I am currently working on a project to communicate the benefits offered by my company to its internal employees as well as new hires through campus hiring and lateral hiring. What is the most effective way to communicate it apart from emails and sessions??
The most effective way to communicate the benefits offered by your company to internal employees and new hires, besides using emails and sessions, could be through various channels such as intranet updates, posters or flyers in common areas, company newsletters, social media platforms, and even interactive workshops or webinars. Utilizing a mix of these communication methods can help ensure that the information reaches a wide audience and is engaging for different types of employees. Additionally, seeking feedback from employees on how they prefer to receive information can also guide your communication strategy for maximum impact.
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The most effective way to communicate the benefits offered by your company to internal employees and new hires, besides using emails and sessions, could be through various channels such as intranet updates, posters or flyers in common areas, company newsletters, social media platforms, and even interactive workshops or webinars. Utilizing a mix of these communication methods can help ensure that the information reaches a wide audience and is engaging for different types of employees. Additionally, seeking feedback from employees on how they prefer to receive information can also guide your communication strategy for maximum impact.
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Hi,
Are you an intern or a regular employee of that company?
For internal employees:
Educate employees about the benefits offered by the company during the induction process, probably through a PowerPoint (PPT) and oral session. Also, a one-to-one session will be an effective tool to share the information.
For campus and lateral hiring:
The use of effective PPT presentations during campus events will be ideal. Also, post attractive flyers in college placement groups through placement officers.
Additionally, post flyers on social media platforms like Facebook, LinkedIn, etc., to attract the attention of potential candidates.
From India, Madras
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1153Are you an intern or a regular employee of that company?
For internal employees:
Educate employees about the benefits offered by the company during the induction process, probably through a PowerPoint (PPT) and oral session. Also, a one-to-one session will be an effective tool to share the information.
For campus and lateral hiring:
The use of effective PPT presentations during campus events will be ideal. Also, post attractive flyers in college placement groups through placement officers.
Additionally, post flyers on social media platforms like Facebook, LinkedIn, etc., to attract the attention of potential candidates.
From India, Madras
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As part of the HR department, you can conduct small workshops department-wise, make presentations, and interact with employees. This is one of the better ways to engage with people.
Best wishes
From India, Bengaluru
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Best wishes
From India, Bengaluru
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How to communicate total rewards of company to employees apart from mailer and sessions
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If you have already informed the staff about the rewards through emails and face-to-face meetings, there is little else you can do. My question is, why do you need another method?
I sense that you are not receiving buy-in from the staff, thus it is not effective. If that is the case, then simply repeating the information to the staff is not the solution. You need to identify why it is not working. Possible reasons could be that the criteria to obtain an award are too challenging, the rewards hold no significance or value to the staff, or the staff may be skeptical of management's intentions, especially if the rewards are perceived as an attempt to compensate for inadequate pay and unfavorable working conditions. Addressing these issues should be your first step.
From Australia, Melbourne
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I sense that you are not receiving buy-in from the staff, thus it is not effective. If that is the case, then simply repeating the information to the staff is not the solution. You need to identify why it is not working. Possible reasons could be that the criteria to obtain an award are too challenging, the rewards hold no significance or value to the staff, or the staff may be skeptical of management's intentions, especially if the rewards are perceived as an attempt to compensate for inadequate pay and unfavorable working conditions. Addressing these issues should be your first step.
From Australia, Melbourne
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Hi,
Repeated post
https://www.citehr.com/640823-benefi...unication.html
You can try circulating through any internal official magazines if any.
The other option is to print the benefits as a flyer and paste it at each and every workstation.
From India, Madras
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Repeated post
https://www.citehr.com/640823-benefi...unication.html
You can try circulating through any internal official magazines if any.
The other option is to print the benefits as a flyer and paste it at each and every workstation.
From India, Madras
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Hi,
Added to the above, any benefit offered by the employer will gain the attention of the employee when practically utilized. For example, the issue of free mediclaim insurance is very common among many employers. Until the employee avails the benefit of mediclaim, it will be perceived as a normal benefit on paper. But once the employee utilizes the mediclaim during a crisis, the value of the same is realized more vividly by the employee.
Likewise, Gratuity, though statutory, is projected as a benefit by many employers and shown in CTC. Until the employee completes 5 years of continuous service, it is just a number in the CTC, but its significance will be realized once the employee completes 5 years of continuous service.
From India, Madras
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Added to the above, any benefit offered by the employer will gain the attention of the employee when practically utilized. For example, the issue of free mediclaim insurance is very common among many employers. Until the employee avails the benefit of mediclaim, it will be perceived as a normal benefit on paper. But once the employee utilizes the mediclaim during a crisis, the value of the same is realized more vividly by the employee.
Likewise, Gratuity, though statutory, is projected as a benefit by many employers and shown in CTC. Until the employee completes 5 years of continuous service, it is just a number in the CTC, but its significance will be realized once the employee completes 5 years of continuous service.
From India, Madras
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Various methods exist to communicate the perks extended by your company to personnel and new recruits that go beyond conventional channels, such as electronic mail or seminars. One approach involves utilizing social media platforms such as LinkedIn, Facebook, or Instagram, to expand your reach and pique curiosity. To achieve this, you can devise engrossing posts, images, or videos that accentuate the perks' significance and relevance to the employees. Another efficacious strategy is to create an internal corporate portal or intranet that showcases the benefits, furnishes useful resources, and offers solutions to commonly asked questions. Additionally, you can opt to conduct webinars, workshops, or training sessions that emphasize the benefits and how personnel can leverage them to their advantage. Lastly, tapping into peer-to-peer communication can be advantageous. Encourage personnel to share their affirmative experiences with the benefits and their impact on their lives, which can foster enthusiasm and motivate others to capitalize on them.
Hoping this answers your question.
From India, Dombivali
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Hoping this answers your question.
From India, Dombivali
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