We've helped some of the world’s most iconic brands create internal communication that makes a difference. And we've been recognized for our success. We've been named Large Agency of the Year by the International Association of Business Communicators three years running. And we’ve accumulated 104 Gold Quills awarded for outstanding communication.
that delivers results and paves the way for the future. We’re experts in bridging the communication gap between employers and employees. Not sure where to start? Talk a walk with us down communication lane...
Culture is the single most important factor in an organization's success or failure. When people feel they belong, have purpose and know how to grow, they stay longer and work happier.
From medical plans to wellness perks to a 401(k) match, employees care about company benefits. But, to be meaningful, those benefits need to be communicated with intention and imagination. It’s about transforming — not simply informing.
Internal communication encompasses everything from leadership events to quarterly newsletters to crisis messaging. Simplicity and speed are essential, but so is a clear thread to what your organization stands for and where you’re headed.
2024 job candidates quickly form opinions about companies based on the recruiting experience. And communication plays a big role in creating the right impression. Does your communication hit the mark with messages candidates want to hear — like purpose and opportunity? And does it do it in a way that authentically showcases your company’s DNA?
You're a forward-thinking organization. Your employee communication must address issues that affect your people right now.
Lorem ipsum dolor sit amet, consectetur adipiscing elit. Proin porttitor, massa at luctus tempor, orci nulla auctor ex, quis pharetra felis ante id nibh.
Employee recognition and appreciation is quite simply a company's efforts to thank and recognize employees for their work and impact. At PartnerComm, we think about the big picture of employee recognition and appreciation. To us, it's more than an annual Employee Appreciation Day or an employee holiday gift of company swag. (Not that those aren't pieces of the picture — they just aren't the whole picture.) Employees should be able to recognize your recognition and appreciation efforts as part of your company culture.
An EVP is a statement that tells employees what they get from an employer in return for helping the organization succeed. A successful EVP is honest. It considers your strengths, challenges and weaknesses as an employer. It also shapes the employee experience that’s delivered.
An EVP should express what your organization aspires to be, but it must be grounded in reality. Otherwise, it won’t ring true to employees or candidates.
Consider Google’s EVP: “Do cool things that matter.” That EVP supports Google’s mission: to organize the world’s information and make it universally accessible and useful.
An EVP sets your organization apart from your competitors. Your EVP should go hand in hand with your communication strategy and your employee experience brand. It helps employees understand how their work and skills are rewarded. Rewards can include:
PartnerComm's 5-stage EVP process is based on key marketing principles. The result is an EVP that is authentic, with no gap between promise and reality.
Start with defining what makes your workplace unique. Consider pay, benefits, career development, social responsibility, culture, community relations and more. This stage can include interviews with key leaders, focus groups with employees and an analysis of public, online reviews.
Next, we identify common themes to create a unique EVP statement that's supported by key messaging examples.
To ensure we have the right EVP, we test it with select leaders, employees and new hires. During these listening sessions, we ask: "Does the EVP ring true?"
We use feedback from the socialize stage to refine and complete the EVP. The goal is to ensure the EVP makes a promise that’s backed up by the actual employee experience.
In this final stage, we show how the EVP can be communicated to employees and candidates through words and branding. It's essential to be consistent across all communication channels.
We helped a national health plan create and establish an EVP that reflected what makes it a great place to work. We used a 2-part process for key messages. The first part focused on the top 5 employee drivers: people, purpose, career growth, innovation and flexibility. The second part related to the top 5 functional support areas, such as customer service and technology.
and effective when they feel valued, according to a study done at UC Berkeley. It doesn’t take a rocket scientist to see the value (no pun intended) in showing people how appreciated they are.
The best companies for career growth are paying attention to what the millennial generation values in employers. Research by PwC shows that two of the top three demands of millennials are about career growth opportunities for employees. The No. 1 thing they look for in a potential employer is the opportunity for career progression. And the most important factor for millennials is a top-notch training and development program. Not surprising, competitive pay and incentives clocks in at No. 2 Failing to support employees’ desire to grow in their careers may be driving away your most talented people. Career growth can mean different things to different people, including:
Building specific new skills and the job satisfaction that comes with a sense of growing competence
Receiving formal educational advancements or certifications
Feeling valued through the opportunity to coach and support others
Earning a promotion and the accompanying financial rewards
Workplaces that embrace and cultivate a culture of employee recognition and appreciation are more likely to reduce turnover, increasing productivity and profitability.
Workplaces that embrace and cultivate a culture of employee recognition and appreciation are more likely to reduce turnover, increasing productivity and profitability.
Employee appreciation has been shown to be tightly linked to employee retention in multiple studies over the past few years. In a report by Appirio, 60% of surveyed workers said they put the most value on being appreciated by management.
And in a long-term study by O.C. Tanner, employee recognition was cited as the main factor as to whether or not someone stays with their current employer. The same study reported that 79% of employees who left their jobs cited lack of appreciation as their main reason for leaving. These studies indicate that recognition and appreciation shown by managers and the company are an important part of an employee’s overall experience.
The importance of employee retention itself may seem like a no-brainer. But here are some numbers to help put things in perspective. Some studies predict that every time a company replaces a salaried employee, it costs six to nine months' salary on average in training and recruiting expenses. And that doesn't account for the qualitative loss of engagement from other employees along with the negative cultural impact.
Giving your employees the opportunity to take time away from work helps them care for their overall health and well-being. We know PTO is an increasingly popular benefit, so it’s no surprise to see employees rate paid vacation as the No. 2 most important benefit, right after health care, according to research done by Project: Time Off. Employees want to know they can take personal days away from work when health or family matters conflict with professional duties — and still earn their normal pay.
Morbi mollis justo at leo vestibulum porta. Integer libero metus, tincidunt nec enim in, porta dignissim augue. Morbi consequat metus et nisl scelerisque venenatis. Interdum et malesuada fames ac ante ipsum primis in faucibus.
And for the times when those personal demands last longer than a few days, employees rely on the ability to take extended time away from work through a leave of absence. They should be able to focus their full attention on their personal matters without feeling guilty about being absent from work.
Allowing employees to take PTO or a personal leave of absence not only positively affects your employees, but it’s also beneficial to your company. According to an APA study, 58% of working adults reported that they were more productive following time off, and 55% said their work quality was better. Having the opportunity to refocus and rejuvenate increases an employee’s overall job satisfaction and also helps you retain top talent.