, and themed days are some of the fun ways in improving the communication of employees. The workplace can be a stressful environment so venturing out into a different atmosphere helps the employees relax and be more open comfortably. Engaging with competitive activities helps improve work relations as well. Company-wide events that seek to improve communication in the workplace may build the right capabilities for network management internally.
7) Communicating Rewards to Retain Talents
Companies should customize and review the employee rewards tailored to the individuals in the organization. When they rethink and redesign reward programs that are more focused on finding the right mix of compensation and traditional benefits, such as health insurance and vacation time, they will be more aligned to the talent’s preferences. Communicating with the reward programs coverage to the employees result in attracting and retaining talent while at the same time, talents see growth and development in their careers.