From the moment new talent commence working with you, you must protect your investment in them by immediately providing an engaging environment.

Internal communications are key to keeping employees involved and interested in the business.

Internal communications initiatives to Complement your HR strategies may include:

• Onboarding communications.
• Engagement communications: 30/60/90 day employee progress assessment via online surveys or outbound call centre.
• Ongoing employee surveys: tracking attitudes, concerns and opinions of candidates throughout their employment journey with you.
• Employee communications toolkit including regular management communications to all staff, incentive programmes, social networking opportunities, reminders, sharing of resources.
• Exit Interviews: via online surveys or outbound call centres to gather valuable third party independent feedback.

It is important to show respect for your people by sharing information with them. Using language and content that is genuine and real - without ‘spin’ – will keep the dialogue between talent and leadership alive and healthy.

Remember to place the same value on your people as you do on your shareholders and customers.

A well researched employee communications strategy is crucial to ongoing employee engagement and retention. The message itself must be clear, concise and presented in an appealing manner. And importantly, internal comms must be closely aligned to your employer brand; your people need to live the brand it and see it.

Once implemented, we can provide ongoing consultation on your internal communications strategy. For example, providing feedback to the leadership team; reporting and monitoring the performance of the internal communications strategy; regularly revisiting the strategy to keep it fresh and alive.