Sign-up now to win a free registration to the 7th Annual Strategic Internal Communications Conference in San Francisco, Jan. 28th – 30th, 2020 ($3,250 value). Preston Lewis will be the Chair again for the 7th time and we have a wonderful list of speakers from Slack, McDonalds, Levi Strauss & Co., UCSF Health, Box, Quicken Loans and more! Register Here
Engaging and communicating with contingent workers and employees continues to be a challenge for many organizations. Here are some simple tips that we surfaced during a recent project:
Community & Belonging:
- Invite employees to social and informal events to build relationships and increase camaraderie
- Include employees in employee resource groups (ERGs) and other groups to enable connection(s)
- Request that existing employees share open job opportunities with colleagues with a contingent status if they see a potential fit
- Provide opportunities for career and skills training (when appropriate)
- Create opportunities for contingent workers to define and develop their individual sense of purpose (personal and career)
- Connect contingent workers with other employees who share a similar sense of purpose or passion
- Include contingent workers in all emergency response training, drills and programs
- Ensure transparency and authenticity in all contingent worker communications to build trust and connection
- Recognize contingent workers early and often with simple and meaningful rewards
For more information or stories on how we might suggest increasing employee engagement or communicating more effectively with your contingent workforce, contact Intactic today.
Prothena is a global biotechnology company working to change the course of progressive diseases. Intactic partnered with Prothena to help them build a culture from the ground up, along with a global internal communications strategy that could scale up to keep step with their rapid growth.
To ensure their ability to hire and retain top biotech talent, Prothena needed to be able to make—and keep—exceptional promises. We helped Prothena refine, document and plan for these promises to new hires and potential talent. With their course more clearly charted, they are able to move forward with confidence and reliability as they await the results of their next clinical trials. Intactic continues to serve as Prothena’s partner while they focus on innovative immunotherapies.
Intactic is excited to be facilitating the upcoming Advanced Learning Institute Strategic Internal Communications Conference in San Francisco January 30th-February 1st. This great conference brings together some of the leading minds in internal communications and offers you strategic solutions to your internal comms problems. You’ll leave ready to implement real solutions and create positive change in your organization.
2nd Annual Advanced Learning Institute HR Analytics and the Employee Experience Conference
We live in an age of big data. This means that we now have a lot more knowledge around each of our employees, from communication preferences to emotional states, than we have in the past. How do we look at this information and inform our actions towards creating a better employee experience? That was the main question throughout the event last week as communications and HR professionals gathered in San Francisco to discuss how to use data to power engagement and communications to create a better place to work.
Over three days we covered several topics including methodologies for learning the current state of the business, the power of listening and humanizing workplace communications and talent acquisition strategies. Intactic’s Preston Lewis was the conference Chair and he also shared two presentations; Building Unique Communications Campaigns that Drive Participation from an audience centric lens, and the Five Elements of the Modern Employee Experience.
There were two strong threads that I found most interesting that wove their way through the multiple day event. The first surrounded meeting a company where it is currently at on it’s path of employee communications and starting from there. Every company is very different and has grown in vastly different ways. It’s important to learn where a business is at on it’s path to the employee experience it wants to build, then strategize from there.
The second was a very clear understanding that numbers can only describe so much of the equation. The most effective approach to building a better workplace is a hybrid of quantitative and qualitative information which gives a more holistic picture of the current employee experience.